Leadership Competencies and Performance of Managers in Selected Universities in Region II: Basis for Development Plan

Enhancing leadership competencies is crucial for non-academic employees to get promoted to an extant position. This study determined the leadership competencies of managers in a university as a basis for a development plan. More so, it used descriptive and correlational research methods and utilized weighted mean, independent t-test, one-way ANOVA, Pearson product-moment correlation, and Friedman test for data analysis. The embedded design in the mixed method technique was used for data collection of the five-leadership competency cluster on People, Team, Execution, Education (foundation), and Technical among the 123 respondents from three universities. Descriptive and correlational research method was utilized. Weighted mean, Independent t-test, one-way ANOVA, Pearson Product Moment Correlation, and Friedman test were used for data analysis. Key findings showed that females subjugated the non-academic discipline were mostly mid-’50s, married, finished a higher degree, and enjoyed a career for about 16-20 years. The most developed leadership competency was the technical cluster. SUCs managers were rated as more competent than private managers. On the assessment made by managers regarding the level of leadership competency based on demographic profile, the result showed that sex, age, civil status, educational attainment, and years in service had no significant effect. The correlation between performance rating and level of competencies has no significance. Using the assessed leadership competencies, a development plan for employees in the non-teaching position was crafted. Keywords: leadership competency, non-academic employees, development plan, performance rating