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The study explored the causes of poor academic performance and anticipated remedy in Islamic university primary school. The study was qualitative in nature and case study design was used. Purposive sampling technique was used to select 28 respondents who were interviewed. Data was collected through semi-structured interviews, documentary analysis and observation. The thematic analysis method was used to analyse data. The findings revealed that the causes of poor academic performance included, absenteeism, poor feeding, language problem, negative teachers’ attitude, inadequate support from administration, and poor school environment. The researchers developed a tool to help improve the academic performance in Islamic university primary school.  The tool explains that the school should provide professional administration, teacher motivation, in-service training, learners’ guidance and counselling, improve learners’ communication skills and provide a conducive school environment to improve the academic performance of the pupils.

The study examined the relationship between remuneration and staff retention. Specifically, it sought to examine the relationship between monthly salary, allowances and staff fringe benefits and staff retention in private secondary schools in Mbale Municipality. A cross-sectional survey design was adopted with both quantitative and qualitative approaches. A target population of 400 and a sample size of 216 with 190 teachers, 13 head teachers and 13 school proprietors selected through stratified proportionate random sampling (teachers) and census inquiry (head teachers and school proprietors) techniques were used. Data was collected through a closed-ended questionnaire and interview guide and analysed using descriptive statistics in terms of frequencies and percentages and Pearson product-moment correlation analysis. Qualitative data was analysed through thematic and content analysis. The study revealed a strong positive significant relationship between monthly salary and staff retention (r = .540, n = 190, p < 0.05), allowances and staff retention (r = .579, n=190, p < 0.05) and staff fringe benefits and staff retention (r =.540, n=190, p < 0.05). All the three null hypotheses were rejected. It is being concluded that a strong perception of remuneration is directly related to staff retention as staff believe in being remunerated to work and after work. The study recommends that teachers’ salaries be paid timely, school authorities should develop a sound policy mechanism on allowances and they should cater for medical bills, and advocate for NSSF benefits and accommodation to improve on retention of their staff.

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