Career management in Ministry of National Education

in SUMMARY In this study, applications of career management in the Central Organization of the Ministry of National Education has been examined and explained with an analytical approach. The universe of the study, which was implemented in September and October months of 2003 as based on survey model, consists of 379 Branch Directors and 68 Department Presidents assigned in the Central Organization of the Ministry of National Education. Instrument of data collecting was applied to the whole universe. 354 of the managers responded the data collecting instruments fully and accurately. The statistical analyses were performed on this group that consisted 79% of the universe with the assumption that the said group was capable of representing the whole universe. With the purpose of determining the opinions of the managers concerning the individual career management, their perceptions about organizational career management, and their opinions about level of implementation, "Individual and Organizational Career Management" scale that was developed by the researcher was used. The scale is based on grading to five levels of Likert type. In the instrument of data collecting, within the scope of individual career management, there are a total of 18 items in the sub-dimensions of individual career planning, individual career developing, and motivation for a career. Within the scope of organizational career management, there are a total of 27 items in the sub-dimensions of organizational career management process, organizational career planning, and organizational career developing. These items have been used in both groups as level of perception of career management and as level of implementation. Finding of the study are summarized as follows: 1. Managers have the opinion that they had evaluated the issues of attitude, motivation, skills, and internal barriers.IV 2. Managers have the opinion that they had evaluated and determined their of aims without getting any organizational support or assist. 3. Perceptions of the managers concerning the organizational career management process, organizational career planning, and organizational career developing are of high level. 4. When the managers involved in the study, it was seen that the opinions of the department presidents and branch directors concerning the perception of organizational career planning were not similar. Department presidents have more positive opinions in the regard when compared to branch directors. 5. The managers involved in the study have the opinion that a career management system is not being implemented in the Central Organization of the National Ministry of Education.