Schools are also embattled with disgruntled employees. Teachers, in pairs or in droves, would prematurely leave their current employer for several reasons. It could be an unexpected hiring in a foreign school with a different school year, or because of their lack of trust in their superior. Whatever it may be, hardly will there be a reason that can justify a teacher’s leaving without having to call the act selfish.
The teaching profession is a different specie. It’s not that easy to just leave the teaching job in the middle of the school year.
Consequences of leaving mid-year
Some, perhaps, are not aware of the dire consequences of making this decision to leave mid-year. Allow me to enumerate:
- First and foremost, the students suffer. Students are affected when a teacher leaves them suddenly. They are very perceptive. Grade 3 students are also perceptive.
- The grades of your students will be greatly affected if two teachers will compute their grades. Maybe it’s not too much of the computation of grades since there is a formula, but the type of tests that the new teacher will make will be different. It may be easier, or more difficult than the last one. Students will again have to adjust.
- Your co-teachers will take your 21-unit load. Not everyone can teach the subject you gave up, so maybe only 1 or 2 teachers will share your 21 units. If these teachers already have 21 units, then they will have additional 11 units. Teachers will become more stressed despite the overload pay, and will eventually resign.
- If you are a class adviser, you have already betrayed your students. Classes have become more “possessive” these days of their adviser. They feel that their adviser is the one who understands them the most and would be their strong defender. Then, their adviser leaves them behind.
- Overall, students’ learning is compromised.
There are other consequences that probably don’t matter to the resigned, but they are worth mentioning as well:
- Administrators will have a difficult time looking for a replacement teacher in the middle of the school year when most teachers are already employed.
- It’s a lost investment. The school has trained you during in-service trainings, sent you to attend seminars, mentored you (if any), and took care of you.
If someone resigns despite knowing these consequences, there are will only be two reasons:
- The teacher has really urgent concerns that are a matter of life and death, or an issue that affects her immediate family members.
- The teacher is just simply, well, to put it bluntly, selfish. He/She wants a better paying job. He/She has disagreements with his/her superior. He/She has complaints against the institution he/she has not voiced out.
“This is very good!”
Fr. Bobby SDB celebrated mass at our school and his homily tackled this mantra that up to now rings inside the classrooms being blurted out by our students: “This is very good!” He maintains that every seeming evil situation brings with it something very good as well.
What is very good, then, about cases like these that haunt your institution?
- Opportunity for administrators to reflect and re-evaluate the organizational structure that may have contributed to higher rates of premature resignations.
- For all we know, it is/was a good riddance.
- (Possibility of) Hiring of a better teacher, a more loyal teacher.
I could be wrong. I could be right. These are just my observations, and I don’t mean to make this sound research-based at all.
A great teacher is a loyal teacher. He/She doesn’t have to be loyal to the institution — it is enough that his/her loyalty to her students keep her until the end of the school year. If a teacher does exactly this before he/she applies, administrators should fight to keep him/her because he/she knows what teaching is really all about: about education. Truly, these are pearls of great price. Definitely worth keeping and fighting for.
…and the irony is that the resumé that qualified the teacher in another institution is printed using the school’s colored laser printer.