: An evaluation of STEM teacher recruitment and retention strategies in Dutse LGA, Jigawa State
- Project Research
- 1-5 Chapters
- Abstract : Available
- Table of Content: Available
- Reference Style:
- Recommended for :
- NGN 5000
Background of the Study
The quality of STEM education largely depends on the recruitment and retention of highly qualified teachers who can deliver innovative and effective instruction. In Dutse LGA, Jigawa State, recent educational reforms have highlighted the critical role that teacher quality plays in improving student outcomes in science, technology, engineering, and mathematics. Despite various policy initiatives aimed at attracting and retaining competent STEM educators, challenges persist in ensuring that schools have a stable and skilled workforce. Many schools in Dutse LGA struggle with high teacher turnover rates and difficulty in recruiting qualified personnel due to factors such as inadequate remuneration, limited professional development opportunities, and challenging working conditions (Usman, 2023). Moreover, the recruitment process often falls short of identifying candidates with both strong subject-matter expertise and the pedagogical skills necessary for modern STEM education. Retention strategies, including incentives, career progression opportunities, and supportive work environments, have been introduced but are not uniformly effective across all schools. Research indicates that a combination of competitive salaries, ongoing professional training, and a positive work culture are essential for retaining high-quality teachers (Abubakar, 2024). In the context of Dutse LGA, these challenges are further exacerbated by regional disparities in educational resources and infrastructural constraints. The lack of a coherent strategy that integrates recruitment with long-term professional development undermines the sustainability of improvements in STEM education. This study seeks to evaluate the current strategies for recruiting and retaining STEM teachers in Dutse LGA, assess their effectiveness, and identify gaps that need to be addressed. By exploring the perspectives of educators, school administrators, and policymakers, the research aims to provide a comprehensive understanding of the factors that contribute to teacher attrition and the barriers to effective recruitment. The ultimate goal is to propose evidence-based recommendations that can enhance the stability and quality of the STEM teaching workforce in the region (Abubakar, 2024; Musa, 2025).
Statement of the Problem (300 words)
Despite numerous initiatives aimed at enhancing the quality of STEM education in Dutse LGA, the recruitment and retention of qualified STEM teachers remain problematic. High turnover rates, coupled with difficulties in attracting new talent, have resulted in a shortage of experienced educators in the region. Several factors contribute to this challenge, including inadequate financial incentives, limited opportunities for career advancement, and insufficient support for professional development (Usman, 2023). The current recruitment processes often fail to prioritize candidates with specialized STEM backgrounds, leading to a mismatch between teacher qualifications and the demands of modern STEM curricula. Furthermore, the absence of robust retention strategies—such as mentorship programs, performance-based incentives, and supportive school environments—has compounded the problem, causing many skilled teachers to leave for better opportunities elsewhere. This persistent issue not only affects the quality of instruction in STEM subjects but also undermines efforts to improve overall educational outcomes in Dutse LGA. The resulting teacher shortage creates larger class sizes and places additional pressure on remaining staff, thereby compromising the learning experience for students. Addressing these challenges is critical for ensuring that the benefits of STEM education are fully realized. The current study will investigate the effectiveness of existing recruitment and retention strategies, identify the key challenges faced by schools in attracting and keeping qualified STEM teachers, and propose actionable recommendations to enhance these processes. The findings of this research will be vital for policymakers and educational leaders seeking to create a more stable and proficient teaching workforce in Dutse LGA (Abubakar, 2024; Musa, 2025).
Objectives of the Study
-
To assess the current recruitment strategies for STEM teachers in Dutse LGA.
-
To evaluate the effectiveness of retention strategies for STEM educators.
-
To recommend improvements to enhance teacher recruitment and retention.
Research Questions
-
What recruitment strategies are currently employed to attract STEM teachers in Dutse LGA?
-
How effective are the existing retention strategies in maintaining a stable STEM teaching workforce?
-
What additional measures can improve both recruitment and retention of STEM educators?
Research Hypotheses
-
H₁: Competitive remuneration positively influences the recruitment of qualified STEM teachers.
-
H₂: Ongoing professional development is significantly associated with higher teacher retention rates.
-
H₃: Supportive work environments contribute to sustained job satisfaction among STEM teachers.
Significance of the Study (100 words)
This study is significant as it provides critical insights into the recruitment and retention challenges faced by STEM educators in Dutse LGA. The findings will help policymakers and school administrators design effective strategies to attract and keep highly qualified teachers, thereby enhancing the quality of STEM education. By identifying gaps in current practices and proposing targeted interventions, the research aims to improve teacher stability and create a more conducive learning environment, ultimately benefiting student outcomes and contributing to long-term educational development in the region.
Scope and Limitations of the Study
This study is limited to evaluating the recruitment and retention strategies of STEM teachers in Dutse LGA, Jigawa State. It focuses solely on teacher-related factors and does not extend to other educational issues or regions.
Definitions of Terms
-
Recruitment: The process of attracting and selecting qualified candidates for teaching positions.
-
Retention: Strategies and practices used to maintain a stable workforce by keeping teachers in their positions.
-
STEM Education: An interdisciplinary approach integrating science, technology, engineering, and mathematics instruction.
Related Project Materials
THE IMPACT OF AGRICULTURAL DEVELOPMENT PROGRAMMES ON THE ECONOMY
Background of the Study
Agriculture is the foundation and bedrock upon which the development of stable...
The impact of continuing education on reducing social vices in Lafia Local Government Area, Nasarawa State.
Background of the Study
Social vices such as substance abuse, criminal behavior, and other forms of deviant conduct have long troubled co...
An examination of local government responses to natural disasters in Birnin Kebbi Local Government Area, Kebbi State
Chapter One: Introduction
An Exploration of Forensic Accounting in Curbing Oil Revenue Theft: A Case Study of Warawa Local Government, Kano State
Background of the Study
Oil revenue theft remains one of Nigeria’s most significant challenges, depriving the governm...
COST EVALUATION OF ROAD TRAFFIC ACCIDENT IN NIGERIA USING HUMAN CAPITAL APPROACH
ABSTRACT
Nigeria experiences the highest rate of road traffic accidents resulting in fatalities and various levels of in...
EARLY CHILDHOOD EDUCATION AND THE DEVELOPMENT OF FARM-TO-TABLE INITIATIVES
ABSTRACT: This study examines the role of early childhood education in developing farm-to-table initiatives among young children. Early exposu...
The effect of informal education on students’ ability to engage in environmental advocacy in Awka North Local Government Area, Anambra State
Background of the study
Environmental advocacy has become an essential component of contemporary education as societies in...
The Impact of Disaster Simulation Training on Nurses’ Emergency Response Skills in Federal Medical Centre, Minna, Niger State
Background of the Study
Disaster simulation training is an essential tool for improving the preparedn...
The Impact of IFRS on Corporate Social Responsibility Initiatives in Nigeria
Background of the Study
Corporate social responsibility (CSR) refers to the ethical responsibility of companies to contribu...
The Psychological Impact of Domestic Violence on Women’s Mental Health: A Case Study of Federal Neuropsychiatric Hospital, Enugu State
Background of the Study (400 words)
Domestic violence is a pervasive social issue that affects millions of women worldwide, causing signi...
