The Personnel Administration Guidelines of Sirisantisuk Witthaya School

Abstract

The objectives of this study were (1) to examine the personnel administration context (2) to review the best practice school in personnel administration (3) to propose the guidelines for personnel administration of Sirisantisuk Witthaya School. The population and samples were categorized into 3 groups. Group 1 involved school board of committee, teachers, education personnel, parents of students at Sirisantisuk Witthaya School. Group 2 involved school administrators, chiefs of personnel and academic affairs from Sahasartsuksa School and The Prince Royal's College Wiang Pa Pao. Group 3 involved Director of Private Education Promotion Group and educational supervisors. The research instruments were questionnaire, interview and focusgroup discussion form. The data was calculated for frequency, percentage, mean and standard deviation, and content analysis. The results were reported in narrative format. The results showed that: (1) The personnel administration context of Sirisantisuk Witthaya of the administrators, in overall, was rated at the moderate level as well as that of the personnel. The individual aspects analysis covering 5 aspects, in descending order, indicated that the aspect holding the highest mean was manpower planning, followed by personnel retention with the mean at the high level, while personnel performance evaluation, personnel development and personnel recruitment were rated with the mean at the moderate level. (2) The review of best practice schools in personnel administration covering 5 aspects showed that the best practice schools held extensive experience in personnel administration with clear system, planning and committee members for manpower design, personnel recruitment, personnel development, personnel retention and personnel performance evaluation. Therefore, the personnel administration covering 5 aspects was rated at the high level and those schools showed readiness and efficiency in remedy of personnel administration problems. The schools also showed advanced short-, mid-, and long-term planning for personnel administration. (3) The guidelines for personnel administration of Sirisantisuk Witthaya School were proposed. 1) Manpower planning: Design manpower with all school units by taking into account the needs and consistency with the school curriculum, teaching hours and a number of students. The personnel recruitment should agree with the incoming and outgoing number of personnel from all related units. 2) Personnel recruitment: Appoint personnel recruitment committee, determine personnel qualifications according to the needs of school, recruit by using of appropriate method, assign job once hired and setup 1-year probation period before official employment. 3) Personnel development: Setup personnel development plan by supporting the staff to attend meeting, seminar, training, field trip or further education. Encourage staff to express their creative ideas and show their competence freely. Motivate staff to use their knowledge and competence for self-development and the school. 4) Personnel retention: Reward outstanding performance and promotion annually with fairness. Offer welfare program to build morale support by allocating assistance and looking after the rights of personnel. Praise and honor outstanding and successful personnel. 5) Personnel performance evaluation: Determine performance evaluation criteria consistent with the job and clarity evaluation for fair and transparent annual promotion. The performance evaluation should allow the staff to propose the evaluation guidelines for better improvement of the evaluation.