Abstract
Purpose. The purpose of this study was to determine the relationship between recommended superintendent recruitment and selection procedures actually utilized by a board of trustees and the level of satisfaction with the procedures and with the candidate selected. Research Methodology. The research design used to conduct this study consisted of reviewing questionnaires developed and administered by the researcher to 296 school board presidents in California school districts that selected a new superintendent between July 1, 1981, and November 30, 1983. The data were subject to the Pearson Product-Moment Correlation Coefficient and the One-Way Analysis of Variance with the Tukey Post Hoc Test for significance between groups. Findings. No relationships were found between the level of satisfaction with the candidate selected and satisfaction scores of the recruitment and selection procedures of preliminary planning, announcing the vacancy, screening the applicants, interviewing the candidates, community visitations, and follow-up activities. A low positive relationship was found with the procedure of making the selection. No relationships or differences were found between the length of service by the board president, size, organizational structure and demographic setting of the school district with the level of satisfaction with the candidate selected. The size of the school district was related to the satisfaction with procedures utilized. Significant differences (.05) were found between the organizational structure of the district and procedures utilized within elementary and unified school districts, and the demographic setting of the district and procedures utilized within urban and rural school districts. Conclusions. (1) California school districts are utilizing a variety of recommended recruitment and selection procedures and report a high level of satisfaction with them. (2) The length of service of the school board president, size, organizational structure, and demographic setting of the school district are not factors in satisfaction scores with the candidate selected. (3) The size, organizational structure, and demographic setting of the school district did impact on satisfaction scores with recruitment and selection procedures of preliminary planning, announcing the vacancy, community visitations, and follow-up activities. Recommendations. (1) School districts selecting a superintendent should familiarize themselves with the recommended recruitment and selection procedures and select those which would meet their needs. (2) Follow-up studies should be conducted to compare the procedures utilized versus recommendations for future use.