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  • Priyank Sharma

Core challenge of a private low income school

One of the critical problems faced by a private low income school in an urban or semi-urban space is teacher attrition.


Let's say there's a school with average annual fee of 12K.


This school would hire teachers with salary of 3K per month (no kidding! - they get primary teachers for 3K) to 15K per month (high school teachers). These are not salaries on paper though.


Now, when a new teacher is hired, the school (ideally) would train and upskill them. But as soon as the the teachers get trained or gather experience in this school, they will quickly leave for a higher salary within an year or two, possibly to another private school.


This low income private school can never pay their teachers similar to high income private schools (there's a huge pay difference). And, there are a lot of private schools, so the movement is quick and high.


Ironically, the only teachers who stay are those who are unable to upskill themselves or are there just because they want to spend some leisure time but have to stay near home - they have no particular interest in teaching but still do the job.


So, the principal asks, "Why should I spend my energy in upskilling my teachers"? Earlier I used to train teachers in lesson planning, class management, etc. But now, I have stopped doing it - no one stays!

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