Phát triển đội ngũ cán bộ quản lý trường trung học phổ thông khu vực Bắc Trung bộ đáp ứng yêu cầu đổi mới giáo dục.Phát triển đội ngũ cán bộ quản lý trường trung học phổ thông khu vực Bắc Trung bộ đáp ứng yêu cầu đổi mới giáo dục.Phát triển đội ngũ cán bộ quản lý trường trung học phổ thông khu vực Bắc Trung bộ đáp ứng yêu cầu đổi mới giáo dục.Phát triển đội ngũ cán bộ quản lý trường trung học phổ thông khu vực Bắc Trung bộ đáp ứng yêu cầu đổi mới giáo dục.Phát triển đội ngũ cán bộ quản lý trường trung học phổ thông khu vực Bắc Trung bộ đáp ứng yêu cầu đổi mới giáo dục.Phát triển đội ngũ cán bộ quản lý trường trung học phổ thông khu vực Bắc Trung bộ đáp ứng yêu cầu đổi mới giáo dục.Phát triển đội ngũ cán bộ quản lý trường trung học phổ thông khu vực Bắc Trung bộ đáp ứng yêu cầu đổi mới giáo dục.Phát triển đội ngũ cán bộ quản lý trường trung học phổ thông khu vực Bắc Trung bộ đáp ứng yêu cầu đổi mới giáo dục.Phát triển đội ngũ cán bộ quản lý trường trung học phổ thông khu vực Bắc Trung bộ đáp ứng yêu cầu đổi mới giáo dục.LỜI CẢM ƠN MINISTRY OF EDUCATION AND TRAINING VINH UNIVERSITY VU VAN HUNG DEVELOPING THE HIGH SCHOOL MANAGEMENT STAFF IN THE NORTH CENTRAL REGION TO MEET EDUCATION INNOVATION REQUIREMENTS Major Educat.
MINISTRY OF EDUCATION AND TRAINING VINH UNIVERSITY VU VAN HUNG DEVELOPING THE HIGH SCHOOL MANAGEMENT STAFF IN THE NORTH CENTRAL REGION TO MEET EDUCATION INNOVATION REQUIREMENTS Major: Education Management Code: 914 01 14 SUMMARY OF DOCTORAL DISSERTATION ON EDUCATIONAL SCIENCE NGHE AN - 2023 THE THESIS WAS COMPLETED AT VINH UNIVERSITY Academic Supervisors: Assoc Prof Dr VO VAN LOC Prof Dr THAI VAN THANH Reviewer 1: Reviewer 2: Reviewer 3: The thesis is defended in front of the university-level thesis evaluation committee at Vinh University at the time: hours day month 2023 Theses can be found at: - National Library of Vietnam; - Nguyen Thuc Hao Library and Information Center, Vinh University INTRODUCTION Rationale Education management staff plays an imperative role in education innovation of general education This is one of the forces that directly contribute to the planning of strategies, guidelines, policies, schemes, and tasks of general education innovation In other words, the team of high school management staff is a crucial factor determining the success of general education However, based on the assessment of the current situation of the educational management staff at high schools, including schools in the North Central region, Resolution No 29-NQ/TW of the Party Central Committee pointed out limitations and shortcomings including: the quality, quantity, and structure of teacher and manager teams are inadequate; some departments have not kept up with requirements of educational innovation and development, lack enthusiasm, even violates professional ethics Directive No 40-CT/TW dated 15/06/2000 on building and improving the quality of teacher and manager teams of the Party Central Committee stated that: “The capacity of education management staff is not on a par with the development needs of the education career” This sets out for all industries, organizations, including the education sector, how to improve the quality of teachers and management staff, ensuring conformity with the goal of fundamental and comprehensive reform of education and training Causes of such inadequacies, first of all, come from subjective factors, which is the level of educational management not keeping pace with the practice and development needs Besides, it is influenced by the objective factors related to the transition to a socialistoriented market economy Therefore, comprehensively strengthening the construction of a team of teachers and education management staff is required for improving the current situation In order to meet the requirements of general education innovation in the context of socialist-oriented market economy and international integration, constantly enhancing the quality of the school management staff, in general, and high schools in the North Central region, in particular, is an urgent requirement Due to the demonstrated reasons, we have chosen the topic “Developing the high school management staff in the North Central region to meet education innovation requirements” to conduct research Research purposes On the basis of theoretical and practical research, the thesis proposed solutions to develop the management staff of high schools in the North Central region, contributing to improving the quality of education to meet the requirements of general education innovation Subjects and objects of the study 3.1 Subjects of the study The issue of developing the high school management staff in the North Central provinces to meet the requirements of education innovation, in general, and high school education innovation, in particular 3.2 Objects of the study Solutions for development of education management staff at high schools in the North Central region to meet the requirements of education innovation Research scope 4.1 Researh objects The managing subject of the management staff at high schools in the North Central region is the Department of Education and Training; and the high school management staff are the principal and vice principal 4.2 Research content The thesis utilizes the human resource management theory of Leonard Nadle to analyze the current situation of developing the high school management staff with the following contents: Using human resources, developing human resources and creating a human resource environment with the contents: planning; selecting, organizing, and utilizing; training and fostering; inspecting and evaluating; building the appropriate environment and implementing remuneration policies for the management staff 4.3 Research locations The thesis focuses on three provinces in the North Central region including Thanh Hoa, Nghe An, and Ha Tinh 4.4 Survey objects The thesis randomly selects 440 people from target groups: One is the group of leaders of state management, professional managers of the Department of Education and Training and the Department of Home Affairs (160 people); and one is the directly related group, including school leaders, union leaders, professional leaders, and high school teachers (280 people) Scientific hypothesis On the basis of system approach, Leonard Nadle’s approaches to human resource management, and practice approach, the thesis introduces a scientific hypothesis that general education has imposed new requirements on the high school management staff Thereby, solutions are proposed and synchronously implemented The solutions include building a staff planning with an appropriate roadmap, renewing the staff selection and appointment, fostering, and improving and organizing the effective implementation of regimes and policies This is the motivation to develop a team of high school management staff in accordance with the characteristics of the North Central provinces to satisfy the current education innovation requirements Research missions - Establishing a theorical basis of developing the management staff at high schools to fulfil the requirements of education innovation - Analyzing and evaluating the current situation of developing the high school management staff in the period of 2016 – 2021, and factors affecting the development of the high school management staff in the North Central region to meet the education innovation requirements - Proposing solutions to develop the high school management staff in the North Central region fulfilling the education innovation - Experimenting a solution to develop the management staff at high schools in the North Central region Research approaches and methods 7.1 Research approaches The thesis uses the following approaches: System approach; Leonard Nadle's approach to human resource management; high school principal-standard approach, and practice approach 7.2 Research methods The thesis uses the following groups of research methods: - Theoretical research methods: Analysis, synthesis, systematization, comparison, comparison - Practical research methods: Observation, investigation, interview, summarization of experience, analysis, synthesis, testing - Statistical analysis methods: Processing survey data with statistical parameters such as percentage, arithmetic mean, median, rank correlation coefficient (Spearman), and standard deviation (S) Defence arguments - Education innovation leads to the necessity of improving the quality and capacity of the high school management staff - Developing the high school management staff is a process which synchronously impacts the elements of planning, selecting, fostering, evaluating the implementation of remuneration policies, etc - The situation of the high school management staff in the North Central provinces, in terms of quality and capacity, is fairly good; the goal of reforming high school education has been implemented However, in the scope the education innovation requirements, there are criteria and standards not meeting the current general education innovation that need to be improved - The current situation of planning, selecting, fostering, and assessing the implementation of remuneration policies for the high school management staff in the North Central provinces still consists of stages and inadequacies that need to be noticed and adjusted - In order to meet the requirements of general education innovation, the Department of Education and Training of the North Central provinces should work towards solutions to overcome the limitation on the current capacity and quality of the high school management staff 10 New contributions of the dissertation - The thesis contributes to systematizing and enriching the theory of high school management staff development based on Leonard Nadle’s approach to human resource management, and analyzes the new requirements for high school education and the problem of developing the quality and capacity of the high school management staff, thereby having solutions to develop the management staff meeting the requirements of enhancing the quality of high school education - The thesis analyzes the current state of quality and capacity of high school management staff and the development of managers at high schools in the North Central region, and identifies the causes of the situation and factors affecting the development of the high school management staff in the North Central region - The proposed solutions to develop the management staff of high schools in the North Central region in the context of education reform are applicable to localities, comprehensive, and contributing to improving the quality of high school management staff region in the North Central, meeting the current education innovation requirements 11 The structure of the thesis In addition to the Introduction, Conclusion, References and Appendices, the thesis consists of 03 chapters: Chapter 1: The theorical basis of developing the high school management staff to meet educational innovation requirements Chapter 2: Current situation of the development of the high school management staff in the North Central region Chapter 3: Solutions to develop a team of the high school management staff in the North Central region to meet education innovation requirements Chapter THE THEORICAL BASIS OF DEVELOPING THE HIGH SCHOOL MANAGEMENT STAFF TO MEET EDUCATIONAL INNOVATION REQUIREMENTS 1.1 Literature review 1.1.1 Studies on the high school management staff The development of management staff in schools has been mentioned in theoretical studies and utilized very early in the practice of educational activities in many countries around the world In countries with developed education such as the US, Japan, France, Korea, Thailand, and China, teachers and educational management staff, especially the school principals, are always considered an important factor playing a decisive role in the development of education Studies on human resource development emphasize that the characteristic of human resource development is the creation of sustainable growth in the performance of each employee and the overall efficiency of the organization, associated with the constant increase in the quality and the quantity of the team as well as the quality of life of the human resource The quality of a human resource is assessed by the standard of living and level of education and healthcare Henceforth, developing an educational management human resource is the process of creating sustainable growth in the performance of each educational management staff and the overall efficacy of the staff, associated with the constant increase in the quality and quantity of the team as well as the quality of life of each staff 1.1.2 Studies on the development of the high school management staff In the world and Vietnam, the issue of developing the educational management staff of high schools has been the focus of many researches These works exploited various fundamental aspects of this activity, for example, research on planning and planning of the educational management staff; research on the selection, appointment and utilization of the management staff; research on training and fostering the educational management staff; research on examination and evaluation of the educational management staff; and research on creating an environment and implementing remuneration policies for teachers and the educational management staff 1.1.3 General assessment of the research situation The management team is those who manage the high school and plays a “key” role The development of high school management staff needs to be reformed with a modern approach Building the environment and implementing remuneration policies are two of the basic motivations to enhance the performance of the high school management staff The act of creating plans and projects; recruiting, appointing, and employing of the staff; inspecting and evaluating; and fostering management staff need to follow the standards to satisfy the requirements of general education innovation and regional practices Developing the high school management staff in the North Central provinces is associated with human resource training and sustainable socio-economic growth On that basis, the dissertation has clarified the theoretical problem of developing the high school management staff fulfilling the current educational innovation requirements Particularly, the thesis analyzed the current situation and proposed solutions to the development of the high school management staff in the North Central region for the current requirements of educational innovation; thereby, feasible solutions are proposed to accomplish this goal 1.2 Basic concepts of the thesis 1.2.1 High schools in the national education system High school is an educational institution in the national education system, including the following types: Private schools and public schools that implement the goal of general education development and help students consolidate and develop the results of secondary education, improve the general education, have the common understanding of technology, career guidance, and conditions to promote personal competencies to determine their owns development path at universities, junior colleges, middle-level schools, apprenticeship High school is the highest level of general education, under the direct management of the Department of Education and Training 1.2.2 Management staff and high school management staff Management staff is the subject of management, who have positions in sociopolitical agencies and organizations appointed by the authoritative state agencies; is a commander who plays the role of managing, administering and inspecting management objects in order to implement assigned plans and tasks while under the direction of superiors The high school management staff are individuals with management titles in high schools, who are appointed and recognized by the authoritative state agencies, and are entitled to a responsibility allowance according to the State’s current regulations The high school management team includes principal, vice principal, head and deputy head of department, heads and deputy heads of office 1.2.3 The high school management team A team is a group of people that are collected and organized as a force to perform a single or multiple function They may or may not have the same professional but share the same goal The high school management team is the collection of persons playing a role as managers at high schools, including Principal and Vice Principals 1.2.4 Developing the high school management staff Development is a special case of movement expressing the upward orientation of objects in objective reality, which is the process of transformation from one state to another that is more and more complete Developing high school management team is a part of human resource development Its essence is to impact the management team to transform in a positive way, and build a management team that develops in quantity, structure, quality, capacity, and is able to meet the management requirements of the educational institution, for the effective implementation of the management purposes Developing the management team according to Leonard Nadler's model includes: Team development planning; nurturing and growing the reverse staff of high school management to improve their capacity and dedication ability; using and creating working environments, mechanisms, and motivations; appointing, rotating, and dismissing to create equal opportunities for staff members in high schools; evaluating the performance of the high school management team corresponding with the defined standards in the objectives of the working position 1.3 Educational innovation and requirements for the high school management staff 1.3.1 The current general education innovation General education innovation is the act of applying and implementing guiding views on educational innovation for the general education The Party’s Resolution No 29 NQ/TW also defined the objectives: “For general education, focus on intellectual and physical development, formation of qualities, civic capacity, detection and fostering of aptitudes, and career orientation for students Improve the quality of comprehensive education, concentrate on educating ideals, traditions, ethics, lifestyle, foreign languages, informatics, competencies, and practical skills, and applying knowledge into practice Develop the ability of creativity and selflearning and encourage lifelong learning.” 1.3.2 Position and role of the high school management staff in the context of general education innovation The high school staff are individuals whose responsibilities are managing and operating activities of the school They are appointed and recognized by the authoritative state agencies Pursuant to Circular 32/2020/TT-BGDDT dated 15/9/2020 of the Ministry of Education and Training promulgating the Charter of lower secondary schools, high schools, and high schools with many levels of education, based on the characteristics of general education innovation, the high school management staff play important roles in all school activities to fulfill the assigned tasks in all aspects, are accountable to the State and to the people for the quality of teaching of their units 1.3.3 Requirements on the quality and capacity of the high school management staff in response to requirements of general education innovation In order to fulfill the requirements of educational innovation, the education management staff, in general, must have qualities and capabilities that meets required standards Based on the Standard of Principals of general education institutions promulgated by the Ministry of Education and Training together with Circular No 14/2018/TT-BGDĐT, contents and requirements for education innovation, the thesis has built a competency framework for high school management staff to meet the education innovation requirements, including 05 standards: professional quality; leadership and administration of the school; building an educational environment; developing the relationship between school, family, and society; using foreign languages and applying information technology The standards are specified by 18 criteria 1.4 The problem of developing the high school management staff to fulfill education innovation Developing high school management staff is one of the necessary requirements because of the following factors: the requirements of comprehensive fundamental reform of education and training; the implementation of the General Education Program in 2018; responding to the change in the role of high school management staff in the new context The subject of developing the team of high school management staff includes many subjects coordinating with each other, and the main subject is the Department of Education and Training Contents of developing the current high school management team include planning; selection, appointment, dismissal and rotation; plans development and implement for training and fostering managers; inspecting and assessing the quality of the high school management staff; building environments, motivations, regimes, and policies for the high school management staff 1.5 Factors affecting the development of high school management team to meet education innovation requirements Objective factors affecting team development include: The Party and State's views on the development of the educational management staff; policies for decentralization of education management; socio-economic factors and local customs The subjective factors are: training and fostering to improve management leadership capacity; assessment of the high school management staff; quality and capacity of the management staff Conclusions for Chapter Developing the team of educational management staff in general and high school management staff in particular is a part of the process of human resource development Contents of developing high school management staff include: Planning for development of the high school management staff; developing and implementing plans for training and fostering the management staff; assessing the quality of the management team; selection, appointment, dismissal, use and rotation of management staff; and implementation of regimes and policies for management staff The high school management staff are the heads of the schools, playing an important role in leading and managing schools to successfully accomplish the educational goals, which are set to meet the requirements of general education innovation The factors affecting the development of the high school management staff include subjective and objective factors Chapter CURRENT SITUATION OF THE DEVELOPMENT OF THE HIGH SCHOOL MANAGEMENT STAFF IN THE NORTH CENTRAL REGION 2.1 Overview of natural, socio-economic, and educational characteristics of the North Central region 2.1.1 Natural conditions, socio-economic situation North Central is the northern part of Central Vietnam with an area from the south of Ninh Binh to the north of Hai Van Pass The North Central Region is one of economic regions assigned by the Government to make a socio-economic master plan It includes provinces (Thanh Hoa, Nghe An, Ha Tinh, Quang Binh, Quang Tri and Thua Thien Hue) and is about 5.15 million hectares per 10.5 million inhabitants 2.1.2 Overview of the education situation in the North Central region The educational situation in the North Central region is demonstrated by: The size of schools and classes of educational institutions; teachers and the management staff; facilities that ensure the quality of educational activities In recent years, the North Central provinces have paid special attention to education Therefore, the planning of the network of schools and classrooms and investment in teaching facilities and equipment are ensured to meet the teaching and learning requirements of each school Besides, the learning needs of the people and school governance have changed in a positive way In general, the staff and teachers always actively study and improve professional qualifications, qualities, and competencies to meet teaching requirements under the new General Education Program in 2018 Additionally, the quality of mass education has been improved and focused on training and fostering talented individuals and young talents from excellent students However, the overall quality of education is inadequate for the education innovation requirements This is one of the causes limiting the quality of human resources, leaving the problems in the relationship between quantity and quality unsolved As a result, it requires the localities in the North Central region to have solutions to help schools develop their management team qualified in terms of quantity and strong in quality to satisfy the current education innovation requirements for the improvement of education quality that meets the requirements of the society 2.2 Conducting survey on the current situation 2.2.1 Survey objectives: Analyzing and assessing the situation of the management team and the development of high school management team in the North Central region to establish the practice basis for the proposal of solution to the development of management team at high schools in response to the requirements of current education innovation 2.2.2 Survey contents: Surveying the situation of developing the management team and factors affecting this development process at high schools in the North Central region 2.2.3 Survey objects, areas, and time Survey objects consist of 440 people divided into 02 groups including the group of national leaders and managers and professional mangers (160 people), and the group of directly-related subjects: school managers, professional managers, and high school teachers (280 people) 11 school’s educational plan to meet the requirements of educational innovation - The Departments of Education and Training in the North Central provinces have fully implemented activities to develop the management team of high schools in their province on the basis of human resource development theory; - The survey results show that the activities to develop the management staff of high schools in the North Central region have achieved the level of “Fair” * Causes - The Department of Education and Training in the North Central provinces, the main subject that manages the development of the management staff, has grasped the theory of human resource development, possesses extensive experience in the public management team, and is under the leadership and management of the Provincial Party Committees and People’s Committees of provinces and of the Ministry of Education and Training - Each high school management staff has great efforts in training and working to adapt and fulfill the education innovation reuirements 2.6.2 Weaknesses and causes * Weaknesses - The content of the planning is not well constructed and does not align the reality in high schools There are still several management staff with inadequate school administration capacity for the innovation requirements in Education and Training in the current period - The work of selection, appointment, dismissal, and rotation of high school management staff has not been renewed to suit the requirements of renovation of high school educational institutions in the North Central provinces - The work of fostering high school management team to meet standards has not been concretized in terms of content and form of training to be appropriate with the conditions of socio-economic development and educational innovation in the North Central provinces The quality assessment of cadres after training is not strict and effective - The evaluation of the management process and the result assessment of the development of high school management staff in the North Central provinces have not been paid due attention by the Departments of Education and Training in the North Central region, leading to the assessment having inadequate quality and being too formalistic - The provinces in the North Central region haven’t initiated basic, practical, and appropriate solutions to create a favorable environment (create motivation) for the development of the high school management staff as in the province’s preferential policies for the high school managers * Causes - The awareness and innovation of thinking about managing the development of high school management staff in the Departments of Education and Training are still slow The mindset of pursuing achievement, sometimes looking down on the development of school management staff, still exists; - Investment for education of the North Central provinces is not commensurate with the requirements of education development; 12 - The development of high school management staff in the North Central region by superior management agencies has not been paid due attention; - The revision of policy regime for management staff are slow, not keeping pace with the development and transformation of the socio-economy in the period of national renewal and international integration; - The mobilization of school and local resources to build conditions and environments for the development of high school management staff has not been really focused consistently; - The organization of inspection of the Department of Education and Training on handling the violations of some education management staff has not been timely and significantly impacted the development of the quality and capacity of the management staff Conclusions for Chapter - High school management staff in the North Central provinces have relatively good political qualities and professional ethics; however, the competencies in leadership and management are still limited, especially those in foreign languages and informatics - All levels and sectors of the North Central provinces have paid attention to the development of the management staff The planning, appointment, training, and fostering have been carried out regularly in accordance with regulations However, the quality and efficiency are not high, not meeting the requirements of developing the quality and capacity of high school management staff in the new situation - The high school management team still has limitations in capacity, management skills, and is not completely on par with the requirements of school management tasks in the renovation period - The process of developing high school management staff in the North Central provinces is affected by objective and subjective factors Each factor with different positions and roles will have different influences on the development of management team of high schools 13 Chapter SOLUTIONS TO DEVELOP A TEAM OF THE HIGH SCHOOL MANAGEMENT STAFF IN THE NORTH CENTRAL REGION TO MEET EDUCATION INNOVATION REQUIREMENTS 3.1 Principles for proposing solutions The principle of proposing solutions must ensure the following factors: Practicality, systematicity, effectiveness, and feasibility 3.2 Solutions to the development of high school management team in the North Central region to meet the requirements of educational innovation On the basis of theoretical research, contents of general education innovation, requirements of the management staff in the context of educational innovation, research results on the current state of the management team, the current situation of development and change of high school management staff, and the situation of factors affecting the development of high school staff in the North Central region, the thesis proposed a system of solutions to develop the management team of high schools in the North Central region to meet the education innovation requirements The proposed system includes 05 solutions 3.2.1 Planning the high school management staff meeting the education innovation requirements in an appropriate roadmap a) Objectives of the solution Help the high schools in the North Central create a resource of the management staff that meets the education innovation requirements in short and long terms while creating the initiative in organizing and arranging the management staff with a reasonable process, ensuring succession, development, and continuous transition between generations of management staff b) Contents and methods to implement the solution - Contents: Establishing a plan of developing the high school management staff suitable with the scale of local education development and having the capacity meeting the development requiements of the schools in sepcific periods - Methods of implementaion: Building the implementing process for each group of planning objects (on-site planning and other sources) c) Conditions for implementing the solution The Party Committee of the Department of Education and Training must extensively provide direction and guidance for developing the management planning scientifically, in accordance with the guidance of the Central Government, provinces/cities, and associated with the strategies of the education development and the socio-economic development of the locality Besides, the appointment, rotation, the use of management staff must be in accordance with the local planning and requirements for the development of the educational career Additionally, the requirements of management staff in the context of fundamental and comprehensive innovation of education and training must be paid close attention to 3.2.2 Renewing the selection and appointment of the high school management staff to meet the requirements of educational innovation a) Objectives of the solution Detect, attract, select, and appoint individuals with adequate capacity of leading and managing, having appropriate professional qualifications, political and moral qualities, and meeting the requirements of leadership positions at high schools in the North Central region 14 b) Contents and methods to implement the solution Renew the method of appointing high school management staff in the form of candidates Capacity-based appointments are performed on the principle basis of focusing on competencies to meet job requirements, not on people This includes the following specific processes: Selection and appointment of management staff in the form of admission; selection and appointment of management staff in the form of entrance exams; and the process of combining admissions and examinations c) Conditions for implementing the solution The Department of Education and Training conducts a thorough review and assessment of the qualities and competencies of candidates, especially candidates not included in the planning to ensure fairness, objectivity, and consensus among teachers of the education sector 3.2.3 Organizing the training of high school management staff and the reverse staff meeting education innovation requirements a) Objectives of the solution Fostering high school management staff is associated with the development plan of management teams in localities and North Central region to develop the quality and capacity while improving the leadership and management of school management staff to meet the requirements of high school education development according to the current innovation b) Contents and methods to implement the solution - The content of competency training and fostering for high school management team must ensure comprehensiveness and diversity and meet the goals identified above, including: Fostering political qualities, ethics, lifestyle, professional attitudes; Fostering the competency of school administration and professional development; Fostering the competency to build an effective high school educational environment; and Fostering the competency to develop relationships between school, family, and society - Training methods: In order to limit the boredom and duplication in the training process, it is necessary to deploy the training in many flexible, creative forms, suitable with the content, fostering objects, and meet the needs of the management staff; for example, the utilized forms can be focused, not focused, or creating advantageous conditions for the staff to self-foster,… c) Conditions for implementing the solution To implement this solution effectively, it is necessary for managers to develop appropriate and feasible training plans, contents, and programs 3.2.4 Renewing the evaluation of high school management staff a) Objectives of the solution Be able to assess the quality, qualifications, and capacity of the high school management staff; understand the thoughts, aspirations and recommendations and proposals for training and fostering; help the management team realize the strengths and weaknesses to adjust and improve themselves to meet the requirements of the education missions in the new period b) Contents and methods to implement the solution - Contents: Assess the quality and capacity of high school management staff in the North Central region to meet the requirements of education innovation The assessment includes 05 standards with 18 criteria issued by the Director of the Department of Education and Training in accordance with the competency framework defined in Section 1.3.3 of the thesis and the principal’s standards 15 - Assessment method: Assessed by survey, including 04 standard levels: Good, Fair, Pass, and Unqualified (Detailed content in Appendix of the thesis) combined with assessment through practical results at the school c) Conditions for implementing the solution The evaluation of high school management staff must be supported by the leaders and superior managers, the high school management staff, the lower-level management team, all teachers, staff and parents; and must take the results of the assessment of high school management staff for the use in the reappointment, rotation, dismissal, reward and discipline for high school management staff, while promptly handling feedback 3.2.5 Completing and organizing the effective implementation of regimes and policies, creating motivation to promote the role of the high school management staff a) Objectives of the solution Create the working motivation for the high school management team on the basis of material incentives with the construction of ideals, ambitions, and spiritual encouragements in accordance with the economic development level of the North Central provinces b) Contents and methods to implement the solution - Review and evaluate the effectiveness of current policies on the development of high school management staff: Focusing on analyzing and delving into the following factors: Results achieved; existing limitations; inadequacies and inconsistencies; the synchrony of existing policy mechanisms; causes of limitations; specific mechanisms and policies that need to be adjusted and supplemented On that basis, the recommendations to adjust, supplement or promulgate new policies, ensuring compliance with current laws, in accordance with the local socio-economic situation, contributing to creating motivation to strive and feel secure for the school’s management staff, are proposed to competent authorities - Organize the effective implementation of regimes and policies for managers of high schools: Ensure the full implementation of the salary regime and allowances as prescribed by the Government and the Ministry of Education and Training and relevant ministries and sectors; and local policy regimes for teachers and the management staff c) Conditions for implementing the solution In order to implement this solution effectively, it is necessary for leaders of the Department of Education and Training, the Department of Home Affairs and the Department of Finance to pay attention to creating motivation for the management staff of high schools in the province; it is necessary to invest adequate and reasonable resources for the implementation of remuneration regimes and policies 3.3 Survey the need and feasibility of solutions 3.3.1 Survey objectives: Collecting the essential information to evaluate the urgency and feasibility of solutions to develop the high school management team, and proposing appropriate adjustment for the solution 3.3.2 Survey objetcs: Surveying opinions of 30 people who are scientists, experts in education management, officials of the Department of Education and Training, officials of the Department of Home Affairs, and high school management staff 3.3.3 Survey contents: Assess the necessity and feasibility for the development of high school management staff in the North Central provinces 3.3.4 Conducting methods: Using survey questionaire; Data processing and statistical evaluation are classified into levels: Level 1: Very necessary/very feasible: 3.25≤ X ≤4; Level 2: 16 Necessary/feasible: 2.5≤ X ≤3.24; Level 3: Normal: 1.75≤ X ≤2.49; Level 4: Not necessary/not feasible: 1≤ X ≤1.74 3.3.5 Survey results: a) Assess the necessity of proposed solutions Table 3.1 Assess the necessity of proposed solutions Necessity ∑ No Solutions Very Not (points) Necessary Normal necessary necessary Planning the high school management staff meeting the education 25 113 innovation requirements in an appropriate roadmap Renewing the selection and appointment of the high school management 24 112 staff to meet education innovation requirements Organizing the training of high school management staff and 21 0 111 the reverse staff meeting education innovation requirements Renewing the evaluation of high school 20 106 management staff Completing and organizing the effective implementation of regimes and policies, 19 107 creating motivation to promote the role of the high school management staff ∑ Rank 3.76 3.73 3.70 3.53 3.56 3.66 Observation: Results from Table 3.1 demonstrates that the experts and managers in education evaluated that solutions to the development of high school management team in the North Central region are from Necessary to Very necessary levels (the overall average scores of the solutions are 3.66 – Level 1) 17 b) Assess the feasibility of proposed solutions Table 3.2 Assess the feasibility of proposed solutions Feasibility ∑ No Solutions Rank Very Not (Point) Feasible Normal feasible feasible Planning the high school management staff meeting the 23 112 3.73 education innovation requirements in an appropriate roadmap Renewing the selection and appointment of the high school 22 111 3.7 management staff to meet education innovation requirements Organizing the training of high school management staff and the 21 0 111 3.7 reverse staff meeting education innovation requirements Renewing the evaluation of the high 20 106 3.53 school management staff Completing and organizing the effective implementation of regimes and policies, creating motivation to 19 107 3.56 promote the role of the high school management staff ∑ 3.62 Observation: The data compiled in Table 3.2 shows the feasibility of solutions to develop the management staff of high schools in the North Central region to meet the requirements of educational innovation, evaluated by experts, at a Very feasible level, showing the overall average score of educational solutions is X = 3.62 c) Correlation between the necessity and feasibility of solutions Table 3.3 Correlation between the necessity and feasibility of solutions Necessity Feasibility No Solutions Rank Rank Planning the high school management staff meeting the education innovation requirements in an 3.76 3.73 appropriate roadmap Renewing the selection and appointment of the high school 3.73 3.70 management staff to meet education innovation requirements Organizing the training of high school management staff and the reverse staff meeting education 3.70 3.60 innovation requirements Renewing the evaluation of the high school management staff 3.56 3.53 Completing and organizing the effective implementation of regimes and policies, creating motivation to promote 3.56 3.53 the role of the high school management staff Overall average 3.66 3.62 18 Figure 3.1 Correlation between necessity and feasibility Observation: To understand the correlation of the necessity and feasibility of the proposed new management solutions, we use the Spearman hierarchical correlation coefficient (r): If 01: The necessity and feasibility are inversely correlated meaning that solutions are urgent but not feasible or vice versa The obtained result is r = 0.9, demonstrating that the necessity and feasibility of the proposed solutions have a close correlation, as depicted in Figure 3.1 3.4 Experimenting the solutions: Organizing the training of management team and reserve management staff to meet the requirements of education innovation 3.4.1 Experiment objectives: Verify the effectiveness and feasibility of the solution “Organizing training to improve the quality and capacity of the high school management team in the North Central provinces.” 3.4.2 Experiment hypothesis: It is possible to improve the efficiency developing the high school management team in the North Central provinces if the solution “Organizing training to improve the quality and capacity of the high school management team in the North Central provinces” proposed by the thesis is appropriately implemented 3.4.3 Experimenting organization methods a) Experimental layout method - Experiments were conducted on groups of objects: Control group (DC) and experimental group (TN) The DC group consists of 30 high school management staff (no ... regulations are sufficient in quantity The training level of foreign languages and informatics has reached the minumum level while the level of political theory is still limited compared to regulations... Building education environment, Developing the relationship among the school, family, and society, and Ability to use foreign languages (ethnic languages) and information technology (according... criteria) is 2.72 (Good); Developing the relationship among the school, family, and society (3 criteria) is 2.70 (Good); Ability to use foreign languages (ethnic languages) and information technology