How TSC Will Use Existing Merit Lists During Teachers Recruitment And Replacement
The Teachers Service Commission, TSC, has made changes on how to employ teachers to ensure that there is fairness. However,…
The Teachers Service Commission, TSC, has made changes on how to employ teachers to ensure that there is fairness. However, with the new changes, the Commission intends to implement, teachers who did not apply for the July recruitment exercise will have lost their chances of getting a job sooner
According to TSC, by using a data bank of interviewed teachers to decide who to be employed during the replacement exercise, anyone who did not apply for the latest vacancies will not be captured in the data bank.
The School Selection panel, which is the Board of Management, will be required to create a merit list particular to each open position from the list of five (5) candidates per opening who were shortlisted and interviewed in every secondary school in the nation.
The merit list shall be used in TSC subsequent and similar recruitments in the County, as per the guidelines for hiring post-primary teachers on permanent and pensionable terms.
“The Merit List shall be used in the subsequent recruitment processes involving a similar vacancy in the County as directed by the Commission from time to time,” said Dr. Macharia in the Circular.
This implies that candidates listed in the data bank will be given preference for any future positions within the 2022–2023 fiscal year, which runs from July 2022 to June 2023.
This avoids the need for TSC to conduct a new hiring process as was necessary in the past, which is also seen as a move by the Commission to reduce recruitment costs whenever such vacancies occur.
This means that when the Commission replaces instructors who leave the service due to natural attrition, individuals who were shortlisted and participated in the recently completed interviews would automatically be given consideration for employment.
The school selection panels must submit the list to the TSC Sub-County Directors after creating the vacancy-specific merit list, who will then submit it to the County Directors for compilation of the subject-specific merit list in order to create a databank for the County that will be used to fill subject-specific vacancies in subsequent recruitment processes throughout the Financial Year.
The names on the School Selection Panel’s vacancy-specific merit list, which is used to create subject-specific merit list data banks, come from the five (5) applicants who made the shortlist for each advertised position and were obtained from the applicant’s list produced by the TSC system.
The TSC County Director shall then be required to forward the subject-specific merit list to the Regional Director who will compile the regional subject-specific merit lists for onward submission to TSC Director Staffing at the Headquarters.