Perceptions of vocational education managers' management and leadership competencies

Data from a sample of 103 individuals involved in vocational education and training (VET) was obtained using the Managerial and Leadership Competency Questionnaire (MLCQ). These data represent the self-ratings of study participants as to their current and needed levels of 116 managerial and leadership competencies. The results presented in this paper provide normative data on the current and needed level of these competencies in THE sample. In addition, a "gap score" was computed for all respondents which indicated the difference between their current level of each competency and the level of that competency which they felt was needed in their current job position. Comparisons of the current, needed, and gap score data were made between male and female respondents and between managerial and "co-ordinator" job categories. There was no difference, generally, between male and female managers in their rated current level of the competencies. However, significant differences existed between the males and females in their ratings of needed competencies. Females indicated a significantly higher "needed" level across almost all competencies compared to their male counterparts. In addition, there were significant differences in the gap data (current minus needed level) between the genders on some of the rated competencies. With only a few exceptions, respondents in managerial and co-ordinator jobs were not significantly different from one another in their rated current or needed levels of the competencies measured nor in their gap scores. I Hierarchical cluster analyses (using five and three cluster solutions) were conducted using gap scores on 14 competency scales to determine whether distinctive "cohorts" of individuals could be identified who have similar patterns of competency gaps. This paper is restricted to a discussion of the three cluster solution because it proved to be the most appropriate.. It seems that the use of MLCQ data to cluster individuals into potential "competency training cohorts" may have utility for enhancing the competency levels of vocational education managers within the constraints of limited training resources.