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Teachers for EFA: Issues in planning for teachers. “A competent teacher in every classroom”
Aidan Mulkeen
National University of Ireland, Maynooth
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Each country has a different story
• Teacher supply imbalances– Sometimes teacher shortages– Sometimes surplus– Sometimes a subject mismatch
• Implications of shortages– Shortages, larger classes, unfilled posts
• Experienced most in the least desired locations
– Unqualified or under-qualified teachers• Lesotho – increasing unqualified teachers, now 40% unqualified• Malawi – 62% of secondary teachers trained as primary – upward
migration
– Reliance on expatriate teachers• Eritrea: 18% of total secondary, mainly from India, in IT, Mathematics
and Sciences.• International teacher market – disadvantages the poorest countries.
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With expansion the demand for teachers fluctuates
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1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81 83
ExpansionHighdemandfor teachers
Stabilisationof GER +many young teachers
NormalisationIncreasing retirementand stable flow of teachers
GER – general model
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Planning teacher supply
New teachers
Attrition
“Wastage”
Wastage - teachers who are trained but do not take up positions.
Zambia: Total of 1,017 teachers with degrees in the system. But UNZA trained 450 last year
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Attrition
• Resignation is, in most cases, the biggest cause of attrition
% attrition Primary Secondary
Eritrea 2
The Gambia 3
Lesotho 3 10
Malawi 5 10
Uganda 5 6
Zanzibar 5 6-7
• Attrition will rise as the age profile changes.
• Attrition is selective: higher attrition:– better-educated
teachers– Maths, science
teachers.
Annual attrition rate
England 9%
The Netherlands 7%
US 8.4 public schools13.6 private schools
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Constrained by school leavers
High achievers
Low achievers
Requirement to get into teacher college
Requirement for university entry
Sometimes secondary output is the constraint:
Lesotho, Gambia; unable to fill all spaces in primary training
Eritrea, reducing entry requirements now 0.6 (on a 0-5 scale)
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Mathematics and Science
Possible Solutions
• Train more– More places in training colleges– Adjusting entry requirements to allow
more to enter
• Booster courses for teachers– Design booster courses to improve the
basic mathematics and science skills, before they enter teacher training.
– In-service training for primary and secondary teachers.
• Booster actions at school– Quality reforms, magnet schools, and
science camps.
Vicious Cycle
• Weak mathematics and science at primary school
• Avoidance, and poor performance at secondary school.
• Limited output of school leavers with mathematics and science
– Highly valued in the labor market– Few available to enter teacher
training.
• Teachers with weak mathematical and science understanding at primary and secondary schools.
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Deployment
Getting teachers to the right places
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Teachers in the right schools
• Coincidence of shortages and unemployed teachers
• Disparities between districts– And within districts (micro geography)
• Zambia, Chibombo district: PTR range from 22 to 210.
• Best qualified in urban areas
• Female teachers concentrated in the urban schools
MBENGWE Primary school, Blantyre Rural district, Malawi. 5 grades, 192 pupils
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Deployment responses:• Housing
• Incentives– Most SSA countries have incentives, typically 10-20% of
salary. Weakened by poor targeting, counter-incentives– The Gambia: Incentive of 30-40% of salary in addition to
existing, experienced teachers requesting transfer.
• Choices– Choice of district (Zambia), or school (Lesotho)
• Target those who want to work in rural areas– Mozambique/Malawi ADPP/DAPP– Lesotho DTEP in service course– Affirmative action in selection to teacher training.
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Teacher management
Attendance, supervision and promotion
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Teacher Management
• Absenteeism – global low income country evidence– 20-25% absent– A similar percentage “absent on the premises”– Absenteeism higher among the more senior
• Erosion of time on task– Examinations– Festivals, sports events, visiting VIPs– Work related absence - courses, workshops– Teacher movements, meetings
• Monitoring– Teacher attendance often collected, rarely analysed – Schools rarely monitor time on task.
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Possible Responses
• Absenteeism: Monitoring has an impact– Private schools– Gambia cluster monitors - resulted in increase in attendance
• Leadership in schools– Setting a priority on learning
• Community involvement
• Reducing the ministry initiated absence– Pay distribution– Training courses – Gambia, policy that limits authorised absence
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Teacher career structure• Existing career structures do little to retain
staff– Fixed salary scales.– Limited salary growth (typically 15-20% over 10 years)– Few opportunities to reward excellence – Best opportunity for progression is often additional
academic qualifications – often a perverse incentive.– Upgrading often a stepping stone out of the profession.
• An alternative– Induction period– Different professional grades within the classroom– Merit-based promotion to “senior teacher” – Risk of creating gatekeepers
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Finally
Supply, deployment, management and finance are inter-related.
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Inter-connected issues
Supply
Quality Cost
Distribution