Rayeesul Islam
SarvaShikshaAbhiyan (SSA) was a programme for Universal Elementary Education. This programme was also an attempt to provide an opportunity for improving human capabilities to all children through provision of community -owned quality education in a mission mode. It was a response to the demand for quality basic education all over the country.
SSA’s core objective was to attain UEE in the Country. Its overall goals include universal access and retention, bridging of gender and social category gaps in education and enhancement of learning levels of Children.
Government of India had clear cut norms under SSA and RMSA where in State/Union Territories were given financial support of salary of teachers with a condition these posts of teachers shall be created in States/Union Territories Education Department on regular basis with same salary and service conditions as of State budget teachers.
There was clear directions from MHRD, DSE&L, Govt of India to the Education Secretaries of all States and Union Territories, that mentioned very clear that the teacher recruitment under SSA will be as per state governmentsnorms. In addition to this, as per State Rules under RTE Act, 2009, it is inferred that the teachers recruited and appointed for implementing the provision of RTE Act shall have pay and allowance at par with regular teachers. Further clarified that SSA is not seperated but aligned with RTE and all norms of SSA have became norms of RTE and norms of RTE Act became applicable to SSA including provisioning of teachers. Para 1.5 of SSA Framework for Implementation base on RTE Act 2009). SSA Framework of implementation’s Revised Norms clearly say that “state should maintain a unified teaching cadre and no separate SSA cadre is permissible as all teachers are ultimately to be borne by the State/ UT’s government”. But here in jkssa scheme you have seen was not implemented as per its norms, to put scheme back on the track. Jk government took decision not only to correct the implementation loopholes of SSA scheme but also to safeguard life and job of atleast more than 28000 SSA teachers. The decision was absolutely right but was takenlate. Jkgovernment constituted committee on August 13,was mandated to devise a comprehensive strategy to review issues of all school teachers in the school education department,including those funded under the ongoing centrally-sponsored scheme SSA and suggest possible solutions. The State Administrative Council (SAC) met under the chairmanship of then honorablegovernor Satya Pal Malik here,considered the departmental proposal based on the recommendations of the committee. All we know that decision streamlined the salary of SSA teachers and transitioned them in regular cadre teachers of state under the order 1263 GAD of 2018; Dated 13-08-2018.
But another problem still hunts persistently to teachers of particular cadre that is category system within system or categories with in department. By Categorized the teachers in different cadres is directly or indirectly “impacting upon quality education” in government run schools. By not giving the right to transfer to teachers of particular cadre “TGll and others” a chance to serve in their best capabilities, the department of school education has self deflated its claim of being quality education centric. I think like government took decision of streamlining SSA teachers late that might had negative impacts is now repeatedly doing same, when right to transfer is considered prohibited for particular cadre, it is discrimination against particular number of teachers in spite of when work nomenclature and status quo is absolutely same . There are various complex and complicated ramifications on teachers , students , propagation of education and quality of education but mostly teacher is suffering a lot , lets have a look on it !
1. Teachers Get Stuck at particular places.The opportunity to learn and grow is missing. There is no clear path to realize out put goals of job, Creativity, growth, and happiness are sorely lacking.No one wants to be stuck at a particular place for long time. When constraints and frustration set in, teachers are more likely to be wooed away by the competition. Or they may uncover a unique opportunity not even on their radar.
When people are stuck, they will move to a role that meets their interests and expectations. A culture of learning and development will enliven attitudes and shine a spotlight on developing talent.
2. Boredom problem
When teachers are bored stucked at particular place and their stagnation is harmful,They glance at their watch, waiting for the day to be over.This happens when a role lacks variety, the person is not a good fit, there is no comparative competition,or the day-to-day tasks become repetitive. Like the slow-moving clock on the factory floor, a buzzer signifying the end of a factory shift feels more like an escape rather than a job.It is like stagnation leads to boredom. Like a river or pond, with no movement.but actually No one wants to measure time throughout the workday. Rather, employees prefer engaging and challenging assignments where efforts make significant contributions. When this happens,time goes by fast!
Individuals look forward to what’s next with a sense of anticipation, rather than dread.
3. Psychological disorder.
Mental illnesses such as depression and stress are associated with retention of teachers at particular place for long time.Depression interferes with a person’s ability to complete physical job tasks about 20% of the time and reduces cognitive performance about 35% of time”2019 survey”.Research indicates” that psychosocial hazards are emerging as the leading contributors to the burden of occupational disease and injury of teachers. It has been experienced and observed that Psychosocial factors included social resources (social integration and emotional support), psychological resources (perceived control, self-esteem, sense of coherence, and trust), are damaged and psychological risk factors (cynicism, vital exhaustion, hopelessness, and depressiveness are increased by stagnation.
4.Lack of Communication
If teachers don’t understand or hear about how their efforts fit in to the bigger picture, departure is imminent. This will derail their commitment to the values and goals of the department. Communication from department i.e, continuous rotation stimulates engagement, especially when teachers make the connection between their contribution and goals this type of description will eliminate confusion and sided alignment.
5.forgot past
Recall questions when teachers were recent college graduates, what do you want to accomplish with your career? They had answered, “I want to change the world.” While this seems like a lofty goal, it is not a unique response. Every one ’ve posed this question many times and frequently get a variation of the answer, but depth was almost same . This complex cum multidimensional problem also deeply effect student performance.study findings show that while teachers’ positive attitudes have positive effects on students’ performance and personality developments, negative attitudes have a negative effect on both the performance levels and personality development of students
it is finding that teachers are estimated to have two to three times the effect of any other school factor, including services, facilities even other things on students
6. Teachers recruited under banner of ReT scheme are facing some spacialdisturbances from society like unnecessary interference,noneffective relationship between parents andteachers andlocality thinks broadly that teachers have ownership rights of school .
Why Transferis necessary?
by transfer yet one thing is true, we could all benefit from a more agile approach to listening and communication skills, a strategy that will encourage teachers / to explore their talent and find new ways to get prescribed results cum goals .Transfer is a horizontal or lateral movement of an employees from one place to another place or section, department, shift, plant or position to another at the same or another place where his salary, status and responsibility are the same. Yoder and others (#1958) define transfer as “a lateral shift causing movement of individuals from one position to another usually without involving marked change in duties, responsibilities, skills needed or compensation or salary “. It also can be temporary or permanent.Transfers are generally affected to build up a more satisfactory work team and to achieve the following purposes;To increase the effectiveness of the teachersand institution,to increase versatility and competence of key positions,to deal with fluctuations in work requirements, to correct incompatibilities in teachers relations, to correct erroneous placement,to relieve monotony,to adjust workforce and to do Disciplinary action Or to punish teachers performance government organisations and institutions, will be treated them with transfer to another place.To avoid Favouritism and nepotism, to avoid gaining capacity of influencing and egocentrism. Get rid from monotony in the work of a teacher, to create culture of accountability to his job ,So as to avoid excess dependency on particular teacher, otherwise may affect the purpose of hierarchy,would create transparency among the teachers and their work.
It curtains taking advantage and avoid unnecessary influence on others for their own advantage.To maintain healthy relationship in between all the staff members to retain harmonious environment to avoid unnecessary disputes. Teachers transfers is considerable, as most essential, Especially in the government departments holding single positions for very long time are affecting institutions working culture and it’s ccredibility. Departments having no transfers for their working power ( teachers) may create their own informal groups for their common interest and their own benefit. Subsequently, this may leads to secrecy in the flow of work, eventually, no transparency in work. My point of view, transfer of teachers will definitely benefit department and also keeps away disturbances and misunderstandings in between teachers. Department surely be able to get result oriented objectives and aims,with a higher priority in terms ofqualityeducation. It will definitely develop competitive spirit and inculcate the zeal among teachers and to acquire the skill, knowledge etc.will develop competent internal source of teachers ready to take new assignments at higher levels in the changing competitive environment.
Chip Conley, in his book “Wisdom@Work” states listening skills will optimize the value of multiple generations working together in the workplace. Experience is making comeback, learn how to repurpose your wisdom. these are dependent on transfer of employees.
If department of school education is interested in the future of work, quality educationdevelopment, the workplace, personal branding, workforce trends/ideas, agility, ability,comparativestudy,scientific temperament or how to cultivate happy competitive environment. Department shall have Agile approach to get these wished aims and goals. This is possible when cadre system with in department would be scrapped once for all.
A best news channel which publishes latest videos from Jammu and Kashmir which includes Politics, Public Grievances, Current affairs, Off-beat stories, Religion, etc. and We want to combine literature and journalism on one platform.
