Examines the predictable stages in the career development of a vocational educator. Stage one covers adjustment to new situations; stage two focuses on acquiring continuing employment status; stage three (mid-career) often includes career crisis; stage four includes both security and lack of personal challenge; and stage five is retirement. (CT)

Comparison of the career paths of Harvard University's classes of 1970 and 1945 suggests that change of the magnitude of the past two decades can only be endured; the forces that make income insecure also create one-time chances for wealth; and when the obvious markets for one's skills evaporate, go where no one else has imagined going. (JOW)

Adults, by choice or necessity, are often faced with making work-to-school, work-to-work, or work-to-retirement transitions. Adult educators should be aware of the strains and expectations of each transition in order to help adult learners manage change effectively. (SK)

More women remain in the work force in midlife and later due to changing socioeconomic structures and attitudes, inadequate finances, and increased longevity. Many need ongoing career development to remain technologically current and employable. (SK)

Presents a critique of research on midlife adult career development, outlining a multidimensional theory based on the work of Levinson, Super, Erickson, Hall, and others. Elaborates some limitations of life stage research and discusses implications for education-work policy and practice. (SK)

Provides insight into how principals can become more dynamic resources for career development in schools at all educational levels. (JOW)

Increasing numbers of midcareer personnel in the work force necessitate innovative management methods to deal with motivation, obsolescence, and plateauing. Organizational approaches include restructuring, reward system, career management techniques, and education and training. (SK)

The study attempted to assess career development concerns of 381 military personnel enrolled in an off-campus baccalaureate degree program. Results suggest that workers exposed to specialized work and training environments, such as the military, may have career development concerns that are difficult to assess with traditional instruments. (CH)

The literature on mid-career faculty is reviewed to attempt to better understand the forces that influence mid-life faculty careers and explore the implications of this research for institutional responses to the faculty. Literature is categorized by the perspectives of the institution and that of the faculty member. (Author/MLW)

Responses to midcareer issues must develop from the recognition that some values of the emerging work force differ from those of staff in their 50s. An organization's best interest lies in listening to the needs of staff, finding new ways to enrich their lives and accommodate its policies to their legitimate drive for self-direction. (JOW)

In the United Kingdom, National Records of Achievement document achievement and action plans for skill acquisition. A case study of their use with midcareer police officers revealed a need to modify the model to reflect adults' ideals and purpose, allegiance to the primary workgroup, and fit with organizational ideals and purpose. (SK)

The original report of this investigation into career development among secondary school teachers was published in Dutch and contained two parts. The first part was a coherent survey of literature about adult (career) development which formed a necessary condition for a justified division into different age groups of teachers involved in the…

Discusses career development programs designed and offered for adult students and alumni of the University of Baltimore. Reviews the theory of adult development, adaptation to transition, and career development interventions that were helpful in designing the programs. (Availability: 1190 South Bascom Avenue, Suite 211, San Jose, CA 95128) (JOW)

Presents a personal narrative of a midlife decision point and the choice that one librarian made regarding a career change. Topics include initial career choice; lateral and interim career choices; differences in midlife career choices; and continuing along a similar career path versus starting over in something very different. (LRW)

Looks at problems of career development and midlife transition in a horizontally structured workplace with few management positions. Describes Amoco's benchmark career development plan that is adapted by many other companies. (JOW)