Milli Eğitim Bakanlığı'nın okul yöneticilerini atama sürecinde izlediği politikaların ve uygulamaların incelenmesi
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Date
2007
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İstanbul Beykent Üniversitesi
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info:eu-repo/semantics/openAccess
Abstract
Egitim Sistemimizde, 1998 yılında yürürlüge konulan yönetici atama yönetmeligi ile geleneksel personel degerlendirme sisteminden, çagdas personel degerlendirme sistemine geçilmistir. Bu Tez çalısmasında; Milli Egitim Bakanlıgı'nın okul yöneticilerini atama sürecinde izledigi politikalar ve uygulamalar, çagdas personel degerlendirme sistemi açısından incelenmistir. Bu çerçevede sırasıyla seçme, hizmet öncesi yetistirme ve atama islemlerinden olusan okul yöneticilerini atama sürecindeki personel degerlendirme ilke, ölçüt ve standartlarının gelistirilmesi amaçlanmıstır. Milli Egitim Bakanlıgı'na Baglı Egitim Kurumları Yöneticilerinin Atama ve Yer Degistirmelerine liskin Yönetmelik'e baglı olarak okul yöneticilerinin atama, degerlendirme ve yer degistirmelerinde hizmet gerekleri, kariyer, liyakat, sicil, kıdem gibi ölçütlerin esas alındıgı ve yöneticilik formasyonu kazandırılarak atama yapıldıgı görülmektedir. Ancak hizmet öncesi egitimlerde, uygulamaya ve web tabanlı uzaktan egitime yer verilmemesi yöneticilik formasyonunun yetersizligine sebep olurken atamalarda da kariyer ve liyakat ilkelerine yeteri kadar önem verilmedigi tespit edilmistir
In our Education system, in 1998 with the regulation of appointment of director, it was passed from traditional personal evaluation system to modern personnel evaluation system. In this thesis work; The policies, and practices of The Minestery of National Education during the period of appointment of the school principals are investigated from the angle of modern personnel evaluation system. In this frame, it is aimed to be improved of the standards of the personnel evaluation principal, criterion and standards during the period of appointment of school principals which contents the processes of selection, training before service and appointment by order. It is seen that according to regulation of changing places and appointment of the principals of the Institutions which belong to The Minestery of National Education, service needs during the place changing and appointment of the school principals are done by regarding the criterions such as career, merit, employment record and lenght of service and by making them gain the formation of administration. But, it was fixed that not practicing and not using web based distance education in trainings before service cause insufficiency of administration and enough importance wasn?t given to principals of career and merit.
In our Education system, in 1998 with the regulation of appointment of director, it was passed from traditional personal evaluation system to modern personnel evaluation system. In this thesis work; The policies, and practices of The Minestery of National Education during the period of appointment of the school principals are investigated from the angle of modern personnel evaluation system. In this frame, it is aimed to be improved of the standards of the personnel evaluation principal, criterion and standards during the period of appointment of school principals which contents the processes of selection, training before service and appointment by order. It is seen that according to regulation of changing places and appointment of the principals of the Institutions which belong to The Minestery of National Education, service needs during the place changing and appointment of the school principals are done by regarding the criterions such as career, merit, employment record and lenght of service and by making them gain the formation of administration. But, it was fixed that not practicing and not using web based distance education in trainings before service cause insufficiency of administration and enough importance wasn?t given to principals of career and merit.
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Keywords
Eğitim ve Öğretim, Education and Training
