Arab Educational Information Network

The current study aims at identifying the extent to which job rotation requirements are available in the educational administrations of Tabuk district (females). To achieve the objectives of the study, the researcher used the descriptive approach; while the questionnaire was used as a key tool to be distributed to the study’s community, which consists of all the directors, assistants and heads of departments in the educational administration of the Tabuk educational district, their number is (25). The results of the study showed the following: The general arithmetic average of all axes of the study questionnaire was (2.67). The overall arithmetic average for the first axis related to the availability of training and development capabilities in job rotation in the educational administrations of Tabuk district (2.77). The overall arithmetic average for the third axis related to the availability of the requirements of the career development strategy in career rotation in the educational administrations of Tabuk district was (2.77). The overall arithmetic average for the fourth axis related to the availability of systems requirements and functional procedures in the functional rotation in the educational administrations of Tabuk district was (2.66). The overall arithmetic average of the second axis related to the availability of job design requirements in the job rotation in the educational administrations of Tabuk district was (2.48). There were no statistically significant differences at the level of significance (α≤ 0.05) between the views of the study sample due to two variables (years of experience, functional level). In light of previous results, the study recommended the need to train female employees in the educational administrations of Tabuk district to accept the policy of career rotation through continuous dialogue between presidents and subordinates and holding seminars to explain this policy, as one of the methods developing expertise and skills. This training allows the management to overcome the most important obstacle to the application of the policy of career rotation, which is the fear of change. In addition, holding specialized training courses for female employees in the educational administrations of Tabuk district who are transferred before and after the rotation so that workers can be trained before taking the job transferred to them as well as provide them with the necessary knowledge to complete the work assigned to them. (Published abstract)