Development of competent, effective administrators should not be left to chance and individual initiative where the organization and public require a high level of performance. A training program to develop managerial skill and competence prior to selection and promotion needs to be systematically integrated with everyday organizational operations learning is to be fully effective. In the Queensland Department of Education this requires a broader training base for administrators and a reorientation of role priorities at all managerial levels. This requires on-the-job training and a more extensive range of opportunities for obtaining work experience. As such, there are implications for the methods adopted in the process of selection and promotion of these managers.
An analysis of current practices and proposed directions for the training and selection of administrators in Queensland secondary schools provides a base on which comparisons can be made with findings in the literature. The difficulty arises in defining what it is that administrators should be doing. There is no clear cut description of the necessary traits, skills and functions which the individual must either possess or demonstrate to be successful in a particular situation. Therefore, it is equally as difficult to prescribe a fixed training scheme. Given that on-the-job training is the most effective way of learning then the challenge to the organization lies in providing variety in the methods of training and education. How best to provide on-the-job training before individuals actually assume a particular position creates something of a dilemma for the organization.
Not only are there implications for the way in which training is integrated into the manpower planning process but also for the way in which selections are conducted, particularly for specific situations. Consequently the existing lines of promotion may well need to be reviewed along with the way in which existing school administrators fulfil their role.