Factors influencing board of managements' effectiveness in the teacher recruitment in public secondary schools Mbooni west district, Kenya
The purpose of this study was to determine the factors influencing Board of Managements performance in Teacher recruitment in public secondary schools in Mbooni West District, Kenya. The objectives of the study were: To determine the extent to which BOM members preparation by their secretary on the recruitment process, their exposure to management training, their level of education, political and religious authorities and the DEO’s administrative guidance to BOM members’ influence their performance in teacher recruitment in Mbooni West District. The study employed descriptive survey. The target population for the study consisted of teachers recruited by selection panels, head teachers and BOM members appearing as educationists, who have participate in teacher recruitment exercise in the 39 public secondary schools in Mbooni West District under the time of this research. These were 73 newly recruited teachers, 39 head teachers and 39 BOM members- educationists. The population for the study was 151 respondents. The study targeted 13 public secondary schools and 13 principals were targeted. According to Mugenda & Mugenda a sample size of 30% is considered to be sufficient. A sample of teachers 217 and 217 BOM members were taken according to Krejcie and Morgan table. To select the BOM members purposive sampling was used to make sure that the BOM chairmen are selected and sampled. Research instrument used in this study was questionnaires. The questionnaires were both open ended and closed ended questionnaires. Quantitative data was analyzed using Statistical Package for Social Sciences (SPSS) and the results was presented using frequency tables, pie charts, bar graphs and percentages to make meaningful conclusions. This is deemed to be easy in interpretation and is convenient in giving general overview of the problem under study. Qualitative data was analyzed through content analysis which in turn was analyzed by organizing data into themes, patterns and sub-topics. The study evaluated the effectiveness of BOM’s in teacher recruitment. The study sought to determine how teachers learn of the existing teaching post. From the study findings majority indicated that they learned about the existing teaching post through newspaper advertisement. This implies that BOM finds newspaper as an effective media channel to advertise teaching posts which may be due to its reliability in terms of advertisement content durability and therefore able to reach many during advertisement period. On further interview on how they applied for the vacant posts majority indicated that they sent a letter of application with CV, quite a number also turned up in person to school with few indicating that they sent a filled in application form. Further majority of the respondents indicated that they were invited to attend the selection interview through telephone call and letter of invitation with only few indicating that they were invited for interview through word of mouth and school notice board. On further interview majority indicated that they were invited for interview for 5-9 days with few indicating that they were invited for interview the same day the interview was being conducted and that there was a panel of interviewees during the day of the xii interview. The study further sought to determine the effectiveness of BOM during the interview exercise basing on certain statements. From the study findings majority agreed that the panel accorded candidates warm reception during interview, majority also agreed that the panel was courteous to candidates and that they created a relaxed atmosphere as indicated by majority. Further the findings indicated that majority agreed that the panel had good questioning skills and appeared adequately prepared as indicated by majority. Further the study also revealed that the panel did not embarrass candidates as indicated by majority of the respondents. This implies that BOM always has good preparation and confirms with interview requirements during the exercise. Further the study also assessed boards during the interview exercise basing on certain statements. The study findings indicated that majority agreed that the board is competent in recruitment majority also agreed that members asked questions in their area of specialization only, there was uniform award of marks as indicated, also agreed that only interview outcome determined successful candidate, that academic qualification was a valuable asset, majority further disagreed that giving something is necessary for short listing. On further interview head teachers indicated that the preparations they made before the interview were inviting the panel members and going through the set marking scheme and that during the interview their work was to ensure that the laid down procedures are followed and they also participate in an interview exercise by asking questions. Further they indicated that they experiences challenges such as lateness of those to be interviewed and that many candidates turned up for the interview. This implies that the board is not biased during interview exercise and therefore well organized in carrying out the exercise. The study recommends that academic qualification should be put in to consideration in choosing BOM members for the interview panel to enhance competent in recruitment. The study further recommends that advertisement of the vacancy posts ant the entire recruitment process should be open and transparent and also be conducted in professional manner so that the best candidate among the applicants can be chosen. The study further recommends that the board should strictly follow the TSC recruitment guidelines so that no biases on complaints arises from the recruitment process. The researcher recommends that studies on Factors Influencing Board of Managements Performance in Teacher Recruitment in Public Secondary Schools should be done in other districts of Kenya inorder to generalize the results.