<![CDATA[This study aims to analyze employee career development at SMAN 4 Gorontalo, with particular attention to career-related information, feedback mechanisms, interpersonal openness, and organizational transparency. A qualitative descriptive research design was employed to obtain an in-depth understanding of how career development is implemented within the school's human resource management practices. Informants were selected purposively and consisted of the principal, teachers, and administrative staff who were considered knowledgeable about employee management and career development processes. Data were collected through semi-structured interviews, direct observation, and documentation, and were analyzed through data condensation, data display, and conclusion drawing and verification. The findings indicate that career-related information is available but is not yet disseminated and understood equally among employees, particularly regarding functional position advancement and professional certification. Feedback mechanisms have been implemented through performance evaluations, meetings, and supervision, but remain predominantly top-down and have not fully developed into reciprocal career development discussions. Interpersonal relationships are generally supportive and collaborative, although openness to constructive criticism varies among employees. Organizational transparency is relatively evident in routine administrative matters but remains limited in explaining the criteria and rationale underlying career-related decisions. The study concludes that employee career development at SMAN 4 Gorontalo requires stronger integration of information systems, participatory feedback, interpersonal development, and transparent career decision-making. Strengthening these dimensions can support a more systematic, equitable, and sustainable career development system aligned with both employee needs and institutional objectives.]]>
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