The perceptions of adult learners about the adult basic education and training practitioners turn-over at the Witbank Education Circuit

Abstract

Adult basic education and training in South Africa is viewed as an instrument for social, economic and political development. However, over the years, the programme faced challenges relating to recruitment and retention of suitably qualified practitioners, resulting in high staff turn-over. The study focused on the perception of adult learners about the adult basic education and training practitioners turn-over at the Witbank education circuit to gain insight into the magnitude of the problem and recommend ways and strategies to address the identified challenges. The study used a mixed method approach, incorporating elements of both quantitative and qualitative research approach. The research sample comprised adult learners, educators, Adult center managers and adult basic education and training coordinators using purposive sampling technique. Data was collected using semi-structured questionnaires and analyzed using the eight steps of Tesch in Cresswell (2009:186). The results of the study revealed that the participants were to a large extent, aware that ABET practitioners’ turnover is a serious problem at the Witbank education circuit. The study participants revealed that lack of commitment and recognition by government to address ABET practitioner turnover decisively is impacting negatively on learners’ motivation, morale, study progress and their relationship with practitioners. This leads ABET learners to not take the ABET programme seriously, and drop of the programme due to lack of progress whereas most ABET practitioners take ABET as a waiting station for better jobs. A number of strategies can be employed to address the challenge of ABET practitioners’ turnover. Amongst others are the following: the basic working conditions of ABET practitioners should be improved. This will automatically translate into job satisfaction and long tenure, thereby counteracting current levels of high staff turnover. ABET practitioners should also be afforded relevant skills development programmes to ensure continuous professional growth and development.