CBMP Analytical Report Part 1 - Transparency and Accountability ...

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that teachers are eligible for promotion every four - five years, yet many teachers still stay on one rank particularly the lowest rank (PT4) for a longer time. The table below confirms this; Table 3: Professional Qualifications (Grades/Rank) for Teachers Variable Frequency Valid Percent Cumulative Percent Valid PT1 1 .4 .4 PT2 15 5.6 6.0 PT3 68 25.5 31.5 PT4 183 68.5 94.4 Temporary 15 5.6 100.0 Total 267 100.0 Total 300 Source: Authors Analyzed Raw Data The table above shows that 68.5% of the teachers are on the lowest grade/rank of the teaching profession, contrary to their duration of teaching experience that they have had in the sector. For example, in the first table, less than 10% of the teachers have 3 years or less, while here 68.5% of the teachers are on the lowest grade of qualified teachers (PT4). The teachers rank has financial implications in that a higher rank attracts increased financial reward for the personnel, and every personnel stays longer on the position with expectations of being promoted to higher position which would bring in financial rewards that are commensurate with qualifications and experience. It is worse still that teachers expect the promotions after every four to five years. Thus, if the process is not being implemented it demotives teachers and reduce their commitment to provide a quality teaching service. Triangulated discussions with pupils and head teachers reveal that such frustrations, delays and uncertainty leads to misplaced hostility towards Head Teachers and pupils who are in contact with the teachers in most of the times. Aggressive and abusive behaviour, skipping lessons and 13
other forms of grumbling are common forms of behaviour amongst teachers in such circumstances. 3.2.2 Timeliness of Teachers’ Salaries The study unveils that issues of salary timeliness is another factor that contributes highly to the level of motivation of teachers towards delivery of public service. Under this study, it was noted that generally the salaries delay quite a lot. It was also interesting to see that the knowledge of the official pay day of salaries among teachers is varied. The table below shows that Table 4: Knowledge of Official Pay Day among Teachers Frequency Valid Percent Cumulative Percent Valid 27 of the Month 217 77.2 77.2 No Official Day 24 5.0 82.2 Do not Know 50 17.8 100.0 Total 281 100.0 Missing System 1 Total 300 Source: Authors Analyzed Raw Data The table above indicates that a significant 23% of the teachers [learned and qualified professionals], do not know the official pay day of their own salaries. To make matters worse, 5.2% of these, feel that there is completely no official pay day at all. This implies that there is a lot of knowledge gap among teachers over the education governance system. This lack of knowledge would easily hinder planning and budgeting at teachers’ household level, driving teachers into more extra activities 14
Page 1 and 2: FINAL REPORT PUBLIC EXPENDITURE TRA
Page 3 and 4: LIST OF FIGURES Figure 1: Teachers
Page 5 and 6: ACKNOWLEDGEMENTS The Community Base
Page 7 and 8: teachers (the majority in Mulanje)
Page 9 and 10: • There is also need to institute
Page 11 and 12: (TAP) in order to conduct a Public
Page 13 and 14: 1.3 Scope of Work To achieve this p
Page 15 and 16: Having agreed on the above, pre-tes
Page 17 and 18: 3.0 STUDY FINDINGS 3.1 Demographic
Page 20 and 21: Table 2: Academic Qualifications fo
Page 24 and 25: which might deter their commitment
Page 26 and 27: exacerbated by the fact that teache
Page 28 and 29: the study found out that there is n
Page 30 and 31: The table above shows that teachers
Page 32 and 33: According to the teachers, the abov
Page 34 and 35: service even further especially in
Page 36 and 37: 56.3% of the schools affected, clas
Page 38 and 39: may be tempted to say, is collected
Page 40 and 41: Table 8: Variable How teachers cope
Page 42 and 43: 3.3 Government Efforts 3.3.1 New Me
Page 44 and 45: it is not yet realized at higher ad
Page 46 and 47: • The mode of salary access is al
Page 48 and 49: esponsible should create village ag

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