by Peermuhammad Ameerali

Created on: December 08, 2009   Last Updated: December 09, 2009

            Young blood is often required and recruited, but rarely retained for long in many fields.  The educational institutions are no exception to this sad rule.  Why does this happen?  It is not the fault of the young entrants to this noble profession.  The reasons are elsewhere to seek.  A few more thoughtful actions on the part of the following players will go a long way in stemming the rot and allowing more youngsters to stay on and thrive in this vital sector for a reasonable length of time.

Administration has to play the lead role:

It is the administration of a school that takes the pain of screening and selecting the young and new aspirants for the teacher’s post with the high hope of infusing young blood into its operation.  Unfortunately it thinks its job is over once the teachers are selected and their names entered on the payrolls.  Little does it realize that only after this, does the major responsibility of inducting the new teacher into his new slot, start.  On day one itself, of the new teacher joining the school, the administration has to brief him about the school background, its philosophies, vision and mission, and its standard operative procedures.  There is no use in simply shoving some printed leaflets into his hands and expect him to be adequately informed  and impressed by it.  The human element is what is most needed here.  A senior administrative staff member or, still better, the principal himself should take up this responsibility so that the new teacher appreciates the value of these factors for better understanding and implementation.  This induction meeting need not be a one-way traffic.  The new entrant must be encouraged to raise his doubts, if any, so that he gets them clarified and starts his functions with a clear and convinced mind.  He must also be assured that help is always at hand and he could feel free at any time to contact the principal, the administrative staff and the other teachers, for help and guidance to cope with any of the possible problems he might encounter in his day-to-day activities.  With such a preparation, the launch is perfectly arranged.

Practical training under senior teachers:

However well qualified a new teacher may be, he definitely needs a lot of hand-holding by his senior colleagues, before he could find his rhythm on the new job. He should

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