Abstract
Purpose. The purpose of this study was to examine the self-perceived treatment of secretaries and custodians in the school system, their job satisfaction, and the identification of those factors which contribute to job satisfaction or dissatisfaction. Methodology. A descriptive and ex post facto design was used to attain the desired information and findings. Written questionnaires completed by 185 school secretaries and custodians in ten, K–12 school districts in southern California, provided the data for this research. Findings and conclusion. The findings indicated five areas of significant concern to secretaries and custodians: (1) lack of recognition, (2) not part of selection of new hires, (3) good communication, (4) lack of membership on committees, and (5) information that is not shared openly and honestly. While the perception of being treated as second class citizens has diminished, since a 1989 study, the perception of differential treatment as compared to certificated staff still exists. Recommendations. Recommendations from the study include: (1) Colleges should review graduate programs in educational administration to ensure that preparatory course work include personnel issues and human relations including communication skills. (2) School administrators may use the findings of this study to consider their role in working with all of their staff. (3) Use this study as a guide for developing position responsibilities and role expectations for interaction with classified staff. (4) Classified staff should be represented in the selection process of new employees. (5) Change references of "faculty" lounge to "staff" lounge to start the education process of public awareness and full staff inclusion. (6) Include classified staff on districtwide staff development committees. Buy-back days or release days for certificated staff are also opportunities to deliver specific classified staff development. (7) Establish districtwide recognition and a reward system that specifically includes classified staff. (8) Professional growth committees should be established with classified workers in mind. (9) Set up a forum for classified staff and associations to speak to administration on a regular monthly basis. This will help dispel rumors and speed the flow of information and a trust building process that data have shown as lacking.