Clerical Turnover in the K-12 Campus Office

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dc.contributor.advisorThompson, David P.
dc.contributor.authorRobert, Catherine E.
dc.contributor.committeeMemberOkilwa, Nathern S.A.
dc.contributor.committeeMemberSchutz, Paul A.
dc.contributor.committeeMemberGiles, Mark S.
dc.date.accessioned2024-02-12T19:51:09Z
dc.date.available2024-02-12T19:51:09Z
dc.date.issued2017
dc.descriptionThis item is available only to currently enrolled UTSA students, faculty or staff. To download, navigate to Log In in the top right-hand corner of this screen, then select Log in with my UTSA ID.
dc.description.abstractClerical staff in the campus office (i.e., secretaries, attendance clerks, registrars) perform critical functions essential to the operation of schools, yet do not receive research attention regarding their contributions. The purpose of this study is to determine and describe turnover rates of K-12 campus clerical employees in order to establish base information in the field. Eight years of employment data within a large suburban school district in Texas are examined to determine both the number of clerks moving to different positions and the number of clerks leaving campus clerical employment; these figures combined represent annual turnover. Turnover rates are then examined based on similar contexts in which teacher turnover is reported: by campus poverty status, by campus level, and by position type. Reasons for turnover are reviewed in addition to the cost of clerical turnover per year. Campus clerical employees turnover at an average rate of 22% per year. Findings indicate there is no difference between clerical turnover within high and low poverty campuses, and only minimal differences between campus levels. The type of position, however, is a significant factor in clerical turnover. The highest levels of clerks, assistants to the principals, registrars, and bookkeepers have lower turnover than other positions. Clerical employees most often move and leave from their positions in order to secure a higher paying position. Costs of turnover, both tangible and intangible, suggest there is value in providing employee training and development opportunities for career growth of clerical staff.
dc.description.departmentEducational Leadership and Policy Studies
dc.format.extent150 pages
dc.format.mimetypeapplication/pdf
dc.identifier.isbn9781369775846
dc.identifier.urihttps://hdl.handle.net/20.500.12588/5112
dc.languageen
dc.subjectAttendance clerk
dc.subjectCampus office
dc.subjectClerical staff
dc.subjectEmployee retention
dc.subjectSecretary
dc.subjectTurnover
dc.subject.classificationEducational administration
dc.subject.classificationEducation policy
dc.subject.classificationOrganization theory
dc.titleClerical Turnover in the K-12 Campus Office
dc.typeThesis
dc.type.dcmiText
dcterms.accessRightspq_closed
thesis.degree.departmentEducational Leadership and Policy Studies
thesis.degree.grantorUniversity of Texas at San Antonio
thesis.degree.levelDoctoral
thesis.degree.nameDoctor of Education

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