แนวทางการบริหารงานบุคคลในพื้นที่นวัตกรรมการศึกษาจังหวัดเชียงใหม่

Abstract

The objectives of this research are 1) Synthesize laws related to personnel administration in Chiang Mai education sandbox, 2) Study the conditions and problems of personnel administration in education sandbox, and 3) Develop and verify guidelines for personnel administration in Chiang Mai education sandbox. The informants included the educational innovation area steering committee, educational administrators, educational supervisors, and pilot school administrators. The synthesis results were verified using a law synthesis form related to personnel administration in education sandbox, with a five-level quality assessment, consisting of 238 items. Qualitative data were collected through interviews with five experts with knowledge, expertise, and experience in personnel administration in education sandbox, selected purposively using an interview form on conditions and problems of personnel administration in education sandbox. Additionally, the draft guidelines for personnel administration in Chiang Mai education sandbox were reviewed by five experts, also selected purposively, using a draft guideline verification form for personnel administration in Chiang Mai education sandbox, covering two aspects: appropriateness and feasibility. The research results showed that 1) Synthesis of Laws Related to personnel administration in education sandbox. The overall synthesis results are highly accurate. The synthesis of laws related to personnel administration, selection, and transfer is the most accurate. The synthesis of laws related to appointment, salary increment, and professional evaluation is also highly accurate. 2) Conditions and Problems of personnel administration in education sandbox. Selection: Pilot schools still adhere to the criteria set by the Teachers' Council of Thailand, leading to a mismatch between the allocation of teachers and actual needs. The staffing framework does not align with the missions of the education sandbox. Appointment: Support is provided to student teachers under the "Teachers for the Local Community" scholarship program. However, the lengthy appointment process results in a shortage of key personnel. Transfer: The transfer of administrators in pilot schools is smoother. However, there are still frequent requests for transfers from administrators and teachers. Salary Increment: The percentage-based salary increment system is inconsistent with the missions of the education sandbox, causing disparities between pilot schools in urban and remote areas. Professional Evaluation: The criteria and methods for professional evaluation are not conducive to the education sand box, leading to a lack of motivation among teachers to pursue or advance their professional status. 3) The guidelines for Personnel Administration in Chiang Mai Education Sandbox consisted of six components: (1) Process, (2) Educational innovation area policy committee, (3) Steering committee, (4) Parent organization, (5) Pilot schools, and (6) Success conditions. The overall verification of the guidelines indicated a high level of appropriateness and feasibility.