Abstract
Purpose. The purpose of this study was to describe the perceptions of superintendents and school board presidents in selected public school districts in five Southern California Counties regarding the role of the chief personnel administrator in public school districts, the requirements for appointment, the reporting level for the position, the need to employ a full-time central office administrator to manage the district's personnel function, the college degree that should be held by this position, and differences in respondents' perceptions. Methodology. This descriptive study used a survey instrument to investigate the perceptions of superintendents and school board presidents relative to the five research questions of this investigation. Findings. (1) Respondents conceptually grouped the questionnaire items into seven areas of work responsibility of the personnel administrator; (2) the majority of both respondent groups were in agreement relative to the role expectations and employment prerequisites required for the personnel administrator; (3) district size made no significant difference in respondents' perceptions relative to the role expectations for the position; (4) a majority of all respondents perceived the need to employ a full-time personnel administrator; and (5) superintendents strongly agreed that the personnel administrator should hold a master's degree. Conclusions. Some general conclusions included the following: (1) there was a critical alignment between respondents' perceived role expectations and the personnel service responsibilities needed to attract, develop, retain, and motivate employees; (2) superintendents' and school board presidents' role expectations for the chief personnel administrator were not a function of the size of the district; (3) each respondent group had different priorities for the employment prerequisites required of personnel administrator candidates; (4) large school district superintendents would tend to seek personnel administrator candidates with histories of successful employment as a school district personnel administrator; and (5) superintendents recognize that the scope and complexity of managing a school district personnel function requires that this responsibility be delegated to a central office administrator. Recommendations. Recommendations suggested by findings and conclusions related to: role expectations, preservice education, position selection, counseling of job aspirants, and increasing school administrators' understanding of the position of chief personnel administrator.