| Abstract [eng] |
A specific and very important area of public administration is education. In order to attract and retain the best managers in educational institutions, education policy-makers must not only challenge them with leadership and quality education, but also provide them with clear opportunities for professional growth and careers. The problem is posed by the question: how should the career continuity and opportunities of heads of public sector bodies be ensured? In this case, the education sector of our country and the career continuity and opportunities of the heads of educational institutions are taken as examples. The work aims to investigate the theoretical assumptions of the career continuity of the heads of educational institutions and to offer the possibilities of improving the career planning of the heads of educational institutions after conducting an empirical research Work tasks: 1. To accomplish a theoretical analysis of personnel career planning. 2. To reveal the peculiarities of career planning of heads of educational institutions. 3. To review the peculiarities of career planning of heads of educational institutions in different foreign countries. 4. To carry out an empirical investigation of career continuity and opportunities for the heads of Lithuanian educational institutions. 5. To prepare a model for improving the career planning system of heads of Lithuanian educational institutions. Main results of the work. The research revealed that in Lithuania there are difficult conditions for ensuring the continuity and opportunities of the career of the heads of educational institutions. Our country uses a multi-level career model for teachers and heads of educational institutions. The career model of heads of educational institutions in Lithuania does not function properly, as there is inefficient mentoring, lack of autonomy of managers, and too little (often only formal) support for heads of educational institutions. The continuity and opportunities of the careers of the heads of Lithuanian educational institutions at the end of their term are limited, it is practically impossible to achieve a vertical career in the education system. A considerable number of managers are not very satisfied with the opportunities for career continuity in the educational institution / system. Most managers after the end of their term are not sure that they will hold the right position in the educational institution / system according to their needs and expectations. Based on the results of research, a model for improving the career planning system of heads of Lithuanian educational institutions has been developed. |
