Conditions of Work

This indicator measures the proportion of teachers and education personnel who have been provided with and have signed a contract specifying how and how much they are compensated for their work (monetary or non-monetary) and under which conditions they have agreed to perform their work.

1) Determine the total number of teachers targeted by the action (for example, there are 30 teachers working in the supported school). This data can be gathered from project level documentation or requested from school or learning space management or the relevant education authorities.

2) If contracted by the project/programme, review the teacher/education personnel contracts to determine whether they specify the compensation amount and conditions of work. If contracted by the national government or relevant education authority, request permission from the relevant management body/authority to review the standard contract. Refer to Important Comments below additional guidance and considerations of conflict sensitivity.

3) If the contracts do not include these specifications, then consider 0% of the teachers/education personnel as having signed a contract that specifies their compensation and conditions of work.

4) If the contracts do include these specifications, use administrative records (hard copies or digital archives from the project/programme) to determine how many teachers or education personnel have signed a contract that is considered to specify both teachers’/ education personnel’s ‘compensation’ and ‘conditions of work’. For example, of the 30 teachers in the school, only 25 have signed a contract that specifies their compensation and conditions of work.

5) To determine the indicator’s value, divide this number by the total number of teachers/education personnel in the given target area, and multiply by 100. For example, 25/30 = 0.83 x 100 = 83% of teachers have signed a contract specifying their compensation and working conditions.

Disaggregation of the data can be done by the education level and/or type of school or learning space (formal versus non-formal). Data can also be collected on teacher demographics (for example, age group, gender, level of education, ethnicity, mother tongue, wealth quintile, disability, displacement status and/or other specific vulnerable or marginalised groups) as relevant.

1) This is INEE Indicator 4.8.

2) The main guidance on this indicator is designed to measure the proportion of targeted teachers who have who have signed a contract specifying their compensation and conditions of work. If the purpose of the indicator is to assess wider trends in compensation and conditions of work, beyond the project scope, it is also possible to use this indicator to measure the proportion of all teachers in the area – targeted by the action or not – who have signed a contract specifying their compensation and conditions of work. To do this, use the total number of teachers in the assessed school/learning space/community/target area as your denominator (rather than the number of targeted teachers). This data can be requested from school or learning space management or the relevant education authorities. Data gathered from measuring the indicator in this way can be used for advocating for fairer conditions for teachers more broadly.

3) If collecting information on national or broader level compensation and conditions of work beyond the scope of an individual project or programme, make sure to carefully consider the associated risks in terms of fuelling discontent, increasing tensions and causing harm. The role of the organisation/institution collecting such information also needs to be carefully considered, including the purpose of gathering such data and the mandate to do so.

4) [Optional] To determine the validity, equitability or fairness of the compensation amount or conditions of work, take the following extra steps:

• Decide what type of compensation is considered valid for the indicator ‘compensation’. For example, is there a certain amount teachers or education personnel need to receive in order to be considered ‘compensated’ for their work (refer to national or Education Cluster/Working Group standards, where available). This might be a one-off payment or ongoing amount provided on a regular basis.
• Decide when the indicator ‘conditions of work’ is considered valid. It is important to decide which information (context specific or not) falls under the category ‘conditions of work’ and how much information is needed for the indicator to be valid. For example, is it enough to only have the number of working hours per week mentioned in a contract or should there be mention of the number of leave days, overtime policy, medical insurance, etc. be mentioned as well.  Where possible, refer to the national labour laws and standards that apply to schools/education. Where not possible, refer to national or Education Cluster/Working Group standards or the standards within the organization.
• To analyse the data further, check the teachers/education personnel who have not signed a contract specifying compensation and work conditions and check what they have in common. This could provide information on the reasons or criteria for receiving/not receiving or signing/not signing contracts.
• [Optional] To identify the percentage of teachers supported through coordinated conditions of work across education actors/partners (INEE indicator 4.9), utilise the conditions of work standardised by the local Education Cluster/Working Group or Ministry of Education to determine whether or not a contract meets the standards. This can include standardised job descriptions, descriptions of working conditions, and codes of conducts should be included in contracts:

         - Job tasks and responsibilities;

         - Compensation;

         - Attendance requirements;

         - Hours and days of work;

         - Length of contract;

         - Code of conduct;

         - Support, supervision and dispute resolution mechanisms.

Once it has been established which teachers or educational personnel have such conditions in their contract, follow the same calculation as described above.

5) Related indicators: 

     INEE

        - 4.9 % of teachers supported through coordinated conditions of work across education actors/partners

     IndiKit

        - % of workers with formal contracts (see Security of Employment indicator)