Departmental changes by faculty staff are suggested to be one solution to the budgetary problems of some institutions, rather than the more prevalent practice of nonreappointment of untenured faculty. (LBH)

While it may seem unusual that a person firmly established in a career would choose to take on the challenges of teaching adolescents, when we look at the definitions of middle age and the reasons some people make a career change, we realize that middle school can be a great place for middle-aged mid-career changers. They are returning to the…

This study examines the perspectives that second career teachers with prior military career experience bring to the profession of teaching and specifically to the teaching of social studies. The study was organized around five questions relating to the life and career histories of second career teachers, the commonalities in the educational…

How to prepare for occupational change in career education. (Editor)

Reviews earlier studies and 103 reports relating job satisfaction to some 53 variables. The format: overview, variables investigated, current emphasis, is standard. (Author)

Information is provided about the scope of training activities in business and industry, the role of the training specialist, and skills which will facilitate the transition from school-based teaching to corporate training programs. The growth of training programs in the corporate setting provides an optimistic future for the training specialist.…

As professors look to the corporate sector to find better professional futures, they must confront important cultural dissonances. Among the adjustments faculty must make are relinquishing the mastery of substances characteristic of academics, becoming a team rather than solo player, and integrating the concepts of management and leadership.…

Examined turnover among chief student affairs officers (CSAO) from 1974-1981. Analyzed annual and aggregate turnover data of higher education institutions. A comparison with three other administrative positions, chief executive officer, chief academic officer, and chief business officer, indicated CSAO's have the second highest turnover rate. (RC)

Alternatives proposed include early and phased retirement, career change incentives, retraining programs and/or leave, outplacement, and an earnings supplement at severance. (MSE)

Presents a workshop focusing on increasing: self-knowledge of participants and their environment, and decision making skills for occupational midlife reassessment and change. Concludes that these workshops should be pursued by counselors in other settings to assist clients in transition. Personal sharing among participants led to self-insight and…

Listed are seven devices which a teacher can use to measure his/her classroom skills in order to improve teaching effectiveness. Also included is a description of various teaching partnerships, and ideas for transferring the skills of teaching to other professions. (KC)

Mid-career change programs have the potential to open faculty positions during these times of decline. Most current programs are intended to shift faculty to a different specialty or discipline, but data indicate that academics would be receptive to opportunities to move out of academe. Specific options are identified. (Author/LB)

Proposes a three-level taxonomy of reasons for vocational retraining: compliance, identification, and internalization. Internalization level motivators correlated with internal locus of control and vocational maturity. Subjects who retrained because of high compliance motivation were less satisfied with the program and more inclined to drop out.…

Academic careers are becoming an individual and institutional problem. The dimensions of the problem are outlined, a limited set of frameworks for addressing it through career change are provided, and an individual and institutional program to assist faculty in career change is recommended. (MSE)

A personnel development plan is suggested in which training specialists (1) help employees with career development, (2) change the job or transfer employees to a more suitable job, or (3) go through role negotiation, goal setting, or some other exercise designed to create a new job perspective. (CT)