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Wilson Sossion consults with TSC Director of Human Resource Management and Development, Josephine Maundu during a heated session on Motivated Teacher in Delivery of Relevant and Quality Education in a Mombasa educational conference last year. File Photo

Common cadre teachers screened for promotions

By John Machio.

The Teachers Service Commission (TSC) is scrutinizing Performance Appraisal Reports of 130,535 teachers in Job Groups ‘J’, ‘K’ and ‘L’ which form Common Cadre grades. All successful candidates will learn a promotion based on the outcome of these reports, Education News has established.
The Commission is vetting Evaluation Report for each teacher in the Common Cadre grades during Term One, Two and Three of 2016.Teachers who excel at the end of this process will earn automatics promotion.
The 130,535 teachers will be the first batch to be considered for promotion under the newly introduced system of Performance Appraisal and Performance Contracting.
The Director in charge of Human Resource Management and Development, Josephine Maundu has directed Human Resource Officers to peruse the files of all teachers due for upgrading and establish if there is any adverse report on record for the last one year,effective from January 1, 2016, or a disciplinary case.
In an Internal Memo (TSC/DHRM&D/MEMOS/14) dated February 23, 2017 addressed to the Acting Senior Deputy Director (HRM), Deputy Director (HRM), Acting Deputy Director (IPPD) and all Digit Heads, Maundu said that if a teacher’s Performance Appraisal Report is not on record, the tutor should be informed through the institution’s Head that the upgrading will be deferred until their Appraisal Report is made available.
The 2017 promotions will witness the first batch of teachers to be upgraded on the strength of Performance Appraisal Report based on the teachers’ implementation of school curriculum and co-curriculum activities. Those who score poorly will either be reprimanded or shown the door.
The Commission intends to use the Performance Appraisal Reports to effect promotions, transfers, deployments and also guide TSC in rewarding deserving teachers. The Commission will, however, determine the intervals at which these appraisals will be conducted.
The newly introduced system for identifying the strength and weaknesses of teachers was rolled out on January 1, 2016, starting with educators who fall under the Common Cadre.
The cadre applies to a category of teachers who may move from one grade to another without the need for a competitive selection process or availability of vacancies, provided they meet the minimum qualifications for the grade. This involves teachers in Job Group ‘J’, ‘K’ and ‘L’.
“The Commission operationalized Performance Contract/Performance Appraisal for all teachers under the employment of the Commission with effect from January 1, 2016,” Maundu states in the memo.
According to the TSC director, the Commission expects that all the teachers will have been evaluated for Term One, Two and Three, and their evaluation reports posted online for vetting.
The memo adds that a selected number of officers in each Digit have access to the teachers’ information and have been allocated password.
“It has been resolved that the guidelines should be adhered to as we promote the teachers and these include Human Resource officers to go through the files to seek those due for promotion and establish if there is an adverse report on record for the last one year from January 1, 2016 or a disciplinary matter. Officers with passwords should check if the teachers’ Appraisal Reports are on record.
“If the teacher has been appraised and no adverse report is on record, proceed to promote the teacher. If no appraisal is on record, communication should be sent to the teacher through the Head of the institution that the promotion has been deferred until their Appraisal Report is available online. In view of this clarification, we should have all pending cases concluded.”
Presently, Job Group ‘J’ (C1 under the new grading) has 15,140 teachers who will be earning between Sh27, 195 and Sh33, 994 when the new Collective Bargaining Agreement (CBA) comes into effect from July 1, 2017.
Job Group ‘K’ (C2 under the new grading) has 42,557 teachers who will be pocketing Sh34,955 rising to a maximum of Sh43,694 in the new CBA, while Job Group ‘L’ (under new grading C3) are 71,838 teachers who under the new CBA will be earning Sh43,154 per month rising to a maximum of Sh53,943.
Under the new system of upgrading teachers, it is Head teachers who willdetermine who is to move on to the next grade based on the recommendations that will be contained in the Performance Appraisal Report to be prepared by the Head of the institution and submitted to the Directorate of Human Resource Management and Development. This is to be done three months before the date of promotion is due.
In an earlier memo (TSC/DHRM&D/MEMO/14) dated July 15, 2016, Maundu effected the new system of upgrading teachers by ordering Digit Heads to prepare data of teachers under the Common Cadre and request Performance Appraisal Reports from Heads of institution before promotions are done.
“No promotion letter for Common Cadre grades will be issued from the date of this memo if the file has no Performance Appraisal Report from the Head of institution. This requirement will be progressively adjusted from January, 2017 once we receive the Performance Contract or Performance Appraisal Reports implemented in 2016,” said Maundu.
The TSC Code of Conduct and Ethics for Teachers (2016) states that any teacher who consistently displays poor performance or adverse appraisal ratings may after due process, have his/her services terminated.
The Code states that school heads will be required to provide oversight in the Performance Appraisals of teachers in their respective schools. Every Head of institution shall submit an annual staff Appraisal Report to the Commission.
TSC will take disciplinary action against a teacher who fails to complete and submit an Appraisal Report to the supervisor or refuses or neglects to discuss or sign the Appraisal Report.
The Performance Contracting and Teacher Performance Appraisal system was rolled out in public schools to enhance performance, determine promotion and guide the Commission on what measures should be taken against non-performers.
The system will also guide the Commission on establishing the staffing norms to ensure teachers are well-and-evenly distributed in schools or colleges without favour or discrimination.
It is also a long term plan for the Government to start paying teacher salaries and allowances based on their performance through contracts and not CBAs mediated by trade unions.
The Commission will also have Quality Assurance and Standards Officers (QAS) at the County and Sub-County levels. The officers will have powers to enter any school or college to ensure performance standards are complied with.
They will also be able to summon and interview teachers and any other person to provide information or materials relating to standards of assessment.
“The officers will carry out performance assessment and discuss the findings with teachers concerned for purposes of corrective action and continuous improvement,” according to the regulations.

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