Thesis (D. Ed.)--University of Oregon, 2007. / Typescript. Includes vita and abstract. Includes bibliographical references (leaves 92-98). Also available for download via the World Wide Web; free to University of Oregon users.

Thesis (D.Min.)--Liberty Theological Seminary and Graduate School, 2007.

Thesis (Ph. D.)--University of Rochester, 2006. / Includes vita and abstract. Digitized version available online via the Sibley Music Library, Eastman School of Music http://hdl.handle.net/1802/5828

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 115-120). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 115-120). Also available on the Internet.

Thesis (Ed. D.)--Illinois State University, 2007. / Title from title page screen, viewed on July 16, 2008. Dissertation Committee: Kay Moss (chair), Paul Vogt, Thomas Crumpler, Lara Handsfield, Barnett Berry. Includes bibliographical references (leaves 150-163) and abstract. Also available in print.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2017-09-28T19:33:14Z No. of bitstreams: 1 silviareginaramosdesousa.pdf: 1503272 bytes, checksum: c0a215f4b67676da394690b6c447107d (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2017-10-09T19:24:48Z (GMT) No. of bitstreams: 1 silviareginaramosdesousa.pdf: 1503272 bytes, checksum: c0a215f4b67676da394690b6c447107d (MD5) / Made available in DSpace on 2017-10-09T19:24:48Z (GMT). No. of bitstreams: 1 silviareginaramosdesousa.pdf: 1503272 bytes, checksum: c0a215f4b67676da394690b6c447107d (MD5) Previous issue date: 2016-12-28 / Esta dissertação tem como objetivo analisar como a falta de uma política de atração, de retenção e de valorização dos professores, que envolva benefícios salariais e plano de carreira atraentes, dificulta a permanência desses profissionais na rede estadual de ensino, levando-os a optar por outra carreira. A pesquisa deu-se em âmbito estadual, tendo como campo a Seduc-PI e os CEEPs. Os Centros Estaduais de Educação Profissional (CEEPs) foram criados na década de 1990, ofertando cursos técnicos de nível médio. Nas décadas seguintes, houve ampliação para 70 centros com infraestrutura adequada, conforme a oferta em cada um deles. Porém, há poucos professores efetivos nos cursos profissionalizantes, o que suscita uma grande alternância de professores substitutos, que muitas vezes não estão preparados para conduzir o processo pedagógico. A partir do presente estudo, foram levantados dados por meio de pesquisa bibliográfica e empírica, de caráter quali-quantativo, com o desenvolvimento das técnicas de entrevistas em profundidade, grupo focal e questionários semiestruturados, envolvendo gestores escolares e professores das escolas de educação profissional. Nessa perspectiva, analisou-se as políticas públicas e seu ciclo, as políticas de recrutamento e seleção dos servidores públicos, a rotatividade dos professores, a formação continuada e questões salariais. Os resultados obtidos possibilitaram o acesso a um campo rico em informações relacionadas à visão de atores de diferentes funções e níveis hierárquicos. Os resultados mostram, ainda, que 100% dos gestores escolares e professores respondentes reclamam da falta de professores, de condições de trabalho, dos baixos salários, de ausência de concurso público, e que a rotatividade prejudica a dinâmica de trabalho dos professores dos Centros de Educação Profissional. A fundamentação teórica para sustentar as hipóteses levantadas foi baseada principalmente em Saravia (2006), Minayo (1993), Secchi (2010), entre outros. De acordo com resultados encontrados na pesquisa, foi proposto um Plano de Ação Educacional - PAE, a partir do qual foram estabelecidas ações que viabilizem a realização de concursos públicos, a valorização e a retenção dos professores no ensino profissionalizante, uma melhor qualidade na formação continuada dos docentes, além de abrir um leque para investigações futuras. / This dissertation aims to analyze how the lack of a policy of attracting, retaining and valuing teachers, involving attractive salary benefits and career plans, makes it difficult for these professionals to stay in the state education network, leading them to opt for Another career. The research was carried out in a state-wide dimension, with SEDUC-PI and CEEPs as a field. State Vocational Education Centers (CEEPs) were created in the 1990s by offering technical courses at the secondary level. In the following decades, there were expansion to 70 Centers with adequate infrastructure, according to the offer in each of them. However, there are few effective teachers in vocational courses, there is a great alternation of substitute teachers, who are often not prepared to conduct the pedagogical process. From the present study, data were collected through qualitative and bibliographical research -quantative, with the development of in-depth interview techniques, focus group and semi-structured questionnaires, involving school managers and teachers from vocational education schools. In this perspective, public policies and their cycle were analyzed, recruitment and selection policies for public servants, teacher turnover, continuing education and salary issues. The results obtained allowed the access to a rich field of information regarding the view of the actors of different functions and hierarchical levels. The results also show that 100% of the school managers and teachers respondents complain about the lack of teachers, the working conditions and low salaries of teachers, the absence of a public tender and that the rotation impairs the work dynamics of the teachers in the Vocational Education Centers. We sought the theoretical basis to support the hypotheses raised mainly in Saravia (2006), Minayo (1993), Secchi (2010) and others. According to the results found in the research, an Educational Action Plan (PAE) was proposed, in which actions were established that enabled public competitions to be carried out, valorization and retention of teachers in vocational training, better quality in training better quality of continuing education of teachers, and Open up future research.