ABSTRACT

This study was about salary structure and their effects on the performance of teachers in private secondary schools in Makindye division in Kampala district. Poor academic performance of students in Uganda has been linked to negative attitude to work and poor teaching habits which have been attributed to poor motivation (Ofoegbu, 2004; and Olatundun, 2007; Lockhead & dKomenan, 1988;). The main objective of this study was to assess the effect of salary structure on the performance of teachers in private secondary schools in Kampala district; while the specific objectives were: to the reasons to why teachers demand for a salary pay rise in private secondary schools, to identify the ways through which teachers are rewarded for their performance and to establish the effect of salary structure on the performance of teachers in those schools. The study was based mainly on Primary data in form of questionnaires, interviews and documentary reviews of the selected literature. The study employed both qualitative and quantitative techniques of data collection and data was analyzed using descriptive and correlation statistics with Pearson Product Correlation Coefficient and Regression analysis. The study engaged respondents of which the majorities were men, and also majority of them were degree holders according to their educational levels. It was established that, the nature of working condition reflects the teachers’ behaviors as well as performance at the work place and concluded that unfavorable working conditions leads to teachers’ demand for salary pay rise, the most commonly used types of performance based rewards were promotion and salary increment for better performance by teachers, salary structure affect the performance of teachers in different ways and it was realized that agreed salaries motivates teachers and increases their performance, improve teachers’ productivity and efficiency. Due to inconsistencies in the reward systems in the private secondary schools, this study recommends that salary structures should be made in considerations afler a fair and accurate evaluation of its effects on the beneficiary. Furthermore, the level of salary structure in schools should be based on the essence of ensuring that teachers are looked at as the prime components in the success of any school administratively and academically. Administrators should also be trained and sensitized about the value of salary structure and also be made aware that pay motivates teachers to perform at their best.