An  international  non-profit  developmental   organization   of 15 Ministries of Education in Southern and Eastern Africa, who apply scientific methods to monitor and evaluate the conditions of schooling and the quality of education.

A person, group or organization that has an interest or concern in, or can be affected by the results of, a particular action, objective, system or policy. It is good practice to consult and involve all stakeholders in decisions which affect them.

Expectations about teachers’ knowledge, competences, attributes and performance, which describe what good teaching is in a given context and what teachers need to know and be able to do in order to implement good teaching.

World Bank’s initiative to produce comparative data and knowledge on education policies and institutions, with the aim of helping countries systematically strengthen their education systems. Teacher is one of the policy domains focused by SABER. SABER-Teachers documents and analyses the teacher policies that govern public schools in education systems around the world, in both developing and developed countries.

See certification.

The difference between the number of teachers currently employed and the number needed to ensure education for all learners within defined learner/teacher ratios and other variables.

As part of an EMIS, or as a stand-alone database, a system designed to collect, manage, process and report individual teacher-level data about a teaching force.

The acquisition of knowledge and skills for the world of work, often delivered through private public partnerships between industry and education providers.

The proportion of employees who leave an organization expressed as a percentage of total workforce over a set period (often annually).

Failure to perform the duties of a role to agreed or required standards. Under-performance may have many causes, including lack of clarity about standards and expectations, insufficient training, excessive workload, ineffective communication, the “wrong person for the job” or outside personal factors. Under- performance should not be confused with misconduct or poor conduct