Teaching Staff Compensation Practice and its Problems in Government Secondary Schools of Eastern Zone of Tigray.
No Thumbnail Available
Date
2011-05
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Addis Ababa University
Abstract
The main purpose of the study was to assess the teaching staff salmy and benefit scheme oj"
secondary schools of Eastern Zone of Tigray Region, to determine to what extent the system is
market-driven and to investigate to what extent it is built on the goals of secondmy schools of the
zone. A descriptive survey research method was employed to conduct the study. Two hundred
Menty two copies of questionnaires were distributed among randomly selected teachers and
teachers' development program officials who were taken on availability sampling to gather both
qualitative and quantitative data on their al/itude towards the compensation package. Two
hundred sixteen of them were returned. In addition teacher development program officials were
also interviewed. The result empirical analysis provided was based on survey responses and
results were displayed using tables. The results of the survey responses indicates that the pay
system of the Minis"y of Education is no/ or some what competitive with the local market and it
does nol enable the secondmy schools to attract, recl'llit, motivate and retain quality teachers. It
also reveals that the salmy and benefits the teacher receives is unfair, inadequate and
unsatisfactOlY resulting in turnover and working at level considerably below their capacity in
secondmy schools. The study also shows that communication about the salmy and benefits are
inexistent in the secondmy schools. Without factual information about pay and benefit issues, it
will be subject to speculation and misinterpretation and this may lead to reduced tl'llS/.
Communicating teachers about pay and benefit issues are received to be the primmy task for
.lil/ure organizational success. Finally, it is recommendedfor Minishy of Education, Regional
Education Bureau, Woreda Education Office and the Secondary Schools to undertake a
comprehensive teacher's compensation mechanism which represents a strategy for recruiting,
al/!'Octing. retaining and supporting high quality teachers. In addition, the compensation system
should be redesigned to enable the secondmy schools to encourage and reward peak
performance and the acquisition of new skills and knowledge.
Description
Keywords
Staff Compensation Practice