A suggested proposal to activate the job rotation system for heads of departments in the Directorate General of Education in Muscat Governorate

تصور مقترح لتفعيل منظومة التدوير الوظيفي لرؤساء الأقسام بالمديرية العامة للتربية والتعليم بمحافظة مسقط

Abstract

The position of the head of the department is one of the very important supervisory functions that require the presence of high leadership skills, continuous and accumulated knowledge renewal and different experiences collected in one template to achieve the objectives of the department and the directorate in general. This study aims to develop a suggested proposal to activate the job rotation system for heads of departments in the Directorate General of Education in Muscat Governorate. In addition, the study aims to identify the level of acceptance of the directorate's employees to the idea of job rotation for heads of departments. The researcher used the mixed methods methodology due to its suitability for this study, and the study population consisted of all employees of the Directorate General of Education in Muscat Governorate, numbering (574) employees, who targeted (98) employees (employee, head of department, department manager, assistant director) to answer the questionnaire questions, which consisted in its final form of (30) paragraphs and (16) employees who underwent the interview, which consisted of five main questions branched out of sub-questions. The researcher used the following statistical methods to analyze the data: arithmetic mean, standard deviation, t test, single variance analysis. The results of the study showed that the directorate's employees accepted the idea of job rotation for heads of departments at a high level (4.12) with no statistically significant differences for both the employee's gender variable and the job title of the category (employees, heads of departments, department manager / assistant manager).  The study suggested applying the proposed concept initially for the category of department heads and developing it later to suit other supervisory jobs, with an emphasis on the permanent appointment of the best competencies for supervisory jobs by raising the criteria and quality of selection for a specific period in which they are evaluated periodically according to the "Ejada" system to measure individual performance. The recommendations also indicated the need to develop new functional competencies for the office of Individual Performance System Management at the Ministry of Education, which is concerned with developing an effective plan for the internal job rotation of supervisory positions in the Ministry.