Anxiety almost always reigns supreme among the teaching fraternity when the Teachers Service Commission (TSC) advertises vacancies seeking applications from teachers for either promotion or recruitment.
For the educators, it is a worthwhile opportunity because some of them have stagnated in the same Job Group for over a decade. Nonetheless, a black cloud hangs over some teachers, especially those whose schools post poor results in national examinations.
The subject mean score is a crucial component during promotion interviews since it is one of the parameters used in the interview schedule hence a teacher in a well-performing school stands a better chance of promotion.
With respect to that, teachers in top-tier schools reap hugely while their counterparts in non-performing schools have nothing to smile about.
With the implementation of the 100 percent transition policy, learners who score as low as 100 marks in KCPE join sub-county and county schools while the crème de la crème make their way to national and well-endowed extra county schools.
In top-tier schools, academic excellence is easily attainable because of the matching learners’ abilities. Disciplinary issues are minimal and these youngsters are enthusiastic about every academic programme.
Further, the schools are equipped with ultramodern facilities, making teaching and learning seamless.
On the other hand, sub-county and county schools contend with a myriad of issues ranging from indiscipline, sorry-state infrastructure, and low capitation among others.
In day schools, some learners juggle parental responsibilities and schoolwork. Absenteeism, lack of self-drive and general disinterest in academics characterize these schools. A teacher in such a school will therefore find it hard to improve the mean score and effectively compete with their counterparts in the top-tier schools.
TSC should be cognizant of the dynamic circumstances in schools and learners’ divergent abilities therein, and thus enhance favourable and equitable competition when conducting promotion interviews.
Expecting a teacher in a sub-county school to post a similar mean score as that in a national school is an unfair expectation. Instead of a general interview schedule for all teachers, the Commission should evaluate whether the teacher has added any considerable value to students’ lives and reward the teacher’s effort accordingly.
The Commission should also consider automatic teacher promotion after every three years of service in one Job Group. Stagnation in one job group is disenchanting, thus, regular promotions will be a significant morale booster.
By Wornicks Gisemba
Gisemba is a teacher of English at Nkoile Boys High School, Kajiado Central. He is also an author and editor. wornicksg@gmail.com Website: www.wornicks.co.ke
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