Retention of Teachers in schools

Active participants are: Mr. S C Vohra, Mr. Jeeva, Mrs. Suryavathi, Mr. Sunil Joshi, Mr. Ram Prakash Sharma, Mr. Mohan Singh, Mrs. Gulshan, Mrs. Uma, Mr. S I khan, Mrs. Archana khurana Sharma, Mrs. Annapoorni Balan, Mr. Sanjay Parmar, Mr. Sanjay Agarwal and Mr. Azeez

Strength of a school lies in the stability of its teachers. Frequent changes of a teacher at whatever may be the reason for that, the reputation of the school is degraded definitely in the sector.

It’s said the whole philosophy lies in two words - obtain and sustain. Before we discuss how to retain teachers , we should discuss how to recruit good teachers. Good teachers are not easily available. In fact , we as principals have to compromise with average teachers depending upon the managements policies and school budget. Then we have to work hard with them  over a period of time and turn them into quality teachers. When such teachers try to fly away in search of greener pastures, it’s natural to feel sad. We can’t stop all such teachers to spread their wings in the blue unknown, we can definitely minimise the number.

First and foremost task is to treat them with the dignity they deserve. They need to be felt important and stake holders in the school administration. The head of the institution must develop a personal rapport with all the teachers and keep them into confidence. He/ she should never boss over them. From time to time family get togethers must be organised to create a healthy family atmosphere. Their monetary interests must be looked after so well that they don’t think of making their nests elsewhere.

Head should act as a cushion between staff and management in times of crisis and stand by them through thick and thin. Timely payment of salaries and performance linked incentives also help in retention to a large extent.

A teacher will never join a school for immediate leaving from the school. Teacher knows well how it affects education of a child. Most probably unban schools not coming under  this kind of loop. In urban sector schools get easily teachers of their design. Because easy availability. And Teachers do not bother about any reasons such as respect, salary.....Because they may find part time jobs such as coaching and tuition classes for their extra income or to fulfill the loss of salary. But in rural section schools are affected more. Teachers may give varied reasons such as distant place, no professional growth, tight schedule, colleagues are not good, students are very brilliant and I am unable to coop with them, students are not good at studies, Principlal is not good, no increments, no appreciation from the ends of management and Principal, no facilities, no good environment, poor salary, more strength, village school, no leave granted, .......But whatever may be the reason the teacher gives, might be true or not, management and Principal should devise a mechanism by which a teacher should not prefer to leave. It’s difficult enough to find the right person to fill an open position.

Recruitment efforts take time and money. Jobs sometimes take months to fill, and if everything goes well, the right person is placed in the job. Sounds difficult? It is. But that’s actually the easy part. Once someone has been placed, what is being done to keep them? Placing a right person in a wrong position and wrong person in the right position create always problems.

Who's responsibility it is to have a right person to a right position and to retain the person for a long run in a school. Today’s employees have options and opportunities. If they aren’t happy, they will leave. They will find a new job and the school will be left with an open position to fill – which takes time and money.  Lots of time. Lots of money. Retention is a big issue. Knowing what makes people happy in their job and doing the right things to make sure they are happy, will not only help the school's bottom line, it will make the organisation culture a positive place to be. Who wouldn’t want to work in a positive environment?. Here’s the problem. Many people think school culture is created from the top down, from HR, or other places. While that may be partially true, in the long run, that method of creating, maintaining or changing company culture only works in instilling very general elements of the culture.  Why?. Because leadership and HR are often not working alongside the rest of the organization on a day to day basis.  It is difficult to instill a culture if you aren’t regularly spending time with most of the people in the organisation.  While it can be trickled down through the different management levels, it isn’t always the most effective way to ensure everyone gets the same message.

In top schools like Doon, Lovedale, Daly, St Joseph, Loyala, Hindu, Padma sheshathri.....who has created such a culture and name. Is it the Principlal? Founder? Governor?....It is created by the these cultural elements evolved from the people. Organisations culture has a big influence on employee satisfaction. I recently asked people on LinkedIn which factors of the culture have the biggest impact on retention.  I listed a number of choices, and everyone was also able to add other factors which were not listed.  Responders commented on the post itself and I also received a number of private messages. The results show that even though there is so much talk about creating organisation culture, many organisations are missing the mark.

The fact that RESPECT was the one factor that was mentioned far more often than the others says much about what is really happening in many organisations today. For every element in a culture, employees can take actions to improve the culture and their place in it. Sometimes they may need to have difficult conversations with their managements  and leaders are not always willing to accommodate their needs and requests. When this happens, employees need to decide what will work best for them, to stay in a place which doesn’t satisfy these needs or to seek other employment. It is all about choices and it is the employee’s choice about how to proceed. Below is the list of cultural factors impacting employee retention, which was discussed on LinkedIn. It is listed in the order of most to least frequent mentions.

1.Respect is EVERYONE’s Responsibility!Respect each other by the age, by the experience, by the qualifications, by the nature of the person. It should begin from the leader. The leader should compete and lead others in giving respect to his subordinates. It is better giving respect than getting. If Work is God, then who is he performing the work. Should he be Respected or not?. It is the failure of the head of there is no mutual respect among the people in the campus. Respect between the Teachers, between the students and between Teachers and students is to be taken care more. An organisation which is built upon the Foundation of mutual respect never be doomed. If  leaders view their employees as co-workers instead of subordinates, empower them to make decisions and demonstrate they trust the employee’s abilities, employees will feel more respected.  School leaders can and should always model respectful behavior. This is to be taken  significantly more than any other factor.  People want to be respected as people, for their knowledge and for their work.  Respect also comes in the form of trust – trusting leaders, employees, and peers. 

2. Organisation's culture is everyone's responsibility
culture has a big influence on employee satisfaction. I recently asked people on LinkedIn which factors of the culture have the biggest impact on retention.  I listed a number of choices, and everyone was also able to add other factors which were not listed.  Responders commented on the post itself and I also received a number of private messages. Retention is a big issue. Knowing what makes people happy in their job and doing the right things to make sure they are happy, will not only help the school's bottom line, it will make the organisation culture a positive place to be. Who wouldn’t want to work in a positive environment? Everyone needs to stop only looking toward leadership to create and maintain the culture. Everyone needs to take responsibility for it on their own.

3. Career Path / Advancement is EVERYONE’s Responsibility!
Every employee is responsible for managing their own career path. If you were to ask employees what they would like their next role to be, they can usually answer that question. Growth and development are two different factors in an organisation. Individual in an organisation should grow and development is to the organisation.  If it is reversed, retention is impossible. Leaders should ensure the individual growth and development of the organisation together. It is indeed directly proportional to each other : If you were to ask them their long-range career goals, you will find that many have never even thought about them.  Employees should set career goals, share them with their leaders and work together toward that goal.  They themselves should look for internal and external training to prepare themselves. They need to seek new tasks and experiences which will help them grow.

4. Professional Growth is EVERYONE’s Responsibility!
Everyone in an organisation needs to take charge of his/her own professional growth. While there are some leaders who encourage professional growth, there are also many who discourage it.  It is up to the employee to identify courses to take and explain to the manager how these leaders can help accomplish their tasks and assignments.  *Mentorship* is also important. If the organisation doesn’t have a mentor program, employees should take the time to find someone who has accomplished similar goals. This can be someone inside or outside of the organisation. Employees take charge of this by scheduling time to meet with their prospective mentor, preparing a list of questions about how they got to where they are and asking them for guidance. Most people are willing to help someone else, but if someone is not, there are plenty others that are. Retention is not at all possible if the employee does not have the above mentioned two. *Professional growth and mentorship*

5. Money Earned is EVERYONE’s Responsibility!
Everyone is responsible for their own compensation. While it is true that the company sets the salary, it typically falls within a range. It is important for everyone to know their market value and ask for compensation within that range. *Retention is not possible when compensation is compromised* Are you being paid your worth?  Ask a question to yourself. If not... learn a lesson from it if not paid well.

Some suggestions.
From the Lesson learned… If you have a question, don’t be afraid to ask. It’s usually not what you are asking, but how you are asking.  Asking for clarification opened the door to the conversation without making it a confrontational situation. I don’t know if it would have gone as well if I accused him of paying me less because of gender.  Sometimes (many times) there is much more decision-making information we are unaware of. We really didn’t know the reason for the salary decision, so asking about it first was a better move. *Speak to the right people* Don’t waste time complaining to a co-worker who can’t resolve the issue. Speaking to the wrong people causes unnecessary negativity. If it is a real issue that needs to be addressed, speak to the person that can help resolve it.  *Know your worth* If we knew our worth, we would have better negotiated when the job was offered. Today, there are many online resources that can help figure out what you are worth. Salaries may vary, based on location and industry, but with some research, all that information can be found as well. Get paid for the market value of the job.

6. Recognition is EVERYONE’s Responsibility!
À very big heart is a must for the leaders to recognise and appreciate. Everyone should encourage recognition in the school.  Employees who take the time to congratulate other employees find they are often congratulated in return. Employees can change the culture by actively recognizing good work and success. They can even take it one step further by suggesting and implementing new ways to celebrate successes. This is one of the smartest way to retain Teachers. Appreciate for their success. Have some good words to say. It needs no money to buy some good appreciating words. You can make their day worth and purpose of their existence great.

7. Personal Growth is EVERYONE’s Responsibility!
Everyone is responsible for his or her own personal growth. Presentation skills, writing, goal setting, are all examples of skills which may or may not be directly tied to a job but are all types of personal growth. If training is not available in-house for these types of skills, employees should seek true training elsewhere.  Not all training needs to have a cost. Training can take many forms and there are many YouTube videos and podcasts which are free of charge. Above all *Ensure that their lifestyles modified after joining your organisation* Support them to lead a quality life. *Save their life from their lifestyles*

8. Challenge is EVERYONE’s Responsibility!
Everyone is responsible for seeing to it that they are challenged. If employees do the same thing day in and day out, they will get bored.  Employees who feel this way should discuss ways to be challenged with their leader and not by the leader.  Employees can seek or find challenging projects and offer to do them. If a leader  does not want their employee to step out of their role, the employee needs to discus the reason with the leader.

9. Time and Flexibility is EVERYONE’s Responsibility!
Issues around time and flexibility often center around family life. It did not get nearly the number of mentions as some of the other factors, but those who value time and flexibility strongly believe in its importance. Allow them to spend quality time with their families specially on their health.

10. Relationships with Co-workers is EVERYONE’s Responsibility!
This is also one of the best way of retaining the staffs through healthy relationships. Everyone is responsible for creating positive relationships with their co-workers. If an employee is having a difficult time with someone, they should reach out and try to fix the relationship. Socializing, eating lunch together, etc. are ways to form strong bonds with co-workers. Sometimes this extra time and effort goes a far way.

*Dear Principals and school managers*.......

Right after the recruitment process has come to a successful conclusion, a new challenge comes up for you. Recruitment process is not an end, it is a new challenge....
Increasing employee retention is pretty similar to the recruitment process insofar as both should be
1) structured
2) people-centred
3) results-driven
And your ultimate goal should be, Making sure your staff members are satisfied and engaged enough, they couldn’t even dream of moving elsewhere. And It is achievable. *Achieve this by keeping some of these points in mind*.

*1. IT'S ABOUT THE SKILLS AND THE PERSON* Obviously you want hire people with the right skills for the job, but whether a person is a good cultural fit is actually a better predictor of success and your new hire sticking around for at least a few years. But don't take the candidate's word for it. In your recruiting process be sure to include culture questions and ask your candidates' references about their work styles too. Here are some sample questions to help you understand a candidate's views on teamwork and leadership and can easily be adapted to conversations with references:
1. Give an example of a successful project that you were part of. What was your role? What made the project successful in your view? 2. Share a time when you experienced working with a difficult coworker on a team. How was the coworker difficult and what did you do to resolve the situation to encourage the team's ongoing progress? 3. Tell me about a time when you created agreement and shared purpose from a situation in which all parties originally differed in opinion, approach, and objectives. The above all Questions are culture fit Questions to assess an employee in an interview (keeping the core value is TEAM WORK). Some of the answers in expressions  of the candidates are given for your personal reference from which you can adjust your conclusions about the candidates before hiring. Cultural fit answers.... keeping core value of the organisation is TEAM WORK. When you assess cultural fit. The candidate: Expresses comfort, and even a preference, for working with and on teams, Articulates his or her strengths in a team environment or working on a team, Is able to discuss the role that he or she typically plays on a work team, Describes a level of comfort how co-workers or bosses view his or her contribution in a teamwork environment, Says we when describing accomplishments, Attributes the success of endeavors to the group, Does not say I and me in response to many questions, and When describing past approaches, problem-solving, achievements, endeavors, and projects, in response to other interview questions, includes forming a team or teamwork solutions as viable options.

*2.PROVIDE CONTINUOUS TRAINING AND UPSKILLING OPPORTUNITIES*
We can't stress enough how training is something that needs to be done right and consistently throughout the onboarding process. It must also be an ongoing process for all employees.  Someone you hired a couple years back needs to stay up to date  on all the latest developments, tools and technologies in their area of expertise.  Be sure you're helping them do their job better and helping them learn new skills that will get to the next level in their current role, get that promotion or even make a lateral switch if that's where they'd like to go. We are deliberating on this issue for quite a long time. What I particularly feel is that there can be end number of reasons for not being able to retain an employee or what actually they might expect. What cut across the line is that everyone's need and motivation level is highly individualised and we should address their needs after identifying them rationally. Moreover if we can give a personal touch and be available when they need us the most, probably that magic works. Employees will leave only when they will have no other option but to move. In that case attrition level will be reduced if not eliminated

*3. CLEARLY DEFINE WHAT SUCCESS LOOKS LIKE AT YOUR COMPANY*
This helps both leaders and employees manage expectations - and mismanaged expectations is one of the biggest reasons for people leaving their jobs.  Of course everyone has their own definition of success, but if your employees' definition of success is generally well aligned with the company's definition, you're more likely to have happy, engaged and sucessfull employees.

*4.FIND A RELIABLE WAY TO TRACK EMPLOYEE MORALE & ENGAGEMENT* Some schools  send out a yearly "employee engagement" survey, and we're not saying it's not a helpful tool, but in today's world of technology there are more consistent and reliable ways to check in on your employee's morale and engagement.  A yearly survey is a snapshot in time, highly influenced by the current climate at work and the previous couple months.  Why not regularly check in with your employees with small "pulse checks"? You're more likely to see trends form and catch warning signs before they snowball into bigger problems

*Conclusion:*

The Core of Human Resources should focus on a fine tuned approach of Attracting, Retaining, Motivating employees. Some ways to retain employees is through the following:

1. Attracting right employees, Recruitment is a very important function. First formal communication of an employee is with the Onboarding team/ Recruitment Specialist. The Recruitment process should be able to attract right talent & reward them equally with compensation & benefits (Similar jobs & similarly skilled employees have to be paid equally), Job opportunity (which utilises there skill & offers them a challenging job to scale up & realise there potential), Training & Development (should help or the employees perform there job better).

2. Employees can be motivated, by ensuring that employees who perform well are rewarded which encourages positive environment, increases productivity, boosts there morale. The HR processes systems should be capable enough to identify employees who need coaching, mentoring or a whole performance improvement program.

3. Leadership should be able to showcase the “Values/Principles” of the organisation. Let us say that the organisation supports the value of being Transparent/Fair or being ethical. These values should be underlining principles of all operations/transactions from a complicated exercise of negotiation with the client or a grievance handling with a contract based employees.

4. Employees should be encouraged to share there feedback through various means and Communication Channels like Employee satisfaction surveys, 1:1 Discussions etc. The suggestions should be implemented & rewarded (Based on the values & measuring the impact of these suggestions).

5. Employee wellbeing is also crucial (Employee wellbeing identifies the individual's happiness at work) A significant influence on their happiness level is their subjective opinions surrounding their job and their employer. The environment should encourage them to also balance there work life Offer them flexibility to also fulfil there personal goals through various initiatives & policies - Stress survey, Work from home , Working for specific hours in a week.

6. Retention at the same time can be very specific. The issue can be addressed by having a 1:1, group & leadership level discussions. Trend or Data Analysis which can suggest the required initiatives prior to a resignation.

https://www.unglobalcompact.org/participation/report/cop/create-and-submit/detail/421969

Improvement in school leadership

https://www.quora.com/How-can-school-leadership-reduce-school-failure/answer/Pooma-Educational-Trust?share=c9281d93&srid=tgVuP

Improvement In School Leadership

Leadership is an inherent quality to motivate,to channelize the masses  onto the right and God’s driven pathway of humanity.This is actually (apart from present scenario) the mode of conveyance of God’s messages to others, where educators are at the highest point of hierarchy of leadership chain in schools/colleges to guide,facilitate and motivate the teachers who are the leaders of students for the improvement in education system,we need the real heroes/facilitators/mentors to be jkust in their style of teaching,their way of providing the right kind of atmosphere for the growth and development of stakeholders.There is the need to adopt various strategies to fulfill all:

1. JUST BEHAVIOUR of the leader at every point with every other person keeping oneself strict to some “Code of Conduct”.
2. REGULAR TRAINING/BRAINSTORMING to be arranged for the upgradation of both leaders and teachers through conference/seminar and exchange programs even the lectures/demonstration to be planned for group D employees.
3. INCULCATION OF POSITIVES from various cultures and backgrounds of different countries, to have an open mind to adopt the new methods of teaching.
4. TECHNOLOGY ORIENTED leaders to be more experimental in their life by giving stress to the addition of more of innovative methods of curriculum in school curriculum.
5. OVERALL DEVELOPMENT through conduction of various activities,skill development programmes and various practical approaches like exchange programme,field study etc.
6. CODE OF CONDUCT is always to be maintained for all present in the organization starting from class IV to the highest management level.
7. THOROUGH INVOLVEMENT OF SCHOOL LEADER in classes with students and interactive session with the parents at different times,howsoever regular PTA’s meeting to be organized and parents need to be the part of certain plannings and their execution.
8. SPECIAL STRESS on the basic fundamentals of life by the educator time to time regarding good and healthy food,sound lifestyle and exercise/meditation.

https://www.unglobalcompact.org/participation/report/cop/create-and-submit/detail/417441

School Administration - Dr. Sekar Srinivasan, Senior Principal.

SCHOOL ADMINISTRATION

MEANING:

The term educational administration is very comprehensive. It is concerned with the formulation,e xecution and appraisal of educational policies. A school comes into being through the process of organizing and then comes its administration.

PURPOSE:
Running or functioning of the school is the job of head of the institution. This does not mean that only the head and none else is responsible for administration. The head is the leader who is to make all other follow him. Thus, educational administration is more or less a co-operative undertaking and in the language of economics it is a “non- profit making enterprise”.

DEFINITION:
Educational administration consists of facilitating the development of goals and policies basic to teaching and learning, stimulating the development of appropriate programs for teaching and learning and procuring and managing personnel and material to implement teaching and learning. Alternatively,“All those techniques and procedures employed in operating the educational organization in accordance with established policies is defined as admin. It is a social statesmanship which guides educational activities,plans and provides leadership in a long term but broad based social perspective.It is the process of utilizing appropriate materials in such a way as to promote effectively the development of human qualities.

A process concerned with creating, maintaining, stimulating, controlling and unifying formally and informally organized human and material energy within a unified system designed to accomplish predetermined educational objectives.

The eight areas which explains the scope of school administration includes the following:

1 .PRODUCTION:
Educational administration has to interpret the aims of education to the educational workers so that they may shape the final product of education (the achievement of pupils) in the desired form and shape

2. ASSURING PUBLIC USE:
It is the business of educational administration to define the operations
needed to make them known and promote them so that the final educational product is good for public and society.

3 .FINANCE AND ACCOUNTING:
It should record and measure the monetary and other resources invested in the
educational enterprise and also evaluate the inputs and outputs

4. PERSONNEL:
It is the framing and operation of policies and procedures for recruitment of workers
and maintenance of goodwill and personal relationships among them in order to ensure fullest interest , cooperation, moral and loyalty of all the persons working in the organization. This is especially important for educational enterprise where the whole work is centered round the impact of one type of human beings, the teachers, upon another type of human beings and students.

5. COORDINATION:
This is an important activity of educational administration. It ensures the close
interrelation and integration of all the functional activities of the organization such as personnel, finance and production of desired results such integration has to be
brought about not only in the structure of the organization but also in the attitudes and efforts of the workers, so that all of them pull together in the direction of the desired goals and achieve them.

6. CURRICULUM:
It is the means of achieving the goals of education. Educational administration has to deal with the problem of curriculum construction and its day to day development.It has to look after the continuous evaluation and progressive improvement of the educational programs which are urgently called for in view of the constantly going on scientific, technological and social changes. Administration has to pay close attention to the teaching-learning programs and processes and also to other instructional material. Important pupil services such as health, recreation and psychological services of testing and records, guidance and counseling and co-curricular activities etc.,have to be organized and administered for the benefit of the young.

7. PHYSICAL FACILITIES:
This comprise the area dealing with the problem of provision and maintenance of the school plant equipment and supplies their production, purchase, upkeep and accounting.

8. PUBLIC RELATIONS:
Education is a social enterprise which runs with the cooperation of students, teachers,parents and the community. Educational administration has to make each of them contribute to its due share to the success of the enterprise. It should therefore maintain effective public relations. This involves maintenance of records, information and bulletins about past achievement and future proposals. Administration should encourage community visitation and secure its participation and cooperation by a process of give and take ie, by utilizing community, resources and rendering useful services for
its welfare.

The above list and categorization are only suggestive and not exclusive. They are not arranged in any priority order as all others are equally necessary and important

https://www.unglobalcompact.org/participation/report/cop/create-and-submit/detail/417441

Future of Education - Exponential Technologies

https://www.unglobalcompact.org/participation/report/cop/create-and-submit/detail/417441

Future of education - Exponential technologies

When we begin to embrace the idea of a future that looks very different from today, we can harness these powerful technologies to create exponential impact.

As we think about transformation of the education system that includes exponential technologies, its important that we scan the current landscape but also patrol the border between now and next to best understand the changes that will likely disrupt our world as we know it, including the way we educate and learn using technologies.

Exponential technologies have a tendency to move from a deceptively slow pace of development to a disruptively fast pace. We often disregard or dont notice technologies in the deceptive growth phase, until they begin changing the way we live and do business.

Driven by information technologies, products and services become digitized, dematerialized, demonetized and/or democratized and enter a phase of exponential growth.

The beginning of how exponential technologies are impacting,
 1) What we need to learn
2) How we view schooling and society
3) How we will teach and learn in the future.

Exponential Technologies Impact How We Teach and Learn Technologies like artificial intelligence, big data, and virtual and augmented reality are all poised to change the way we teach and learn both in the classroom and outside of it.

And while theres no lack of enthusiasm around the potential of using virtual reality to change education, we are just seeing the first baby steps toward what will eventually be the full use of the technology. Google Expeditions, which aims to take students on virtual field trips and its clear that technologies undergoing exponential growth are shaping the skills we need to be successful, how we approach education in the classroom, and what tools we will use in the future to teach and learn.

Exponential Technologies are Technologies that are progressing at an exponential pace Foundational literacies are essentially the basics: reading, writing, science, math, and the arts.

Competencies are often referred to as the four Cs- critical thinking, creativity, communication, and collaboration-- the very things computers currently arent very good at. In a world where AI is becoming increasingly closer to a reality than a science fiction movie, reinforcing these skills are crucial to prevent all jobs from becoming automated.
In this list of 21st century skills, essential character qualities include curiosity, adaptability, and leadership to help students become active creators of their own lives, finding and pursuing what is personally meaningful to them. It is noted that the character quality of grit has become viewed as especially important as we transition into training students for a future we cannot yet fathom.

Technology can often be a barrier to teaching and learning.
poomabegam@gmail.com

Do Indian education system need a common and single board of education?

Sincere thanks to Mrs. Mili Ghosh, Mr. Reena Singh, Mr. S V Vohra, Mr. Pawan Gupta, Mr. Suresh, Mr. Chandan Kumar, Ms. Sweta Srivastava, Mrs.Bhuvana, 
Mr. Neeraj Gupta, Mr. Sanjay parmar, Mr. Shrinish Agnikothri and 
Mr. I AZEEZ.

A BIG YES!!! Let me explain why?

1.By Default choice: Rarely one opts for state boards out of choice. Anyone who opts for state board has two reasons;
(i) He/She can’t afford CBSE/ICSE school fees. Financial status. (ii) There is no CBSE/ICSE school in his/her area. Poor Remote and rural amenities such as transport, no of CBSE schools like state board schools at every 10 Kms....

2.Medium of  Higher Education is in English Only:  State Board students are taught translations of all subjects in their native language not in a very effective way. When we go for higher education, we have to begin from scratch. That’s the reason 90% of the unplaced students at IITs/NITs are those who belong to state boards, they are also very poor in communication skills in English. MNCs demand English, a good level of it. One must master it if one wants to work their. MNCs provide high paying jobs that lead to higher contribution to GDP per capita, higher expenditure on nutrition, education & health. That is what development means.

3. Quality study materials:  Highly Analytical & concept building books are available in English only. State Boards deprive their students of Books like Resnick Halliday & HC Verma in physics those are considered as world class standard in Physics.  Students’t pursue on their own because they have to write board exams in their native language & questions asked mostly belong to prescribed  books and book backs. That’s the reason why droppers after 12th are mostly from state boards. This makes students to prefer to refer of their own choice according to the prescription.

4. Cycle of poverty: One was poor, so opted for state boards. state boards make sure one becomes literate but not good enough skills. Education is supposed to be a ladder, an opportunity for the poor to break the shackles of poverty & unemployment.

5. Change/Update: Every education system needs change with time. There have been massive changes in question paper pattern, marking scheme, syllabus, teaching methodology etc. in central board syllabus. Whereas State boards of states have undergone negligible changes.  One shocking example is that some state boards teach Pustak Kala ( in which students learn book binding, how to makeglue, Seriously? where as central board teach C/C++/Java.

6. Anywhere and everywhere: A child from one state to another state can continue studies without change in the flow.

7. Online Resources:  It is on rise. All quality contents are available in English. Research papers are published in English. Quality and analytical news content & editorials are available in English. Good quality literature, films, TV series are in English.  Shall we wait for someone to translate these for us with his/her prejudices?

8. Loss to Indic languages?: No, indic languages are the languages of religion, culture, art, great traditions, literature and most importantly our language of communication. One can always pursue them as a subject, so is the provision & and always should remain so. But being realist, It's important to understand that the language of science & technology is English. I urge, Let it be.It's very much true and good to have common or single board system in our country. But not true and good in regional languages and history of the state. Subjects like history and languages...There are reasons why state governments should get involved in Education policy specially, with the central government.

What are those logics behind for involving the state governments and the boards of Education.?.

1. Education is listed in the concurrent list of the India Constitution. The state government as well as the central government can make laws regarding education.
2. Government expenditure on education is not sufficient in India. Citizens should have the right to choose education board which suit their economic conditions. NCERT goes according to the biased directions to frame the curriculum and syllabus specially in history and languages. NCERT alone cannot cater the history of the states, cultural values. They have to limit in few major areas. States say we are biased. Therefore formed SCERT, SCERT includes the history of the states more and limits the whole history.
3. Education is a fundamental right of a citizen in the country whether it is for degrees or values, depends on individuals.
4. To ensure education for all it should be provided to everyone in a way that is most suitable for them. For example, if a person can not attend school/college due to some reasons there has to be provisions to provide him education. We have distant education program/boards such as NIOS for such people.
5.Indian  is a land of diverse cultures. There are provisions in India which allow the states to contitute education boards and frame its own syllabus(under the supervision of NCERT) so as to preserve regional culture,languages,religious sentiments etc of the people concerned.
6.To expose Indian students to international standards International boards(CIE,IGCSE etc.) are allowed in the country.

Disadvantages and problems of having common syllabus system in our country
Now out thoughts are on..

1. One comittee cannot possibly decide what should be taught in schools to different kind of students all over the country. Monopoly may not be good. sometimes it may lead to befall of democracy. As an example....The rich dont want their kids to study the same stuff being taught to normal students. They want to look cool. Hence we have International Baccalaureate. (on a serious note, its just to be closer to the west in case you want to go there)
2.  People in different regions are inclined to certain professions (this might sound absurd and unbelievable). We have normal 12th standard in some areas, junior college in some, and coaching for colleges in other regions. As an example from my observations,  Mumbai is full of all kinds of coaching, Andhra Pradesh concentrates on engineering, Bihar on IAS, and Delhi on CBSE boards because Delhi University admissions depend on it.
3. Other answers pointed out that Education is on the Concurrent list. So, i would like to add one more point to this. Separate states have different cultures and different heritage, so the administration wants that the students of their states should the importance of their state too along with the nation, for e.g. I am a resident of Tamilnadu, I saw the TN Board books there wasn't much difference in the courses of PCM where it really differed was the literature part, we in CBSE are taught more reputed and regarded writers whereas the Tamil literature part in this board contained the works of writers who belonged to the state and made this state proud. The TNSB wants the students to know about them, if we go to some other state they would want to teach about their heritage and culture. Precisely why there are so many board of educations and each board has a slightly different curriculum.

Some of my thoughts include:

Our strength is unity and diversity. We do have varied culture and traditions. Still we are one. We are brothers and sisters. Our Question is like Its same like asking "Why India has so many languages?" Education, as with language, are devised or developed as part of cultural, historical, geographical and socio-economic scenarios. Different educational boards provide enough space to regional feelings which we, Indians have so much grown to love! Today we seek common syllabus in Education and tomorrow in language and day after tomorrow common religion and it never ends. Then where our unity in diversity stand. While countries, which have this unified culture, language, religion etc., have multiple boards, it is imperative for India to have too. By having more boards, our students are having a choice. Incase of a single board, there will be no choice for a student who doesn’t like the curriculum of the board. Now, I will have at my hand the ability to choose among various curriculums. I can choose the best one which fits me, according to my tastes, interests and ability. These choices are not even given to angels in the heaven. But our country is giving us the choices to choose. In response to the choices offered,
what we can do in return is....

Mainly, let us focus on the standard and the quality of education a school should maintain.

Let us  not only focus on quality education but also should offer a platform for dynamic personality development of the students.

Let us create such a environment where girls or boys can study together under a single roof.

It helps to develop the mutual understanding, confidence level and equality among students.

Let’s forget classes and think of the masses.

Once schools start providing quality education at an affordable price , the rich and creamy layer must be left free to go anywhere even abroad.

There is no data to reveal that IB and IGCSE or for that sake any other board is producing quality citizens except for better spoken English.

We wish to be best part in teachership of the world. Our dreams soon shall be realised if we focus on our system of Education.

Schools those are providing fecilities are also included. Rather than the fatty salary if a school assures job security, it would be better. Just seeking for simple hike, one has to jump over here and there.

https://www.unglobalcompact.org/participation/report/cop/create-and-submit/detail/417441