FEMALE CANDIDATES AND SECONDARY SCHOOL PRINCIPALSHIPS: AN ANALYSIS OF THE PERCEPTIONS OF KEY EDUCATIONAL PERSONNEL IN THE SELECTION OF SECONDARY SCHOOL PRINCIPALS

Statement of the Problem. The purpose of this study was to investigate the selection process for secondary principals and to compare the perceptions of school officials with principals regarding attitudes toward, and the qualifications of, female secondary school principals. Procedures. The participants were the superintendents, directors of personnel, presidents of school boards and secondary principals from the mid-Atlantic region. Attitudes toward female principals were measured by the Attitude Research Instrument developed by Thomas A. Ringness at the University of Wisconsin. A questionnaire was used to gather background information, opinions regarding qualifications of principals and a description of the selection process used in the school districts. Results. School officials gave similar responses regarding attitudes toward females, as did the male and female principals. However, the school officials differed from the principals in their responses. All groups stated positive perceptions of females in three areas: women are encouraged to prepare professionally, women have the qualifications, and women have the necessary experiences for the principalship. The school officials expressed perceptions of the promotional process which were different from the principals' perceptions. Female principals stated that the selection procedures were not well understood and that opportunities for secondary principalships were not as available to females as males. Conclusions. Female principals achieved the highest scores on the ARI which indicated that they possessed the most favorable attitudes toward females. They were followed by directors of personnel, board of education presidents, superintendents and male principals, in that order. Male and female principals are equally qualified for the principalship. Female principals believe that most school system employees do not understand the principal selection procedures. Most school systems use a traditional method of principal screening. Recommendations. School systems should conduct a "self-analysis" regarding promotional procedures, should consider the "Assessment Center" approach to increase equity in the process and should disseminate information regarding promotions in a widely advertised manner. This study should be expanded with more emphasis on identification of the characteristics of successful female candidates as well as further study of the school systems which have promoted women in equitable numbers.