LILONGWE(MaraviPost)-The leadership of Lilongwe Private School continues to face renewed scrutiny following an interface meeting held on 11th November 2025 between the Board of Trustees and representatives of the Concerned Citizens of Malawi.
The meeting, which took place in Lilongwe, brought together Board Chairperson Mr Bheda, trustees Mr Kalaria and Mr Tikambe, alongside Comrade Edward Kambanje and Pastor Victor Nyanyaliwa, who attended on behalf of the concerned citizens.
The primary aim of the engagement was to address a series of grievances raised by members of staff from Lilongwe Private Schools, many of whom allege persistent problems in leadership, management, and staff welfare at the institution.
Among the issues presented were concerns regarding the professional conduct of the primary school head, questions surrounding salary increments, claims of discrimination, disciplinary inconsistencies, and immigration matters relating to the head of the primary section.
The Board responded to these matters by first defending the professional credentials of the primary school head, stating that she is well qualified, experienced in teacher management, and generally maintains a positive working relationship with her staff.
It was further emphasised that although the majority of teachers appreciate her leadership, some may naturally express dissatisfaction with certain management decisions.
The Board also highlighted that under her stewardship, the primary section has registered a 95 per cent improvement in both discipline and academic performance, though they acknowledged that communication challenges related to her accent have caused difficulty for some.
On remuneration matters, the Board clarified that the school operates under established conditions of service where staff are employed strictly on merit, including management positions.
It was explained that the school conducts annual staff appraisals, with salary increments ranging between 10 and 20 per cent, depending on performance.
The Board also stated that all members of staff—regardless of religion or nationality—receive uniform benefits and incentives as part of the institution’s motivation framework.
They added that only two teachers were excluded from this year’s increment because their contracts expire in December, prompting management to withhold salary adjustments.
In addressing claims of discrimination, the Board insisted that the school maintains a 50:50 enrolment policy between Malawian learners and those of other nationalities each academic year.
They further maintained that class allocation and seating arrangements are determined solely by performance and managed exclusively by class teachers without administrative interference.
It was also stated that classrooms accommodate between 25 and 30 pupils irrespective of racial or national background.
On disciplinary procedures, the Board affirmed that the school follows a structured student policy whereby minor issues are handled at class level, while serious matters escalate to the disciplinary committee involving both teachers and parents.
The Board denied any form of bias in the handling of unruly or underperforming learners and cited a recent incident in which a student was expelled after parents refused to cooperate with disciplinary processes.
On the immigration status of the primary section head, the Board clarified that she legally entered Malawi to join her husband and later applied for her role based on qualifications and experience, and now holds a valid work permit.
Attention then shifted to broader concerns relating to leadership practices, staff morale, and professional equity among teachers, where the Board acknowledged several internal challenges.
These include allegations of some members of staff offering private tutoring in breach of school policy, and reports of teachers openly challenging management decisions.
There were further claims of certain teachers selling textbooks and one teacher accused of sowing confusion, bullying pupils, and repeatedly attracting complaints from parents, learners, and fellow staff.
Management confirmed that disciplinary measures have been taken, including the withholding of salary increments for those found to be promoting misconduct.
At the conclusion of the meeting, both parties agreed on the need to work collaboratively for the benefit of the school, with an expectation that management would enforce disciplinary procedures fairly and appropriately.
However, concerns have resurfaced barely days after the interface meeting, with reports that newly recruited teachers have been informed that they will not receive salaries during the holiday period.
This development has been condemned by concerned stakeholders, who argue that Lilongwe Private School has always paid both permanent and probationary teachers during holidays.
The decision has therefore been described as an act of exploitation, raising fears that management may be reneging on assurances made during the meeting.
Comrade Edward Kambanje and Pastor Victor have warned that if the promised reforms are not implemented with urgency, further action will be taken in defence of teachers’ rights and the welfare of learners at Lilongwe Private School.
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