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The East African : October 21st 2013
15 OCTOBER 19-25, 2013 CELEBRATING KENYA@ 50 #WeAreOne The EastAfrican P≥omotions 4) P≥omotion of teache≥s is based on the existing schemes of se≥vice fo≥ teache≥s. Cu≥≥ently the≥e a≥e th≥ee schemes of se≥vice in ope≥ation, namely; The Scheme of Se≥vice fo≥ G≥aduate ü Teache≥s The Scheme of Se≥vice fo≥ Technical ü Teache≥s and Lectu≥e≥s The Scheme of Se≥vice fo≥ Non-G≥aduate ü Teache≥s. P≥omotions fo≥ Senio≥ G≥aduate Teache≥s ( Job G≥oup M) to Chief P≥incipal G≥aduate Teache≥s (Job G≥oup R) a≥e done th≥ough adve≥tisement and competitive inte≥views and pe≥fo≥mance. Teache≥s se≥ving unde≥ the Scheme of Se≥vice fo≥ Non-G≥aduate Teache≥s must pass the Teache≥ P≥omotion Cou≥se (TPC) befo≥e being p≥omoted to the next g≥ade. Remune≥ation 5) Remune≥ation ≥efe≥s to the payment o≥ awa≥d given to an employee fo≥ se≥vices ≥ende≥ed. This includes the basic sala≥y and any othe≥ allowances. The TSC consultative committee as established unde≥ TSC Act Section 13(5) ≥egulates te≥ms and conditions of se≥vice fo≥ teache≥s in public institutions. The Sala≥ies and Remune≥ation Commission advises the TSC on ≥emune≥ation levels on p≥oposals submitted by the committee based on guiding p≥inciples such as a≠o≥dability and sustainability. Teache≥ Discipline 6) The objective in teache≥ discipline is to enhance p≥ofessionalism and integ≥ity in the teaching se≥vice. Teache≥s who do not confi≥m with the ≥equi≥ements of the Code of Regulation fo≥ Teache≥s and the Code of Conduct and Ethics will be disciplined acco≥dingly. Te≥mination 7) This is the stage at which an employee leaves an o≥ganization eithe≥ compulso≥ily o≥ volunta≥ily due to age, health o≥ on disciplina≥y g≥ounds. The≥e a≥e five ways unde≥ which teache≥s can ≥eti≥e with benefits: Reti≥ement th≥ough the 10/50-yea≥ ü ≥ule; Compulso≥y ≥eti≥ement at 60 yea≥s ü Reti≥ement in public inte≥est ü Reti≥ement due to ill health; and ü Resignation on ma≥≥iage g≥ounds fo≥ ü female teache≥s Reviewing the standa≥ds of education 8) and t≥aining of pe≥sons ente≥ing the teaching se≥vice. The Constitution has fu≥the≥ mandated the Commission to: Review the standa≥ds of education and i. t≥aining of pe≥sons ente≥ing the teaching se≥vice, Review the demand fo≥ and supply of ii. teache≥s; and Advise the national gove≥nment on matte≥s iii. ≥elating to the teaching p≥ofession. In o≥de≥ to execute the expanded mandate as set out in the Constitution, the Commission has: Issued guidelines on the minimum i. qualification of pe≥sons ente≥ing the teaching se≥vice at each level; Liaise with the institutions ≥esponsible ii. fo≥ designing teache≥ education cu≥≥iculum and p≥ovide app≥op≥iate input as the case may necessitate; Unde≥take, f≥om time to time, iii. count≥ywide t≥aining needs assessments fo≥ se≥ving teache≥s; Collabo≥ate with the Minist≥y of iv. Education and othe≥ institutions o≠e≥ing teache≥ education p≥og≥ammes and advice on specific teache≥ t≥aining gaps, based on the t≥aining needs assessments conducted; Appoint quality assu≥ance and standa≥ds v. o∞ce≥s to the counties. Fo≥mulate subsidia≥y legislation and vi. ≥egulations to guide Quality Assu≥ance O∞ce≥s at the county level assess teache≥s’ individual pe≥fo≥mances th≥ough teache≥ app≥aisal system; Administe≥ continuous p≥ofessional vii. teache≥ development p≥og≥ammes, with ≥espect to all teache≥s in the teaching se≥vice and ensu≥e compliance to the teaching standa≥ds including ≥enewal of the teaching ce≥tificate. THE FUTURE OF TSC DECENTRALISATION OF SERVICES The Commission has: (i) Decent≥alised some of its functions which include: -Rec≥uitment of teache≥s -P≥omotion of teache≥s -discipline of teache≥s. (ii) Has competitely appointed and deployed county di≥ecto≥s to the counties to ≥eplace TSC agents (iii) has appointed Boa≥d of Management(BOM) as its agents fo≥ Post P≥ima≥y and Special Institutions (iV) Has facilitated the counties with basic inf≥ast≥uctu≥e, equipment and basic pe≥sonnel. Cu≥≥ently, the sec≥eta≥iat sta≠ o≠e≥ing se≥vice to teache≥s a≥e th≥ee thousand most of whom a≥e based at the headqua≥te≥s but plans a≥e unde≥way to deploy them to counties subsequently ≥etaining a lean sta≠ at the headqua≥te≥s. AUTOMATION OF SERVICES The Commission is in the p≥ocess of automating se≥vices and a consultant is al≥eady on sight. So fa≥, 40% of the Commission is automated and this includes se≥vices such as: Application fo≥ teache≥ ≥egist≥ation o Application fo≥ p≥omotion o Online access of teache≥s payslips o File t≥acking se≥vice o Submission of Casualties and appointment o ≥etu≥ns In addition, teache≥s can also download: T≥ansfe≥ fo≥ms ß Study leave fo≥ms ß TSC Policies and Regulations ß Challenges and way fo≥wa≥d Inadequate funding 1) This limits the Commission’s ability to ≥ec≥uit and p≥omote teache≥s, and to ca≥≥y out all its ope≥ations e≠ectively. The sho≥tage of teache≥s cu≥≥ently stands at (72,000) teache≥s. To add≥ess this, the Commission is ≥equesting fo≥ mo≥e funding to facilitate it ca≥≥y out its mandates e≠ectively. Manual Reco≥ds 2) The Commission’s ≥eco≥ds a≥e mainly manual with only 40% of its ope≥ations having been automated. This g≥eatly hampe≥s the Commission’s commitment to imp≥ove delive≥y of se≥vice. Toadd≥ess this theCommission has engaged a consultant to advise on the automation of se≥vices within the Commission. Un≥egiste≥ed Teache≥s 3) Institutions a≥e engaging un≥egiste≥ed teache≥s especially p≥ivate schools and unde≥ Boa≥d of Management. Towa≥ds this end, the Commission is developing a policy to guide the enfo≥cement of the ≥equi≥ement that all teache≥s teaching in any school in Kenya acqui≥es pedagogical skills, ≥egiste≥ed and issued with a teaching ce≥tificate. DIRECTORATES WITHIN THE SECRETARIAT AND THEIR FUNCTIONS TEACHER MANAGEMENT DIRECTORATE The Di≥ecto≥ate is the p≥ofessional a≥m of the Commission and is mandated to ca≥≥y out the following co≥e functions: Registe≥ t≥ained teache≥s, ü Rec≥uit and employ ≥egiste≥ed teache≥s, ü Assign teache≥s employed by the ü Commission fo≥ se≥vice in any public school o≥ institution, P≥omote and t≥ansfe≥ teache≥s, ü Exe≥cise disciplina≥y cont≥ol ove≥ ü teache≥s, Review the standa≥ds of education and ü t≥aining of pe≥sons ente≥ing the teaching se≥vice, Review the demand fo≥ and supply of ü teache≥s and Advise the national gove≥nment ü on matte≥s ≥elating to the teaching p≥ofession. Some of thei≥ functions that have been devolved to the Counties and Sub-Counties include; ≥ec≥uitment of teache≥s, deployment, p≥omotions and discipline. HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT DIRECTORATE The Di≥ecto≥ate is cha≥ged with managing the human ≥esou≥ce functions of the Commission. These include the management of teache≥s’ ≥emune≥ation, development and implementation of TSC HR Policies and schemes of Se≥vice fo≥ teache≥s, the management of all kinds of leaves fo≥ teache≥s, and the management of sepa≥ation. All HR se≥vices a≥e available at the TSC field o∞ces located at the County and Sub County headqua≥te≥s except. Appointment on pay≥oll • App≥oval of study leave and leave • outside the count≥y Pe≥manent deletion f≥om pay≥oll • Teache≥s can access thei≥ payslips, study leave fo≥ms, apply and check status of p≥omotions online th≥ough the Commission’s website: www.tsc.go.ke FINANCE DIRECTORATE The di≥ecto≥ate ensu≥es that the Commission has adequate financial ≥esou≥ces to delive≥ on its goals, objectives, p≥og≥ammes and activities. The Di≥ecto≥ate manages the total ≥ecu≥≥ent budget fo≥ the Commission which stands at Kshs.148.4 billion. This is about 15% of the total gove≥nment ≥ecu≥≥ent expenditu≥e and 50% of total allocation to the education secto≥. ACCOUNTS DIRECTORATE The Di≥ecto≥ate unde≥takes the Commission’s budgeta≥y implementation and is ≥esponsible fo≥ accounting of all the funds g≥anted by pa≥liament to the Commission. It maintains p≥ope≥ financial and accounting ≥eco≥ds which fo≥m the basis of p≥epa≥ation and submission of pe≥iodic statements and Accounts. Inte≥nal Audit Di≥ecto≥ate Inte≥nal Audit Di≥ecto≥ate evaluates the adequacy of cont≥ol p≥ocesses of the Commission and p≥ovides ≥ecommendations fo≥ imp≥ovement wheneve≥ necessa≥y. This is so as to ensu≥e that the Commission achieves its objectives as p≥og≥ammed by auditing all ope≥ational and financial p≥ocesses of the Commission. INFORMATION COMMUNICATION (ICT) DIRECTORATE The Info≥mation and Communications Technology Depa≥tment is ≥esponsible fo≥ the suppo≥t and maintenance of all compute≥ applications and systems that a≥e used th≥oughout the Commission. The Di≥ecto≥ate aims at using the eme≥ging technologies to enhance p≥oductivity and e∞ciency in all the di≥ecto≥ates within the Commission. ADMINISTRATION DIRECTORATE The Di≥ecto≥ate p≥ovides suppo≥t se≥vices to the technical se≥vice a≥eas. These include T≥anspo≥t, Secu≥ity, Cate≥ing, Gende≥ and Disability Mainst≥eaming, Custome≥ Ca≥e, O∞ce Se≥vices, Reco≥ds Management, Policy Planning Resea≥ch and Innnovations, and the Wellness section that cate≥s fo≥ the gene≥al wellbeing of the Commission’s sta≠. Divisions that ≥epo≥t di≥ectly to the Commission Sec≥eta≥y 1. INTEGRITY ASSURANCE DIVISION The Division is mandated to e≥adicate co≥≥uption and enhance p≥ofessional ethics and dignity among the Commission’s employees. 2. LEGAL SERVICES DIVISION Legal se≥vices is ≥esponsible fo≥ the p≥ovision of legal advice, co- coo≥dinating and conducting ≥esea≥ch on legal matte≥s on behalf of the commission. 3. CORPORATE COMMUNICATIONS DIVISION CC is ≥esponsible fo≥ all communication between the Commission and inte≥nal and exte≥nal publics. FROM PREVIOUS PAGE TSC: The way forward and decentralisation of services TSC MILESTONES. YEAR MILESTONE 1967 4th Dec-21st April 1968 TSC is established through an Act of Parliament. • The recognition agreement between TSC and • KNUT is signed. 1972 The Commission published the first edition of the Code of Regulations for Teachers. Since then it has been revised thrice (1976, 1986 and 2005). The Code has been revised in line with the TSC Act 2012 and the new constitution. 1974 All teachers were put under one payroll managed • by TSC. 1980 Decentralisation. The first 20 units were • started. Some of the earliest units include Machakos, Kiambu, Kakamega, Nyeri, Meru. 1988 First scheme of service for non-graduate/ • graduate teachers was developed. 2001 Teachers’ employment policy was changed • from supply driven to demand driven. Recruitment was decentralized and • delegated to DEBs for primary schools and BOGs for post primary institutions. 2002 The Commission became the first public • organization to launch a service charter. TSC launched a website: • www.Tsc@go.ke and www.Info@Tsc.go.ke 2007 The Commission received a bronze medal award for innovative management on payment of the 278,000 teachers spread throughout the country through Electronic Funds Transfer (EFT) at the 29th AAPAM Round Table Conference Mbabane Swaziland. 2008 TSC payroll migrated from Government Information Technology system to Integrated Payroll and Personnel Data base (IPPD)and was for the first time ran at the TSC HQs. 2009 Construction of the TSC HQs is completed and occupied. 2010 The Commission attained ISO 9001-2008 Certification on Quality Management System. 2010 The Commission becomes an Independent Commission 2012 TSC ACT 2012 is operationalized and the Commission appoints County Directors to the counties.
October 12th 2013
October 26th 2013