This research work investigated the opinions of principals and teachers on the impact of conditions of service on the job performance and retention of teaching and non-teaching staff in secondary schools in Lagos State. The research was aimed at seeking the opinions of principals and teachers as well as the officers of Ministry of Education. The Objectives of the study was to determine the opinions of principals and teachers on the impact of salaries and other allowances, promotion, fringe benefits, staff development, staff welfare services and retirement benefits on the job performance and retention of teaching and non teaching staff. A total population of 9,936, which comprised of all teaching and non-teaching staff under study were considered. A total of 222 questionnaires were distributed to the targeted staff with only one hundred and eighty (180) respondents. The sampled size were randomly selected by a simple random sampling technique and multi- stage cluster sampling technique. A descriptive survey research design was adopted for the study. The data used for the study were obtained by the use of questionnaire developed by the researcher and validated by experts in Educational Administration and Planning of Ahmadu Bello University. The questionnaire was subjected to a pilot study conducted in some senior secondary schools in Epe Local Government Area of Lagos State and reliability coefficient was 0.94. Six research questions on what are the opinions of principals and teachers on the impact of salaries and other allowances, promotion, on the job performance and retention of teaching and non teaching staff in secondary schools in Lagos State were answered while Six null hypotheses formulated stated that there is no significant difference in the opinions of principals and teachers on the impact of salaries and other allowances, promotion, on the job performance of teaching and non teaching staff in secondary schools in Lagos State were tested using Chi Square Statistical Analysis. Findings indicated that all the Six Null hypotheses formulated were rejected, that shows that there was significant positive impact of prompt payment of salary, regular promotion, fringe benefits, regular staff development, adequate welfare services and access to retirement benefits on teaching and non teaching staff job performance and retention. Conclusions were made and recommendations were proffered such as paying teachers salary promptly, ensuring regular promotion as at when due, staff need to be sensitized and educated with regard to the purpose and use of pension benefits. A policy could be implemented to allow teachers to borrow a certain percentage from their pension to ease their financial burden. Finally, suggestions were proffered for further studies such as similar studies be conducted on the opinions of primary schools teachers in Lagos State.

 

 

 

Education is the bed-rock of any nation‘s defense. Education is that process that helps to develop the whole man physically, mentally, socially and technologically to enable him to function effectively in any environment in which he may find himself. (Federal Republic of Nigeria, 2009). Ogundele, (2000) observed that no nation rises above the level of its education and no educational system outgrows the quality and status of its teachers. Nakpodia, (2006) observed that in any educational arrangement, the success lies in the commitment of the teachers. Therefore, the relevance of job satisfaction and motivation are very crucial to the long-time growth of any educational system around the world. Teachers are expected to render a very high job performance. And the Ministry of Education is always curious regarding the job performance of its teachers. Also, the Ministry of Education demands a very high measure of loyalty, patriotism, dedication, hard- work and commitment from its teachers. (Ubom & Joshua, 2004). Unsatisfactory working condition and conditions of service which are the major contributory factors that are militating against the enhancement of teachers‘ effectiveness in their performance of duties. Factors such as inadequate fringe benefits, delay in the payment of retirement benefits, irregular staff promotion or non promotion at all, denial of rights of workers, delayed and unpaid salaries and allowances resulting in incessant industrial disputes and strikes, lockouts and academic dislocation.