Conclusion: Understanding the Reasons for the Differences in Importance, Quantity, and Quality of SCS Training

Abstract

While our study reinforces the importance of carefully planned SCS training, it is essential to remember that training is only one major factor among several that create a high-performing SCS. Training is built on basic and advanced education, as well as well-rounded experience. Training for the SCS is itself based on preparation earlier in the hierarchical careers of administrators, including candidacy training which can occur just before entry to the SCS. Some countries in the study do not have particularly robust SCS training programs, but their SCS is still relatively high-performing because of high levels of education and career experience, giving relatively high homage to civil servants and making recruitment of the best candidates somewhat easier. Yet all societies should seek the best SCS training systems possible, because, ceteris paribus, it will tend to create greater dynamism, coherence, responsiveness, and innovation when top quality training systems are in place, prodding administrators to go from good to great (Collins 2001). And when such training is lacking and conditions are less than ideal, it creates a system that cannot correct past weaknesses of SCS leadership, which may be extensive, nor can it provide the guidance necessary to motivate the efficiency, effectiveness, and collaboration that is so much desired today. Indeed, in some of our case studies, better SCS training seemed the best factor to focus on in order to assist leadership to achieve more and improve its performance substantially.