| Abstract [eng] |
The Master Thesis reviews the importance of the competencies of educational institution managers in terms of undergoing changes. The goal of the study is to analyze the development of the system for assessing the competencies of educational institution managers in Lithuania and to get an insight into how this system could be improved. The requirements for the managers of educational institutions and possibilities of further career in Europe are also analyzed. Research methods: analysis of theoretic literature to systemize and sum up the changes in the requirements for school principals in Lithuania as presented in the scientific literature during the past years, to determine the relevancy of implementation of the education reform and to review the possibilities for improving the assessment system as indicated by the scientists at this stage of the education reform. The analysis of the documents revealed that the changes implemented from 2001 to 2018 encompassed changes in competencies and their assessment, qualification requirements for applicants and job placement competitions. The applicants had to undergo an independent evaluation at the National Agency for School Evaluation, the test held by the holders of the job placement competitions was replaced by a competency check, the competition stages and procedures were cleared up, tenures were introduced and managers were put on reserve, if needed. A qualitative research was carried out to determine the attitude of the managers of educational institutions towards the current assessment of competencies. The goal of the research was to determine the approach of the managers of educational institutions towards the competency assessment system in Lithuania and their insights into its improvement possibilities. The results of the qualitative research revealed that the managers of educational institutions tended to approve of the current competency assessment model and claimed it to be objective, comprehensive, universal, capable of assessing the general and leadership competencies in various methods and giving beneficial feedback. The following positive human resource management aspects were noted: conclusion of fixed-term agreements would leave only the true leaders; the changes in the manager assessment and its procedure would encourage the introduction of new ways. However, the constant changes to the assessment system failed to give a sense of stability, encouraged negative attitudes towards managers, showed a lack of financial incentives and decreased the appeal of the position of a manager due to its high requirements. The managers lacked proper training which would ensure their successful work after winning the competition for the position of the manager of an educational institution. |
