The opinions of the employees of the provincial organization regarding the award system of the Ministry of National Education

Rewarding has a critical importance in terms of employee motivation, productivity and success in educational organizations as well as in other organizations. The MONE award system consists of a three-stage process: certificate of achievement, certificate of outstanding achievement and award (salary award). With this research, it is aimed to reveal the opinions of teachers, school principals, branch managers and district national education directors from the employees of the Ministry of National Education provincial organization about the current reward system. The research was conducted using the basic qualitative research design technique, one of the qualitative research patterns. A total of 20 participants, including six teachers, six school principals, five branch managers and three district national education directors, who are working in Ordu Province in the 2024-2025 academic year, made up the working group. The data were collected using semi-structured interview technique through the interview form prepared by the researcher. The educators participating in the research were determined in accordance with the maximum diversity sampling method from the purposeful sampling methods and the data were analyzed by content analysis technique. Determined that the MONE rewarding system positively affects the motivation of employees, there are differences of opinion between managers and teachers about the fairness of evaluations, and there should be additional point return in various cases, provided that the documents received were received deservedly. Paying Decrees is not suitable for the purpose of teachers while the current award system is found suitable for the purpose by administrators, the staff thinks that the certificate of achievement is not given according to objective criteria, it is more appropriate to increase the influence of the school or district administration in issuing a certificate of achievement, there are different practices between different provinces and districts in the certificate of achievement and the award, and this should be standardized, the award should be given to those who deserve it without being subject to any quota, and the amount paid should be made appropriate for today's conditions, it has been concluded that evaluation and scoring should be carried out through objective, transparent and expert commissions, that awards can be diversified, that material awards should be given in addition to spiritual awards, and that it should be prevented from being given to the same people. As a result, solution suggestions were made for making the reward system suitable for its purpose and for the MONE personnel, and for the negativities encountered regarding the objective, fair and transparent conduct of the process.