Teacher Salary Structure & Pay Scale Policy
Fair, transparent salary framework for teachers at Madinatul Uloom Madrasa & Orphanage, aligned with qualifications, experience, and institutional capacity.
Madinatul Uloom Madrasa & Orphanage
Kaya Kori (Baligange Bazar), Nakla, Sherpur, Mymensingh, Bangladesh
1. Purpose
The purpose of this policy is to establish a fair, transparent, and structured salary system for teachers employed at Madinatul Uloom Madrasa & Orphanage. This policy ensures that teacher compensation reflects:
- Educational qualifications.
- Teaching experience.
- Level of responsibility.
- Institutional financial capacity.
The madrasa seeks to maintain a balance between supporting teachers with reasonable compensation and sustaining the financial stability of the institution.
2. Salary Principles
Teacher salaries will be determined based on the following principles:
- Fair and equitable compensation.
- Recognition of knowledge and experience.
- Encouragement of teaching excellence.
- Institutional sustainability.
- Transparency in financial management.
The madrasa reserves the right to review salary structures periodically based on operational needs and financial capacity.
3. Teacher Categories
Teachers employed by the madrasa may be classified into the following categories:
3.1 Junior Teacher
Junior teachers are typically responsible for introductory or foundational instruction. Examples include:
- Noorani Qaida teachers.
- Nazira Qur’an instructors.
- Assistant teachers.
These teachers usually have basic qualifications and limited teaching experience.
3.2 Senior Teacher
Senior teachers are experienced educators responsible for more advanced instruction. Examples include:
- Hifz instructors.
- Tajweed teachers.
- Islamic studies teachers.
They typically possess higher qualifications and significant teaching experience.
3.3 Lead Teacher / Academic Supervisor
Lead teachers are senior educators who also provide academic leadership. Their responsibilities may include:
- Academic supervision and quality assurance.
- Curriculum coordination and development support.
- Teacher mentoring and training.
- Student progress monitoring (Hifz and academics).
- Supporting institutional academic planning and reporting.
4. Salary Structure
Teacher salaries are determined based on qualification, experience, job responsibilities, and the financial capacity of the madrasa. The following table provides the general salary structure:
| Position | Approximate Monthly Salary Range |
|---|---|
| Junior Teacher | 5,000 – 12,000 BDT (including meals or food allowance) |
| Senior Teacher | 10,000 – 20,000 BDT (including meals or food allowance) |
| Lead Teacher / Academic Supervisor | 12,000 – 25,000+ BDT (including meals or food allowance) |
| Volunteer Teacher Assistant | No regular salary; lunch meals only (voluntary service) |
Exact salary within each range will depend on the teacher’s qualifications, experience, workload, and the madrasa’s current financial capacity.
5. Compensation Benefits
Depending on the teacher’s role and institutional capacity, compensation may include:
- Monthly salary.
- Meals or food allowance.
- Residential accommodation for boarding teachers.
- Eid bonus or special allowances (when possible).
- Professional development opportunities and training.
- Recognition awards for outstanding performance.
These benefits are subject to approval by the madrasa administration and may vary according to available resources.
6. Salary Payment
Teacher salaries will normally be paid monthly. Payments may be made through:
- Bank transfer.
- Mobile financial services (such as bKash, Nagad, etc.).
- Cash payment with official receipt, where appropriate.
All salary payments must be properly recorded in the madrasa’s financial records in line with the Financial Transparency & Donation Management Policy.
7. Salary Increment
Teachers may receive salary increases based on:
- Performance evaluation results.
- Years of service and loyalty.
- Additional responsibilities or promotions.
- Institutional financial growth and budget capacity.
Salary reviews may occur annually or periodically as determined by the administration.
8. Performance-Based Incentives
Teachers demonstrating exceptional performance, dedication, or contribution may receive:
- Special recognition or appreciation awards.
- Performance bonuses, where financially feasible.
- Promotion to higher teaching or supervisory roles.
Performance evaluations will be conducted using the Teacher Performance Evaluation Form and related HR processes.
9. Salary Approval Authority
All teacher salary decisions must be reviewed and approved by:
- Executive Director / Principal.
- Treasurer or Finance Officer.
- Executive Committee.
Major salary adjustments or policy changes may require approval from the Permanent (Standing) Committee.
10. Financial Sustainability
Teacher salary structures must always consider the overall financial capacity of the madrasa. Priority will always be given to ensuring:
- Long-term institutional stability and continuity.
- Proper care and support for orphan and vulnerable students.
- Responsible and ethical use of donations and charitable funds.
11. Policy Review
This Teacher Salary Structure & Pay Scale Policy will be reviewed periodically by the Executive Committee and Permanent Committee to ensure it remains fair, transparent, and aligned with the institution’s mission, financial realities, and regulatory requirements.
Institutional Commitment
Madinatul Uloom Madrasa & Orphanage recognises that teachers play a vital role in nurturing knowledge, faith, and character. The institution is committed to providing fair compensation, respectful working conditions, and professional support for all educators serving the madrasa, within its financial means and in accordance with Islamic principles of justice and Amanah.