Factors affecting recruitment and retention of basic school teachers in the Akatsi district of Ghana
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University of Cape Coast
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xiv, 129p.:ill
Considering the fact that teacher turnover rate is very high in the country, this study sought to fmd out the factors that influence the recruitment and retention of basic school teachers in the Akatsi District of Ghana.Purposive, stratified and simple random sampling techniques were employed to select subjects for the study. A questionnaire which was the main instrument was used to collect the data. A documented data whjch indicated the turnover rates of male and female teachers from 1998/99 to 2002/03 academic years was collected from the Akatsi District Education office and used for the study. Five research questions were formulated to guide the study. These questions were answered based on the data collected. The study therefore revealed that: 1. The institution of District Assembly sponsorship scheme and the availability of amenities as well as accommodation will attract more teachers into and retain them in the district. 2. Direct posting of newly-trained teachers, issuing of assurance letters, reengagement and re-instatement are the recruitment procedures that are adopted to recruit teachers into the district. 3. Teachers who hail from the district stay longer in the district than teachers who do not hail from the district. 4. Job dissatisfaction of teachers in the district is due to lack of support from the district directorate and the individual communities as well as lack of basic infrastructure in the schools located within the rural communities. 5. About 67.6% ofthe teachers in the district are married. 6. The inadequate number of teachers is related to the poor performance of pupils in the district The main recommendations, in effect, are that: 7. The District Assembly in collaboration with the rural communities should identify and sponsor any qualified and interested natives who would like to pursue the three-year teacher training course. 8. All stakeholders in education within the district should assist in making the teachers derive some satisfaction from the job. It is therefore believed that if the aforementioned recommendations are taken into consideration, the rate of teacher turnover and teacher attrition within the district would be minimal.
Considering the fact that teacher turnover rate is very high in the country, this study sought to fmd out the factors that influence the recruitment and retention of basic school teachers in the Akatsi District of Ghana.Purposive, stratified and simple random sampling techniques were employed to select subjects for the study. A questionnaire which was the main instrument was used to collect the data. A documented data whjch indicated the turnover rates of male and female teachers from 1998/99 to 2002/03 academic years was collected from the Akatsi District Education office and used for the study. Five research questions were formulated to guide the study. These questions were answered based on the data collected. The study therefore revealed that: 1. The institution of District Assembly sponsorship scheme and the availability of amenities as well as accommodation will attract more teachers into and retain them in the district. 2. Direct posting of newly-trained teachers, issuing of assurance letters, reengagement and re-instatement are the recruitment procedures that are adopted to recruit teachers into the district. 3. Teachers who hail from the district stay longer in the district than teachers who do not hail from the district. 4. Job dissatisfaction of teachers in the district is due to lack of support from the district directorate and the individual communities as well as lack of basic infrastructure in the schools located within the rural communities. 5. About 67.6% ofthe teachers in the district are married. 6. The inadequate number of teachers is related to the poor performance of pupils in the district The main recommendations, in effect, are that: 7. The District Assembly in collaboration with the rural communities should identify and sponsor any qualified and interested natives who would like to pursue the three-year teacher training course. 8. All stakeholders in education within the district should assist in making the teachers derive some satisfaction from the job. It is therefore believed that if the aforementioned recommendations are taken into consideration, the rate of teacher turnover and teacher attrition within the district would be minimal.
Keywords
Teacher retention, Teacher recruitment, Basic school teachers, Teacher turnover