The evaluation of rotation applications: A case study in Eskişehir

This study aims to reveal how principals' rotation affects the school principals' and teachers' motivation and school culture and owing to the fact that it is a new application in Turkey, it is aimed to define the troubles in application, the principals' and teachers' general opinions about this application and their suggestions concerning improvement of the application. Designed as a phenomenology model, the study has employed individual interview and focus group discussion techniques based on qualitative research method. As a sampling technique, convenience sampling which is one of the purposive sampling methods is used. The study was conducted in the spring term of 2011-2012 academic year with the participation of 11 school principals who serve in 11 public primary and secondary schools in Eskişehir and 42 teachers who serve in 9 of these schools. Study data was analyzed via content analysis based on phenomenology method and findings were described and interpreted considering the subgoals of the study. The results of the study which were obtained based on the findings were organized in such a way to answer the subgoals, and suggestions for the future studies and for the applicators were developed. Almost all of the school principals said that they look positively to the rotation, they don't object this application, only 2 principals stated that rotation is an application which is against the sense of belonging. Generally, principals conveyed negative opinions concerning the criterias in rotation. According to the principals who made suggestion in terms of effectiveness and productiveness, rotation should be a principal application, point scoring in rotation should be on the basis of last 5 years, the point scoring criterias should be more proportional, the criterias which can measure performance should be in the point scoring, discretionary power should be in the appointment, the appointment to the city centre should be easier, merit and career should be taken into consideration, rotation should be applied as interzonal appointment which will be organized in the city, the appointment should be based on performance. 3 of the principals approve 5 year as rotation length, 5 principals suggest that rotation length should be 8 years. There are also other suggestions like rotation length should be at least 6 years, at least 10 years, 7-8 years, 7 years and 8-9 years. For the rotation to become more effective in terms of principal motivation, according to the principals, rotation should be perpetual, it should be applied based on willingness and the appointment should be based on performance. For the rotation to become more effective in terms of school culture, according to the principals, rotation should be applied in decennially, should be applied by taking teachers' opinions and should be applied to all of the personnel at school, principal designation criterias should be changed, the appointment should be suitable to the branch and should be between equal schools, for the principal to become a professional principal and a leader should be provided. According to the teachers who made suggestion in terms of effectiveness and productiveness, in the point scoring in rotation alternative criterias should be taken into consideration, principal designation criterias should be changed, principals should receive training, prinpical should be subjected to rotation with the management team, opinion should be taken about 'whether to apply rotation or not', the appointment should be based on school type and its environment, the appointment should be in the summer term and according to the performance. 16 teachers approve 5 year as rotation length, 8 teachers said it should be 10 years and 9 teachers said rotation length should be flexible. There are also other suggestions like rotation length should be 8 years, 8-10 years, 7 years, 5-10 years, 4-5 years, 4 years, 6-7 years, 5-7 years. For the rotation to become more effective in terms of teacher motivation, according to the teachers, principals shouldn't be a member of syndicates and for the principal to become a professional principal should be provided. For the rotation to become more effective in terms of school culture, according to the teachers, the appointment should be based on school type and its culture, principals' performance concerning school culture should be defined and education and support should be given to the principals. Keywords: Rotation, motivation, school culture, school principals