The impact of rewards and remuneration practices on the retention of teachers in the North-West Province

Abstract

Background and Aim The Department of Education is tasked with the responsibility to improve education in North West Province. The responsibility can only be accomplished if the Department of Education retains good and skilled teachers. The problem is that teachers are constantly leaving the country for better remuneration and reward in developed countries or are leaving the profession for other career paths. The teaching profession is occupied by aged teachers due to an inability to attract young teachers into the profession. Teachers are constantly protesting due to remuneration and reward practices of the Department of Education, working conditions and lack of development. This study investigates the state of teacher pay in the South African labour market by comparing the remuneration received by teachers with retention. This means that the study will determine and clarify if retention can be achieved and maintained by remuneration practices and rewards. Research Method A qualitative research approach was followed in this study. Data was gathered by means of semi-structured interviews with teachers (N=6) from North-West province. The data was analysed by means of content analyses. Research Findings The findings showed that the participants' were unhappy with their compensation and did not receive proper recognition. In addition the participants felt that although there are limited opportunities for career development and those available were allocated based on favouritism. Performance Management systems were also identified as poor or nonexistent. The participants were though satisfied with their work-life balance. Recommendations The aim of the study was establishing the impact reward and remuneration practices had in retaining teachers in the profession. The aim of the study has been achieved It is recommended that the department review teacher's salary ranges. The Department must also establish means to reward good performance within the teaching profession and give clear criteria in selecting teachers who are performing. Performance management system also need to be reviewed and implemented as well as monitor the system thoroughly to ensure good performance is established and maintained in the profession. Career advancement must go hand in hand with the qualifications obtained that way teachers with great knowledge and skills will remain in the profession and not go to get better paying jobs elsewhere. Career development plan must clearly outline the skills and knowledge the teachers need to enhance as well as how teachers can enhance day to day handling of the school and the expectation of the Department from teachers. Practical implications The aim of the research was to establish the relationship between reward and remuneration practices and the impact it has on retention of teachers. The findings of the study indicated that there is an impact created by remuneration and reward practices within teachers. The study has practical application since it is based on the current situation teachers are faced with, the findings and recommendations created can assist the department understand the dissatisfaction of teachers and where teachers feel the department is doing wrong.