Phát triển đội ngũ cán bộ quản lý cấp khoa ở các trường đại học công an nhân dân trong bối cảnh đổi mới giáo dục TT TIẾNG ANH

1 PREFACE Rationale to choose the thesis Development of teacher and educational manager forces in the context of educational innovation is the objectively & more and more essentially required The goal of “Build-up of standardized teacher and educational manager forces to ensure for quality, sufficient quantity, and synchronous structure, etc.,” has been determined in Directive number 40-CT/TW by Secretariat of the Party Central Committee on building and enhancing their quality Faculties at Universities are units that organize and manage the Universities’ specialized & academic activities The Faculty-level cadre force means managers who play vital roles at Faculties and contribute to decisions on each University’s training process and missions The development of Faculty-level manager force sufficiently in quantity with relevant structure, virtues & ability for scientific, proactive, and creative leadership, management, guidance, and administration is the decisive factor to help Faculties and Universities fulfill their Education & Training tasks the most effectively People’s Public Security is the armed force assigned by the Party and State to defend the national security, maintain social order & safety, and fight against crimes & other law-breaking acts For over 70 years of buildup and growth, development, our country’s People's Public Security have made a crucial and decisive contributions to the career of national construction, defense, and development over the periods The Faculty-level educational manage force at People's Public Security Universities have greatly contributed to those achievements Basically, most of Faculty-level managers at People's Public Security Universities are highly specialized and pedagogical qualified with research capacity, good morality, and solid political bravery However, in the context of educational innovation and enforcement of Politburo’s Resolution on Innovation Scheme, lean machinery organization for effective and efficient activities at agencies of Ministry of Public Security, including changes in current organization structure at People's Public Security Universities Significant issues, difficulties, and impacts on education and training management in general as well as stability of the Faculty-level manager force’s quantity, structure, and quality at these training facilities in particular have arisen; meanwhile, the usage of this force has still revealed quite a few problems, etc., The above-mentioned disadvantages and problems have significantly affected the Faculties and Universities’ performance quality & efficiency 2 Therefore, it is necessary to make researches to promptly identify measures for development of Faculty-level manager force at People's Public Security Universities to meet practical requirements & enhance the Education & Training quality, making contributions to building up revolutionary, regular, elite, and gradually modern People's Public Security force This is an objective necessity Originating from such reasons, the selection of the theme “Development of Faculty-level manager force at People's Public Security Universities in the context of educational innovation” to research brings about realistic theoretical and practical meanings, contributing to enhancing Education & Training quality at People's Public Security Universities to meet requirements for the build-up of People's Public Security force in the new situation Research purposes and tasks Research purposes Upon researches into theoretical and practical issues on development of Faculty-level manager force at People's Public Security Universities, measures for the development of the force at such Universities will be worked out to assure for sufficient quantity, relevant structure, and high quality, making contributions to enhance the Education & Training quality at People's Public Security Universities to meet current requirements for basic & holistic innovation in Education & Training Research tasks To make an overview on the thesis theme-related research works and draw issues which need further addressing in the thesis; To research and interpret theoretical issues on development of Facultylevel manager force at People’s Public Security Universities in the context of educational innovation; To survey and evaluate actual state of the curren development of Faculty-level manager force at People’s Public Security Universities; To propose measures for the development of Faculty-level manager force at People’s Public Security Universities in the context of educational innovation; And to test the necessity and feasibility, simultaneously to experiment the proposed measure to assert the scientific and practical values of the researched issue Research object, subject, and scopes Research object Development of educational manager force at People’s Public Security Universities Research subject Development of Faculty-level manager force at People’s Public Security Universities in the context of educational innovation Research scopes Scope of content: Contents of quality development of Facultylevel manager (including Deans/deputy Deans) at People’s Public Security Universities in the angle of educational management science have been intensively researched Scope of survey subjects: Managers and lecturers at People’s Public Security Universities (including People’s Security Academy, People’s Police Academy, People’s Public Security University, People’s Police University, and University of Fire Prevention) Scope of time: The thesis utilizes practical material, survey data, and survey sources collected from the year 2016 until the present time Scientific assumption The Faculty-level manager force at People's Public Security Universities play a vital role, make significant contributions during the force development process, boost up academic activities, build up Universities’ brands in the context of competitive education & integration The development of Faculty-level manager force at People's Public Security Universities should be close to requirements for standardization and sustainable development of each University during the current stage If being able to synchronously build up and realize the measures of planning, selection, utilization, cultivation, and creation of working environment for the Faculty-level manager force based on the methodology for human resource development with scientific assurance & relevancy to People's Public Security Universities’ requirements for development, this shall develop this force sustainably and make vital contributions to their education & training quality Research methodologies and methods Methodologies The theme has been researched based on the dialectical & historical materialism, Ho Chi Minh Ideology, viewpoints, and policies by Vietnam Communist Party on Education & Training, education management, build up and development of educational human resource, utilization of approach viewpoints: human resource development, management functions, systems – structure, history – logics, and practice Research methods The group of theoretical research methods; The group of practical research methods; The group of support methods 4 Thesis’s new contributions The thesis contributes to clarifying, supplementing, and developing theoretical issues on development of Faculty-level manager force at People’s Public Security Universities in the context of educational innovation The thesis can generalize development contents and point out influential factors on development of development of Faculty-level manager force at People’s Public Security Universities in the context of educational innovation The development actual state of of development of Facultylevel manager force at People’s Public Security Universities has been evaluated and simultaneously, advantages, disadvantages, pressing issues, and their causes during the development process of development of Faculty-level manager force at People’s Public Security Universities have been pointed out in the thesis Some measures for development of Faculty-level manager force at People’s Public Security Universities in the context of educational innovation have been proposed They are feasible and possibly put into practice Thesis’s theorectical and practical meanings Theoretical meanings The thesis makes contributions to supplementing and accomplishing theoretical issues on development of Faculty-level manager force at People’s Public Security Universities to enhance the quality of the Faculty-level manager force in particular and education & training in the Police one in general Practical meanings Research outcomes from the thesis theme are the scientific foundations for leadership levels, management subjects, and functional units to work out and make some new development policies & mechanisms for the Faculty-level manager force at People's Public Security Universities Simultaneously, the research outcomes are also the helpful references to serve for lecturing, learning, and scientific research work at such People's Public Security Universities & at the same time, to further supplement multi-directional views on school management work in general in the current context of educational innovation Thesis’s lay-out The thesis consists of: Preface, chapters, conclusions, proposals, lists of references, and appendices Chapter OVERVIEW ON THESIS-RELATED RESEARCH SITUATION 1.1 Thesis theme-related works 1.1.1 Researches related to educational managers and development of educational manager force 1.1.1.1 Research works by foreign authors There are such typical works related to researches into the educational manager force as: The book titled “Education – Basic issues of school management” by Savin N.V (1983); The authors Mary Louise Kearney (1994) with the book titled “Development of the cadre and lecturer forces at Universities for XXI Century”; Helen M.Gunter (2001) with the one title “Leaders and leadership in education”; The authors Kazi Hoque and Megat Ahmad Kamaluddin (2014) with the post titled “Human resource managers in education Their roles in school efficiency” Pertainng to researches into development of educational manager force, there are such works as the book tittled “Preparation for 21st century school leaders: international comparison among 15 nations’ development programs” by Huber and Stephan Gerhard (2002); the book titled“Build-up of leadership capacity to improve schools” by the author group of Alma Harris and Linda Lambert (2003); and the post “Core capacity of an effective educational manager” by Deb Dupree (2016) Research works by scientists in the world all assert that the educational manager force is the core human resource at schools with vital roles and impacts on teaching – learning outcomes at each training facility 1.1.1.2 Domestic research works In Vietnam, over the past time, the educational manager force and its development have been cared about and clarified both in terms of theories & practice in many different aspects by scientists, specifically with: The author De Nguyen Van (2008) with the post of “Management capacity – Hints for a model of managers”; The author groups with Hien Bui Minh, Hai Vu Ngoc, and Bao Dang Quoc (2009), the book titled “Education management”; Lam Dang Ba (2012) with the work “Development of teacher and educational manager forces”; Giao Tran Ngoc (2012), the theme “Development of State educational leader and manager forces at all levels”; The author Hien Nguyen Vu Bich (2015), “School educational managers’ capacity for evaluation on education to meet requirements for educational innovation”; The author groups with Tra Le Thi Thanh and Thuy Pham Thi Thanh (2018) with the post “Vietnamese educational managers’ roles in the context of the Industry 4.0”, etc., Development of educational management force at all different levels, scopes, and aspects has been presented in some doctoral theses by Hang Nguyen Thi Thu (2006) and Dung Vu Tuan (2015), etc., In addition, there are scientific posts by such authors as: Hai Vu Ngoc (2010); Hai Dang Xuan, Hang Do Thi Thu (2017), Hang Tran Thi Minh (2017); and Ngan Nguyen Thi Kim (2018), etc., The above mentioned scientific works all assert the vital role of educational managers, including school managers at all education levels and grades Simultaneously, they also clarify connotation of development & quality enhancement of the educational management force and propose some basic solutions to the development of the educational management force in general and that of each training facility in particular 1.1.2 Faculty-level management force development-related research direction at Universities 1.1.2.1 Research works by foreign authors There are such typical researchers into the as: Wolverton M & Walter H Gmelch (2002); Vicki J Rosser, Linda K Johnsrud & Ronald H Heck (2003); Quan Shoujie, Zang Lixia (2017); and Wang Jinghong (2020), etc., There are works oriented toward the development of the Faculty-level management force by Walter H Gmelch (2013); the author group of Walter H Gmelch & Jeffrey L Buller (2015); and George Justice (2019)… 1.1.2.2 Research works by domestic authors The field of researches into development of Faculty-level management force at Universities is rather narrow Some publicized theme related works are as follows: Giao Tran Ngoc (2014), Document on cultivation of Faculty managers at Universities and Colleges: The authors, Development of Faculty-level management force at Universities towards standardization; Tu Vu Thi Cam (2018), Development of Facultylevel mans at Universities based on autonomy and social responsibility; Thang Nguyen The (2020), Cultivation of management capacity for University Deans based on their competence; Trung La Thanh (2020), Competence-approached development of Dean/pedagogical University Dean In the armed force, development contents of Faculty-level management force at Universities have hardly been studied in any scientific works in a sufficient or holistic manner However, when mentioning the educational management force at Military and public security Universities in certain aspects and levels, some of the following works can be mentioned: The theme “Quality enhancement of education – training management at Military academies and Officer schools to meet new requirements” edited by the author Loc Vu Quang (2005); Ha Nguyen Thanh (2017) with the thesis “Development of the competence-approached training management force at Military Universities”; Chuc Can Van (2010) with the theme “Solutions to quality build-up and enhancement of teacher and educational management forces at People's Public Security Universities by the year 2015 and toward the year 2020”; Cuong Nguyen Manh (2010) with the theme “Development of educational management force at People's Public Security Universities by the year 2020 – Actual state and solutions” Hiep Nguyen Van (2019), Management of occupational competence-oriented & professional teaching activities at University of Fire Prevention In another approach, the thesis has mentioned roles of managers at all levels in the management aspect of occupational competence-oriented & professional teaching activities Accordingly, Faculty-level managers are the secondary management subjects with crucial roles in organization for performance and turning Rectors’ plans & decisions into reality In another word, Faculty-level managers directly affect structural components of the teaching activity, creates favorable conditions, and assure for the most optimal and effective collaboration & coordination between lecturers and learners, knowledge & skill acquisition of professional subjects of fire prevention, extinguishment & rescue in line with training goals However, in general, the contents pertaining to the Faculty-level managers have just been mentioned at a general level without into details in the thesis [51] So, there haven't been any specific research works directly related to the Faculty-level managers in the armed force in general and at People's Public Security Universities in particular 1.2 Generalization of publicized research outcomes from scientific works and put-forward issues which need further studying for settlement 1.2.1 Generalization of research outcomes from thesis theme-related publicized scientific works Firstly, many works by domestic and foreign authors all assert extremely crucial and decisive roles of the educational manager force in general and the Faculty-level one in particular to the quality & efficiency in Education & Training Secondly, many research works have been approached from multi-scientific directions, angles, and aspects and the educational management quality, standard, and norms of a good manager’s competence & virtues-related contents have been mentioned in such works Forecast of development tendency, management, and educational management force & requirements, policies, and experience for development in general Thirdly, upon theoretical application, educational management and development have been evaluated Many measures and solutions to help build and develop educational managers at training units & facilities in different localities have been proposed in several research works and themes Fourthly, at present, there haven't been many research works into Faculty-level manager force at domestic Universities, especially there haven't been any works which mention the Faculty-level manager force at People's Public Security Universities 1.2.2 Put-forward issues which need further addressing in the thesis Firstly, to research and inteprete theoretical issues on human resource and development of Faculty-level manager force at People's Public Security Universities in general, to build up the thesis’s central concepts, contents for development, influencers on the development of Faculty-level manager force at People's Public Security Universities, to analyze, and clarify the current context of educational innovation Secondly, to research and clarify specific traits in development of Faculty-level manager force at People's Public Security Universities as well as requirements put forward to the Faculty-level manager force at People's Public Security Universities Thirdly, to research the relationship between quantitative development and planning, utilization, training, cultivation for development & enhancement of Faculty-level manager force’s qualification at People's Public Security Universities in the current context of educational innovation Fourthly, to research to propose scientific and feasible measures as foundations for management subjects to relevantly apply to development of Faculty-level manager force at People's Public Security Universities to the national and current Public Security sector’s context of educational innovation 9 Conclusions in chapter The overview of domestic and foreign research works related to the Faculty-level manager force at People's Public Security Universities shows that the training, cultivation, and development work of educational managers in general has been mentioned in many different angles and scopes by several domestic and foreign scientists However, the development of Faculty-level manager force at People's Public Security Universities hasn’t been cared about for researches A theoretical and practical system for its full, holistic, and intensive development at People's Public Security Universities hasn’t been worked out yet Therefore, it is necessary to research for further clarification of theoretical & practical foundations & to propose measures for development of the Faculty-level manager force at People's Public Security Universities in the context of educational innovation Chapter THEORETICAL FOUNDATIONS FOR DEVELOPMENT OF FACULTY-LEVEL MANAGER FORCE AT PEOPLE’S PUBLIC SECURITY UNIVERSITIES IN CONTEXT OF EDUCATIONAL INNOVATION 2.1 Theoretical issues on the Faculty-level manager force at People's Public Security Universities in the context of educational innovation 2.1.1 Faculties and Faculty-level managers at Universities 2.1.1.1 Faculties at Universities A Faculty is the specialized unit directly under a University, in charge of managing and organizing all activities in line with functions and tasks regulated in the Education Law and Charter of Universities The Faculty is the intermediary management level to connect the Universities and subject teams (if any) & lecturer force 2.1.1.2 Faculty-level managers at Universities The Faculty-level managers are the Faculty’s management subjects in charge of effectively making decisions, organizing, guiding for performance of educational activities, training, scientific researches, and other assigned tasks to achieve goals and requirements upon the Faculty’s functions & missions 2.1.2 Faculties at People's Public Security Universities Upon People's Public Security Universities’ organization and payrolls, Faculties are organized and operate in line with regulations in the Law on Higher Education In addition, because of specific 10 traits, Minister of Public Security regulates functions, tasks, rights, and organization structure of Faculties at People’s Public Security Academies and Universities Academies & Universities Upon the organization structure, People's Public Security University consists of 01 Dean and fewer than 03 Deputy Deans & lecturers under management and guidance of University Director/Rector 2.1.3 Faculty-level managers and its manager force at People's Public Security Universities 2.1.3.1 Faculty-level managers at People's Public Security Universities Faculty-level managers at People's Public Security Universities are qualified police officers upon regulations and assigned in the Faculty’s Board of Leaders & in charge of managing, organizing performance of education, training tasks, scientific researches, and other tasks to fulfill the Faculty and University’s missions 2.1.3.2 Faculty-level manager force at People's Public Security Universities The Faculty-level manager force at People's Public Security Universities mean Deans and Deputy Deans in charge of managing and organizing for the performance of education, training, scientific researches, and other tasks, making contributions to fulfilling the Faculties and Universities’ goals & requirements for missions 2.1.4 Faculty-level managers’ features, positions, roles, functions, tasks, and right at People's Public Security Universities 2.1.4.1 Faculty-level managers’ features at People's Public Security Universities Firstly, Faculty-level managers at People's Public Security Universities are typical people for political virtues, morality, and lifestyle of People's Public Security Officers Secondly, Faculty-level managers at People's Public Security Universities have a love for their job and a high sense of discipline Thirdly, Faculty-level managers at People's Public Security Universities possess specialized competence of People's Public Security Officers Fourthly, Faculty-level managers at People's Public Security Universities are selected and utilized upon regulations of Ministry of Public Security They are diversified in terms of ages, ranks, titles, and training specialites 2.1.4.2 Faculty-level managers’ positions, roles, functions, tasks, and rights at People's Public Security Universities 11 Upon Universities’ functions, tasks, and organization structure: the position of Faculty-level managers at People's Public Security Universities is equivalent to that of middle managers who will get totally responsible for an academic professional unit in front of Board of Directos/Administrators in line with regulations of their Universities’ hierarchy Faculty-level managers are also public security cadres and officers with corresponding functions, rights, and obligations regulated in the Law of People's Public Security Faculty-level managers at People's Public Security Universities play roles as officers, Party members & People's Public Security Officers as well as teachers – scientists – education managers – social activists 2.1.5 Requirements for Faculty-level manager force at People's Public Security Universities in context of educational innovation 2.1.5.1 Context of educational innovation The educational innovation is made because of such issues as: globalization, fast scientific, technological, educational science, and human resource development; the implementaion of verification & evaluation on educational quality at Universities; and the Industry 4.0, etc., 2.1.5.2 Requirements for Faculty-level managers at People's Public Security Universities in context of educational innovation The Faculty-level manager force at People's Public Security Universities in the context of educational innovation must consist of those with highly intellectual and moral development They are not only qualified in terms of specialized levels but must meet requirements for such core moral virtues, occupational competence, and activities as: those for political virtues and occupational morality; requirements for the competence system (the one for education administration, specialized, scientific research and technology transfer competence) 2.2 Theoretical issues on development of Faculty-level manager force at People's Public Security Universities in context of educational innovation 2.2.1 Theory of development of educational human resources The development of educational manager human resource means the overall impacts which creates sustainable efficiency growth of each educational manager and general efficiency of the 12 manager force This is attached with increases in the force’s quantity and the quality of each educational manager The development of educational manager human resource in general and that of the University manager force in particular, including the one of Faculty-level manager force, is the part of human resource deve Contents of the Faculty-level manager force at Universities are approached based on viewpoints and contents of the human resource development theory Leonard Nadler’s human resource development model is selected for use in the thesis as the research foundation for the development of Faculty-level manager force at People's Public Security Universities in the context of educational innovation 2.2.2 Definition of development of Faculty-level manager force at People's Public Security Universities in context of educational innovation Development of Faculty-level manager force at People's Public Security Universities in the context of educational innovation means the overview of impacts with purposes and plans by management subjects at all levels upon enforcement of guidelines & policies to make changes sufficiently in quantity, relevant in structure, and high quality; virtues and competence of each individual & Faculty-level manager force are regularly accomplished to well meet educational & training requirements and tasks at People's Public Security Universities in new stages 2.2.3 Development contents of Faculty-level manager force at People's Public Security Universities in context of educational innovation 2.2.3.1 To build-up planning and plans for development of Faculty-level manager force at People's Public Security Universities 2.2.3.2 To allocate and utilize Faculty-level manager force at People's Public Security Universities 2.2.3.3 To organize for training and cultivation of Facultylevel manager force at People's Public Security Universities 2.2.3.4 To build-up and enforce mechanism and policies for Faculty-level manager force at People's Public Security Universities 2.2.3.5 To check and evaluate Faculty-level manager force at People's Public Security Universities 2.3 Influencers on development of Faculty-level manager force at People's Public Security Universities in context of educational innovation 13 2.3.1 Influences by Party and State’s guideline & policies for development of educational manager force 2.3.2 Influences by innovation in school’s system organization structure and construction of People's Public Security force in new stages 2.3.3 Influences by specific traits of specialized, professional activities, and development in the sector of People's Public Security force 2.3.4 Influences by Faculty-level managers’ positions & roles on development and assertion of Universities’ status and prestige 2.3.5 Faculty-level managers’ occupational motivation, virtues, and competence at People's Public Security Universities Conclusions in chapter Some theoretical issues on development of Faculty-level manager force like: build-up of basic definitions, clarification of goals, requirements, and activity subjects for development of Faculty-level manager force, significant contents of this activity as well as methods for force development have been researched in the thesis Simultaneously, influencers on development of Faculty-level manager force at People's Public Security Universities have been identified & analyzed They are crucial foundations to conduct surveys and rightly evaluate the actual state of the force’s development at People's Public Security Universities in chapter as well as propose relevant & highly feasible measures for development of Faculty-level manager force in chapter Chapter PRACTICAL FOUNDATION FOR DEVELOPMENT OF FACULTY-LEVEL MANAGERS AT PEOPLE’S PUBLIC SECURITY UNIVERSITIES 3.1 Overview on People's Public Security Universities 3.1.1 System of People's Public Security Universities The current system of undergraduate and postgraduate education training facilities in the field of People's Public Security consists of 04 Academies and 04 Universities (hereinafter called as People's Public Security Universities), including: People's Security Academy; People’s Police Academy; International Academy; People’s Police Academy of Politics; University of People’s Security; People’s Police University, University of Fire Prevention, and University of Technology – Logistics People's Public Security 3.1.2 Training scope and organization model at People's Public Security Universities 3.1.2.1 Training scope at People's Public Security Universities 14 3.1.2.2 System of industries, majors, and training programs at People's Public Security Universities 3.1.2.3 Lecturer and educational manager forces 3.2 Organization for actual state researches 3.2.1 Purposes and contents of actual state researches; 3.2.2 Survey objects, venues, and timeline; 3.2.3 Methods of actual state researches; 3.2.4 Tools and data processing of actual survey 3.3 Actual state of faculty manager force at People's Public Security Universities 3.3.1 The actual state of quantity and structure of Faculty-level manager force at People's Public Security Universities 3.3.1.1 The actual state of number of Faculty-level managers at People's Public Security Universities 3.3.1.2 The structure actual state of Faculty-level managers at People's Public Security Universities 3.3.2 The quality actual state of Faculty-level manager force at People's Public Security Universities 3.3.2.1 The actual state of Faculty-level manager force’s political virtues and morality at People's Public Security Universities 3.3.2.2 The actual state of training degrees of Faculty-level managers at People's Public Security Universities 3.3.2.3 The actual state of political argumentaion of Facultylevel managers at People's Public Security Universities 3.3.2.4 The actual state of professional levels and of Facultylevel managers at People's Public Security Universities 3.3.2.5 The actual state of foreign languages and informatics of Faculty-level managers at People's Public Security Universities 3.4 Development actual state of faculty manager force at People's Public Security Universities 3.4.1 The actual state of making plannings and plans to develop Faculty-level manager force at People's Public Security Universities The Faculty-level manager planning at People's Public Security Universities is always determined by authoritative leaders at levels as one of crucial activities to build up and develop this force to meet requirements of practice Upon general guidelines, instructions, and plans 15 by Ministry of Public Security, People's Public Security Universities will base on their training scopes, functions, tasks, programs, regulations on standards & processes to assign or dismiss teaching and management titles to review & evaluate actual state of the lecturer and manager forces, select people to put into the planning of leading & commanding positions & titles at different levels, including the Faculty-level manager position upon such contents as: quantity, qualification, structure, political, moral virtues, teaching, and management competence However, over the past time, the evaluation on actual state of the lecturer and manager force in general & the Faculty-level manager force in particular at People's Public Security Universities hasn’t been regularly or fully made in different aspects 3.4.2 The actual state of selection, allocation, and utilization of Faculty-level manager force at People's Public Security Universities According to regulations on standards of assigning Faculty-level managers at People's Public Security Universities, candidates will be selected from each University’s planning source approved by authorities to get opinions from Party Committee; confidence votes will be organized at faculties and their outcomes will be reported to seniors for approval For Dean title, authority in organization and officers shall be put directly under control of the Ministry, including planning, assignment, re-assignment, dismissal, position stop, allocation, transfer, rotation, punishment in form of demotion, dismiss, and higher levels The decision-making authority for the title of Deputy Dean belongs to Director/University Rector 3.4.3 The organization actual state of training and cultivation Faculty-level manager force at People's Public Security Universities The track on training & cultivation outcomes of Faculty-level manager force from the year 2016 until 2020 may show the number of Faculty-level managers who participate in annual training classes & programs sometimes increases but sometimes decreases This means the training and cultivation work for Faculty-level managers at People's Public Security Universities hasn’t been regularly planned but it has been done mainly originating from personal needs 3.4.4 The actual state of building up working environment and remuneration policies for Faculty-level manager force at People's Public Security Universities At People's Public Security Universities, the working environment among Faculties, functional rooms or different divisions shows the solidarity, friendliness, spirit of comradeship, healthy behavior culture, and proper & sincere relations among co-workers, lecturers, and students This may be considered as the specific trait in the Education & Training field in the armed forces 16 3.4.5 The actual State of checks and evaluation on development of Faculty-level manager force at People's Public Security Universities The check and evaluation on Faculty-level managers at People's Public Security Universities are periodically performed at the end of each school term and year The survey outcomes show that the work of periodical checks and evaluation is ranked at a rather high rating at 80.32% of rather good and good out of the surveyed opinions There aren't any opinions evaluating at the poor performance This is also the surveyed content evaluated as the best performance (the average score of 3.1) for the check & evaluation work on the Faculty-level manager force at People's Public Security Universities 3.5 Influential actual state of faculty manager force at People's Public Security Universities 3.6 Overall evaluation and causes of the actual 3.6.1 Overall evaluation on actual state of development of Faculty-level manager force at People's Public Security Universities * Advantages Firstly, Party Committee and Board of Directors/Rectors at People's Public Security Universities have got interested in, closely led, and guided for the development of Faculty-level man force with proper policies, contents, and measures Secondly, People's Public Security Universities have realized the source planning as the foundation to select candidates who can meet standards to be assigned as Faculty-level managers Thirdly, training and cultivation activities for the Faculty-level manager force at People's Public Security Universities have been paid with more care to meet standards upon regulations and enhance the force’s quality Fourthly, many People's Public Security Universities have attached special importance to building up organization culture, creating a healthy pedagogical environment with a democratic and unified atmosphere in their collectives besides gradually supplementing and accomplishing material infrastructure to serve for teaching and studying * Disadvantages Firstly, there have existed some problems in terms of the number, level, structure of Faculty-level manager force at People's Public Security Universities Some Universities haven’t been able to 17 assure for the number of Faculty-level managers upon the regulations as they have lacked leading and top-field factors while their foreign language, informatic, especially their levels of education managemen have remained limited Secondly, the planning and plan-making work to develop the Faculty-level manager force hasn’t been proactively performed or strategic yet without any specific or detailed itinerary for each Faculty or University Thirdly, the work of selection, assignment, and utilization of Faculty-level managers hasn’t really been democratic or highly effective It is sometimes subjective by Universities’ leaders Fourthly, the training and cultivation work for the Facultylevel manager force at People's Public Security Universities has remained formalistic but it hasn’t really focused on the competence development of the Faculty-level manager force, especially the management and operation competence Fifthly, The inspection and evaluation of faculty-level management staff is carried out in a formal way, not effective, heavy on qualitative, light on quantitative Sixthly, The working mechanism and remuneration policy for faculty-level administrative staff at the People's Police universities have not been perfected, and there are still many shortcomings 3.6.2 Causes of development actual state of Faculty-level manager force at People's Public Security Universities 3.6.2.1 Reasons of the advantages Firstly, the work of quality development and enhancement of the Faculty-level manager force has been cared about by the Party, State, leaders at Ministry of Public Security, and most People's Public Security Universities so favorable conditions have been created Secondly, all levels of committees and unit leaders have well performed the education work on importance and necessity to develop the Faculty-level manager force at People's Public Security Universities Thirdly, the majority of the Faculty-level manager force has got properly aware of highest faculty managers’ roles, functions, tasks, and expressions as well as the importance of development of the Facultylevel manager force for their Universities’ development goals 3.6.2.2 Causes of the disadvantages Firstly, the performance of development of the Faculty-level manager force at People's Public Security Universities hasn’t been 18 properly cared about so it lacks sustainability All of its aspects haven’t been synchronously focused on The deployment and implementation process has lacked relevant solutions and incompromising direction Secondly, some parts of Faculty-level managers haven’t clearly or properly got aware of their own positions, roles or responsibility At times, their thoughts are scattered or they are slow at innovating their management thinking Thirdly, some Universities haven’t really attached importance to filtering, creating training sources, offering pre-planning & onplanning cultivation for the Faculty-level managers Fourthly, the build-up of plans and organization of long-term training for Faculty-level managers at some Universities has remained passive or hasn’t taken full use of chances Conditions to assure for the training & cultivation activities for the force development have remained limited One part of the Faculty-level managers has remained much sluggish, hesitated to learn or unaware of practice for their level enhancement Fifthly, regulatory documents related to the Faculty-level manager force at People's Public Security Universities have been slowly promulgated or adjusted or supplemented to get relevant to practical requirements Sixthly, expenses invested in the build up and development of the Faculty-level manager force haven’t got proportionate to the putforward contents & requirements Seventhly, remuneration policies and mechanism for the Faculty-level manager force haven’t been attractive but having caused many problems and inflexibility Conclusions in chapter People's Public Security Universities have deployed many measures to develop their Faculty-level manager force However, these activities haven't really got much effective Besides the advantages, there have been many disadvantages and problems Thus, it is necessary to work out helpful measures to develop this force at People's Public Security Universities to achieve the set goals, making contributions to enhancing the education & training quality in the context of educational innovation Chapter 19 MEASURES AND THEIR TESTING FOR DEVELOPMENT OF FACULTY-LEVEL MANAGER FORCE AT PEOPLE’S PUBLIC SECURITY UNIVERSITIES IN CONTEXT OF EDUCATIONAL INNOVATION 4.1 Requirements for development of Faculty-level manager force at People's Public Security Universities in context of educational innovation 4.1.1 Development of Faculty-level manager force at People's Public Security Universities must meet requirements for educational innovation; 4.1.2 Development of Faculty-level manager force must meet requirements for building up People's Public Security Officers in new stages; 4.1.3 Development of Faculty-level manager force at People's Public Security Universities must meet requirements for enhancing training quality, cultivating human resources in the People's Public Security force; 4.1.4 Development of Faculty-level manager force at People's Public Security Universities must meet requirements for innovation, rearrangement of organizational structure at People's Public Security Universities 4.2 Measures for development of Facultylevel manager force at People's Public Security Universities in context of educational innovation 4.2.1 To organize for education, enhance awareness and responsibility of concerned forces to development of Facultylevel manager force at People's Public Security Universities; 4.2.2 To build up development planning and plans of the Faculty-level manager force at People's Public Security Universities in relevance to innovation in organizational structure at People's Public Security Universities; 20 4.2.3 To assign and utilize Faculty-level managers at People's Public Security Universities upon their specialized competence and levels; 4.2.4 To organize for training and cultivating Faculty-level managers toward the direction of competence development combine with self-training & self-cultivation; 4.2.5 To guide to accomplish mechanism & policies, build a favorable environment, and create motivation for development of Faculty-level manager force at People's Public Security Universities; 4.2.6 Organization for controls, evaluation, experience drawal from development of Facultylevel manager force at People's Public Security Universities Relationship among measures Each measure plays its own roles but the measures still affect, support, control one another, and are one another’s conditions to boost up the build-up and development process of Faculty-level manager force at People's Public Security Universities When organizing for the implementation, management subjects need to deploy and conduct it synchronously & consistently to gain high efficiency However, based on practical situations in each development stage of Universities, each measure shall possibly be realized for relevance and gain the highest efficiency 4.3 Testing necessity and feasibility of measures 4.3.1 Generalization on testing * Testing purposes To evaluate the necessity and feasibility of each put-forward measure, thence, managers will be able to find out effective measures in developing Faculty-level manager force at People's Public Security Universities in the context of educational innovation * Testing subjects To collect opinions from experienced experts, managers, and lecturers (the total number of 50 people) * Testing methods To build-up a poll based on the two criteria: Necessity and feasibility of the management measures; and evaluate the criteria upon levels: 21 - Necessity: Very necessary: scores; Necessary: scores; and Little necessary: score - Feasibility: Very feasibility: scores; Feasible: scores; and little feasible: score 4.3.2 Analysis of testing outcomes Most of managers and lecturers suppose that the measures proposed in the thesis are necessary and feasible In terms of the necessity, the general average score is at 2.83, ranked in order of priority of measures from high to low as follows: 1, 3, 2, 6, 5, and while in terms of the feasibility, that is at 2.81, ranked in order of priority of measures from high to low as: 1, 2, 3, 4, 6, The correlation between the necessity and feasibility of the measures Table 4.4 The correlation between the necessity and feasibility of the measures Necessity Feasibility No Measures Scores Hierarchy Scores Hierarchy Measure 2.94 2.92 Measure 2.86 2.86 Measure 2.92 2.82 Measure 2.70 2.78 Measure 2.74 2.74 6 Measure 2.82 2.76 To further clarify the hierarchical correlation between the necessity and feasibility of the measures, Spearman formula shall be used for considerations: In this formula: 6∑ D R = 1− R means the correlation coefficient n(n − 1) n means the number of proposed measures D means the different coefficient between hierarchy of necessity and feasibility When inserting figures in the above formula, we will have: R = - 0.23 = 0.77 Based on the above outcomes, it can be concluded that the necessity and feasibility of the measures are positively and closely correlated, which means the measures are both so necessary and feasible The proposed measures, if being applied to practice, will 22 make practical contributions to dev of Faculty-level man force at pps unis in the context of educ innovation 4.4 Testing 4.4.1 Generalization on testing * Testing purposes: In order to verify the efficiency and feasibility of the proposed measure “To organize for Faculty-level managers’ training and cultivation at People's Public Security Universities toward the direction of competence development” * Testing assumption * Testing contents: To focus on testing the management content related to organization to cultivate Faculty-level managers at People's Public Security Universities toward the direction of competence development * Testing objects: The selected testing objects are representative to People's Public Security Universities, specifically with the Universities: Fire Prevention University and People's Public Security Academy: Including 90 Faculty-level managers divided into groups: test group and control group, each consisting of 45 people * Testing methods: To evaluate the testing outcomes by Quiz sheets used as a tool to evaluate some leadership & management knowledge and skills before and after participating in the cultivation Before the tests, the input knowledge and skills of the groups will be measured Conducting tests: To invite experts to cultivate and enhance management & leadership competence for the faculty manager force of the test group while the control one shall not be cultivated Sau thử nghiệm, tiến hành đo đầu kiến thức, kỹ nhóm * Testing timeline: From September 2020 to December 2020 * Testing evaluation norms and scale: The testing outcomes will be evaluated based on the two criteria: management & leadership knowledge and skills of the Faculty-level manager force at People's Public Security Universities 4.4.2 Testing deployment and outcomes * Analysis and evaluation on input outcomes There is a gap but not a big one between the original levels of cognition and skill in the test and control groups The general average score in the test group is at 3.3 while that in the control one is at 3.1, only 0.2 different * Analysis of testing outcomes 23 Quantitative testing outcomes Table 4.9 The different level in groups’ cognition and skill before and after the tests Difference levels Rather Group Good Neutral Poor - Bad good block Proportion, Proportion, Proportion, Proportion, % % % % Testing + 23.7 + 24.9 - 21.7 -17.4 (45) Control + 15.1 + 4.2 -6.1 - 13.2 (45) The testing outcomes show the rather wide gap between the Rather Good and Good proportions before and after the tests: Those proportions remarkably increase while those of Bad – Poor remarkably decrease Qualitative testing outcomes After participating in test classes, management activities by the Faculty-level management force have initially been systematically, scientifically organized, and brought about practical efficiency in advising faculty leaders, Board of Administrators/Board of Directors at People's Public Security Universities for the development of the educational career in whole Universities * Conclusions after tests and experiments Based on the gained outcomes, the conclusion can be drawn: The management measure: “To organize for training and cultivation combined with self-training & self-cultivation by Faculty-level managers toward the direction of competence development” is very relevant to the development of the Faculty-level manager force in the context of educational innovation and makes great contributions to enhancing the force’s competence Conclusions in chapter The thesis has identified 04 requirements and proposed 06 measures to develop the Faculty-level manager force at People's Public Security Universities in the context of educational innovation Each measure possesses its own purposes, contents, and different implementation ways & conditions but all the measures are closely interrelated, support one another, and make crucial contributions to enhancing the efficiency of developing the Faculty-level manager 24 force at People's Public Security Universities in the current context of educational innovation The tests of necessity & feasibilty of the measures and tesing the one called “To organize training and cultivation combined with self-training & self-cultivation by the Faculty-level managers toward the direction of competence development” show the measures proposed in the thesis are much necessary, feasible, and practical CONCLUSIONS AND PROPOSALS Conclusions Firstly, the thesis has asserted the development of the educational manager force in general and that of the Faculty-level managers in particular at People's Public Security Universities sufficiently in quantities and relevantly in structure with high quality are the focal and prerequisite task in the Education & Training work to build up a regular, elite, and gradually modernized revolutionary People's Public Security force to well meet requirements for task in each stage Secondly, the thesis has reckoned up its related overall research situation, identified issues that need further researching for settlement Simultaneously, the thesis has also supplemented and clarified theoretical & development foundations for the Faculty-level manager force at People's Public Security Universities in the context of educational innovation Thirdly, the thesis has surveyed and evaluated the development actual state of faculty manager force at People's Public Security Universities, clarified influencers on its development, and pointed reasons of the advantages & causes of the disadvantages Fourthly, the thesis has propsed 06 measures to develop the Faculty-level manager force at People's Public Security Universities in the context of educational innovation Fifthly, the testing and experimental outcomes have asserted that the necessity and feasibility of the proposed measures can be completely applied in practice at People's Public Security Universities to enhance the effectiveness of the development of the Faculty-level manager force in the current context of educational innovation Proposals 2.1 To Ministry of Public Security; 2.2 To People's Public Security Universities  ... University consists of 01 Dean and fewer than 03 Deputy Deans & lecturers under management and guidance of University Director/Rector 2.1.3 Faculty-level managers and its manager force at People's... Faculty-level manager force at People's Public Security Universities mean Deans and Deputy Deans in charge of managing and organizing for the performance of education, training, scientific researches, and... by Hang Nguyen Thi Thu (2006) and Dung Vu Tuan (2015), etc., In addition, there are scientific posts by such authors as: Hai Vu Ngoc (2010); Hai Dang Xuan, Hang Do Thi Thu (2017), Hang Tran Thi