Abstract
M.Phil.
This study explores how succession planning contributes to professional leadership and stability in South African public schools. Relevant academic literature on succession planning highlighted the importance of grooming individuals to be able to take leadership positions as they occur at schools. Lack of career growth demoralises and frustrates teachers.
A qualitative data collection and data analysis process was applied in this study. Semi-structured, face-to-face interviews were conducted with 11 participants covering the school hierarchy, namely Post Level 1 teachers, heads of department, deputy principals, principals, members of school governing bodies and a district labour relations officer. Data was analysed using the ATLAS.ti software, which generated the main categories, themes and codes.
The views and experiences of the 11 participants in this study, supported by the relevant academic literature, indicated that succession planning is a cornerstone of leadership stability in South African public schools. The results of this research show that public schools in South Africa lack succession planning policies, programmes and strategies in place to prepare teachers for future leadership positions as and when they occur.
The Department of Basic Education (DBE) has no policies in place for retention of “high potential” educators. Another worthwhile finding of this study was that school stakeholders face a challenge in properly implementing succession planning. The study also shows that stakeholders in education, namely school management teams (SMTs), school governing bodies (SGBs), the district and unions are failing to play a meaningful role in succession planning. Unions and SGBs were singled out as interfering with the proper selection of promotion candidates. The study found that the lack of career growth opportunities has an adverse effect on the wellbeing of educators, which in turn affects their performance levels. The main cause of discontent among educators involved remuneration. Teachers are dissatisfied with their remuneration and some go as far as...