The Voice of Contractual Teachers: Basis for Government Actions

This study examined the challenges encountered by contractual teachers in the Tanjay City Division during the school year 2023-2024, with the goal of identifying government actions that can address their concerns. Specifically, it assessed the extent to which contractual teachers experience hygiene factors (working conditions, salary and benefits, and job security) and motivator factors (recognition, responsibility level, and impact of job). It also explored the relationship between these factors and the overall job satisfaction of contractual teachers. A quantitative descriptive research design was employed, utilizing a survey questionnaire to gather data from 50 contractual teachers. The responses were analyzed using statistical tools such as percentage, frequency, weighted mean, and ranking to determine the extent of challenges faced by contractual teachers and their perceptions of potential government interventions. The findings revealed that most contractual teachers in the Tanjay City Division are female, aged 25–34 years old, single, and have 1–3 years of teaching experience. Most of them experienced financial instability due to insufficient salaries, lack of benefits such as health insurance and paid leave, and the absence of additional compensation for extra work. Job insecurity further adds to their difficulties, as many have no guarantee of contract renewal or long-term employment opportunities. Additionally, professional recognition is limited, with many teachers feeling undervalued and lacking opportunities for leadership roles or career advancement. The study underscores the urgent need for government interventions to improve the employment conditions of contractual teachers. Addressing financial instability and job insecurity through timely salary payments, stable employment policies, and enhanced benefits is crucial to improving their work experience. Additionally, efforts should be made to enhance professional recognition and provide career development opportunities to foster long-term job satisfaction. Schools and policymakers should implement support mechanisms such as professional development programs and teacher retention initiatives to ensure better working conditions, increased motivation, and quality education delivery.