Professional Documents
Culture Documents
Moi Boys TSC 2023
Moi Boys TSC 2023
Moi Boys TSC 2023
1. What is curriculum?
Curriculum refers to all the subjects taught and all the activities provided at any school
and may include the time devoted to each activity.
Types include
• Class activities (formal curriculum)
• Out of class activities (non formal curriculum) • Extra - curricular activities now
Co curricula activities
• Informal curriculum / hidden curriculum.
2. Curriculum implementation
This is effecting the operation of the curriculum. Involves interaction of students with
teachers’, ideas, teaching / learning materials with a view of achieving the aim and
objectives of curriculum operation. Operationalization of the curriculum starts with
the timetable.
3. Characteristics of a good time table
• Child centred – lessons are arranged to sustain student’s interest and motivation.
• All subjects are made accessible to students – elective combination must be well
thought of – don’t kill some subjects.
• Students must be taught full 45 lessons per week. No lesson should be designated as
free, library, private studies, careers, G & C appear in the time table.
• Subject allocation to teachers should be mainly vertical to allow teachers gain
knowledge and experience at all levels.
• Practical lessons should always be allocated to appear after the breaks or towards
the end of breaks.
• English and mathematics must appear every day on the time table. They are service
subjects.
• Only practical lessons should have doubles.
• Subjects developing same skills should not follow one another e.g. sciences, maths
and sciences, languages, humanities.
NB: A school should have a time table committee chaired by the deputy principal and
HODS as members.
5. DUTIES OF HODS
• Ensure all teachers in the department prepare and update the relevant professional
documents and records.
• Ensure relevant resources are provided in the department e.g. course books, reference
books, syllabus, charts, laboratory equipment, games department etc.
• Keep an inventory of resources available in the department in order to ensure
effective utilisation and retention.
• Induct new members of staff into the department i.e. communicate the strategies of
the department, the department traditions and expectations.
• Supervision on student evaluation and testing through checking on quality and
levels of testing, putting in place an appropriate testing policy, ensuring that student
progress records are maintained.
• Allocating classes / lessons to members of the department.
• Member of the Timetable committee.
• Provide a link between the school Administration and teachers in the department
/ subject.
• Appraise teachers in their department.
6. PERSONAL ATTRIBUTES OF A HOD
• Able to interact with others – pleasant interaction.
• Flexible – changes stance when facts indicate change is necessary.
• Be a team player.
• Should be part and parcel of school operations and activities.
• Should be a reflective practitioner and a role model.
7. TEACHERS SERVICE COMMISSION ACT (TSC ACT)
• The New TSC Act was passed in 2012.
• Teachers Service Commission is established under Article 237 (2) of the Constitution.
• The Act of Parliament was made under provision of the article to describe the
composition; functions and powers; the qualifications and procedure for appointment of
members; of the TSC.
8. THE FUNCTIONS AND POWERS OF TSC ARE
• To register trained teachers.
• To recruit and employ registered teachers.
• To assign teachers employed by the Commission for service in any public school or
institution.
• To promote and transfer teachers.
• To exercise disciplinary control over teachers.
• To terminate the employment of teachers.
• To formulate policies to achieve its mandate.
• Ensure that teachers comply with the teaching standards prescribed by the Commission
under the Act.
• Manage the payroll of teachers in its employment.
• Facilitate career progression and professional development of teachers in the teaching
service including the appointment of head teachers and principal.
• Monitor the conduct and performance of teachers in the teaching service.
ROLE / MANDATE OF THE COMMISSION
The Commission shall have the role of-
• Review the standards of education and training of persons entering the teaching
service.
• Review the demand for and the supply of teachers.
• Advise the national government on matters relating to the teaching profession.
• Establishing and maintaining a teaching service adequate to the needs of public
learning institutions in Kenya.
9. TSC VISION
• To be a transformative teaching service for quality education
10.TSC MISSION
• To professionalize the teaching service for quality education and development
11. CORE VALUES
• Professionalism:
All TSC employees shall observe requirements for professional conduct. The
employees are expected to apply the skills, knowledge, competencies that meet the
standards needed for the work assigned.
• Customer focus:
The Commission places the customer first by upholding the philosophy of customer
driven- service delivery. Employees are expected to demonstrate a high level of
responsiveness to customer needs.
• Integrity:
The employees conduct themselves in a manner that demonstrates honesty, high
moral and ethical standards, and commitment to work. This is in line to the
aspirations of Chapter 6 of the Constitution, and the Code of Conduct and Ethics for
Teachers.
• Innovativeness:
Employees endeavour to inject new ideas and approaches in service delivery.
• Team spirit:
Commission employees are committed to working through cross-status and cross
functional teams. All employees are equipped to handle work relationships and share
new information with colleagues.
d) SECRETARY / CEO:
Current: Mrs. Nancy Njeri Macharia
Deputy Commission Secretary Dr Kennedy Mulunda
FORMER TSC SECRETARIES Gabriel Lengoiboni Benjamin Sogomo
Joseph Kanga’li
Duties / Responsibilities of the TSC Secretary / CEO:
The Secretary shall-
a) Be the Head of the secretariat.
b) Be the Accounting Officer of the Commission.
c) Be the custodian of all records of the Commission.
d) Execute the decisions of the Commission.
e) Assign duties to and supervise the staff of the Commission.
f) Facilitate, coordinate and ensure the execution of the Commission’s mandate.
g) Ensure staff compliance with public ethics and values.
h) General administration of the Commission.
e) TSC DIRECTORS
Directorate Director
1. Human Resource Management & Dr Julius O. Olayo
Development
2. Administrative Services Mr Ibrahim Mumin
3. Field Services Mrs. Mary C. Rotich
4. Staffing Rita Wamuyu Wahome
5. Finance Mr. Cheptumo Ayabei
6. Quality Assurance and Standards Dr Reuben N. Mugwuku
7. Legal, Labour & Industrial relations Mr Timon Oyucho
8. Information Communication Technology Mr Charles Gichira
(ICT)
9. Accounts Mrs. Grace W. Ngure (Ag)
10. Internal Audit Mr. Isaac K Nganga
13. DECENTRALIZATION OF TSC FUNCTIONS
The Commission may decentralize the performance of any of its functions to county or
any other level and delegate its powers and functions to appointed agents in accordance
with section 20 of the Act.
j) Compulsory leave.
• The Secretary may in person, send a teacher on Compulsory leave with full pay to
allow for investigations into allegations against the teacher.
• The leave under paragraph (l) shall be for a period of time not exceeding thirty
days and shall state in writing the reasons for the leave.
• The Board of Management shall not have the power to send a teacher on
compulsory leave.
k) Leave outside Kenya
• A teacher in the employment of the Commission shall not spend leave outside Kenya
without written permission from the Commission.
l) Subsistence allowance
• The Commission shall pay subsistence allowance to a teacher, who attends a
course, seminar, workshop or any official assignment outside the country.
• An allowance under this regulation shall only be payable to teachers authorised by
the Commission to attend the seminar, workshop or course.
28.Communication with the Commission
The Commission may communicate with the teacher by-
a) Contacting the supervisor or head of institution of the last station of work of the
teacher.
b) Writing to the last known address provided by the teacher.
c) Writing to the permanent address provided by the teacher at the time of employment.
d) The teacher's next of kin contacts in the records of the Commission.
e) Making a telephone call to the teacher.
f) Sending an email to the teacher's e-mail address.
g) Sending short text messages to the teacher's mobile phone or phones known to the
Commission.
h) Posting the information on the Commission's website.
i) Any other mode that the Commission may from time to time approve.
29.RECRUITMENT, APPOINTMENT, ASSIGNMENT, DEPLOYMENT AND OTHER
CONDITIONS OF
SERVICE FOR TEACHERS MODES OF EMPLOYMENT
Employment on Permanent and Pensionable terms
Qualifications
a) Be a Kenyan citizen;
b) Be registered as a trained teacher in accordance with the Act,
c) Be below the age of forty five at the time of appointment.
Employment on contractual terms
a) A retired teacher eligible for re-employment by the Commission.
b) A person eligible for appointment as the Commission may deem fit.
EFFECTIVE DATE OF APPOINTMENT
An appointment made by the Commission shall be effective from the date the teacher
reports for duty.
Period of probation.
• A teacher appointed by the Commission to serve on permanent and pensionable terms
shall be placed on probation for not exceed six months.
• Upon expiry of the probation period, a teacher shall apply to the Commission for
confirmation of appointment.
• Following application for confirmation of a teacher, and based on the recommendation
of the head of institution, the Commission may:
a) Confirm the appointment of the teacher on permanent and pensionable terms.
b) Extend the probation for a period not exceeding six months.
Where the teacher completes a further period of probation, the Commission may:
a) Confirm appointment of the teacher
b) Terminate the appointment of the teacher.
• On confirmation of the appointment, the Commission issues a teacher with a
Letter of Confirmation.
• Upon termination of appointment, give thirty days' notice in writing to the teacher
or pay thirty day's salary in lieu of notice.
• A teacher appointed by the Commission on first appointment to teach in a post
primary institution shall be posted vide a Letter of Offer set out in the Eleventh
Schedule (b).
• A teacher appointed by the Commission to serve in a primary institution shall be
issued with a Posting Letter by the respective county director.
• Upon receiving a teacher from the commission, the head of institution shall-
a) Notify the Commission of the date when the teacher reports on duty.
b) Assign duties to the teacher in writing.
• Situations when the Commission posts teachers
a) Newly appointed teacher.
b) When the teacher reports back.
▪ From a leave of absence exceeding six months.
▪ Following release from other institutions.
▪ After undergoing a disciplinary process.
30. CONDITIONS FOR TRANSFER
The Commission may transfer a teacher from one institution to another based
on- a) The need for equitable distribution and optimal utilization of teachers.
b) Availability of vacancy in the proposed station.
c) The need for replacement.
d) Existing staffing norms which may be reviewed from time to time.
e) Medical grounds, as certified by a registered medical practitioner.
f) Such other grounds as the Commission may consider necessary.
31. ADMINISTRATION AND DEPLOYMENT OF TEACHERS
DEPLOYMENT
The Commission may deploy a teacher by-
a) Appointment to an administrative position.
b) Appointment to a higher administrative position.
c) Appointment to the Commission's secretariat.
d) Appointment to perform administrative duties.
e) Posting from a primary to a post primary institution.
f) Withdrawal of administrative duties.
ADMINISTRATION OF INSTITUTIONS.
The Commission may for purposes of administration of educational institutions deploy a
teacher as a-
a) Head of institution;
b) Deputy head of institution;
c) Registrar;
d) Dean of Curriculum;
e) Dean of Students;
f) Head of Department;
g) Senior Teacher;
h) Head of Subject; or
i) Any other post as may be established by the Commission from time to time.
The Commission may redeploy a teacher who has been deployed to any administrative
position, within an educational institution to perform normal teaching duties where the
teacher-
a) Is unable to perform the functions of the office so held.
b) Is incompetent or neglects administrative duties.
c) Continuously posts declining examination results.
d) Has poor financial management skills.
e) Neglects or fails to maintain proper records.
f) Is the subject of investigations for an offence under these Regulations.
g) Performs any other act that in the opinion of the Commission justifies re-
deployment.
32. ALLOWANCES
1) House allowance
• It is paid to every teacher in its employment at a rate determined by the
Commission from time to time.
• Where a teacher is on interdiction and is on half salary, the Commission shall
pay the full house allowance until the case is determined.
2) Commuter Allowance
• It is paid to a teacher under TSC employment.
• A teacher under interdiction or suspension shall not be entitled to payment of
Commuter Allowance. 3) Hardship allowance
• It is paid to a teacher assigned to teach in a school situated in a designated and
gazetted hardship area.
• It is paid at a determined rate 4) Special duty allowance
• It is paid to teachers appointed to perform administrative duties which are not
commensurate to the teachers' grades and who are stationed in arid and semi –
arid lands.
• A teacher shall relinquish special duty allowance where the teacher-
i) Is transferred out of the arid and semi-arid lands; ii) Is
relieved of administrative duties; or iii) Attains the grade for the
post in which the teacher was acting. 5) Responsibility
Allowance
• It is paid to a head of institution, deputy head of institution and senior teacher
who are in job group 'K' and below.
• Responsibility allowance shall be pensionable only where a teacher receives the
allowance on the day immediately before retirement.
• The Commission shall stop payment of Responsibility allowance to a teacher
where the teacher ceases to perform administrative responsibilities.
6) Special school allowance.
• It is paid to a teacher who possesses skills in special education and school or
special unit; and determine the rate of payment to a teacher who is assigned to a
special school or a special unit.
• A teacher entitled to special school allowance shall claim the payment of the
allowance in writing through the head of institution.
• The Commission shall stop payment of special school allowance to a teacher
who ceases to perform duties in a special school.
7) Reader's, facilitation or aid allowance
• It is paid to a teacher who is blind, deaf, dumb or with physical disabilities, as certified
by the National Council of Persons with Disabilities indicating the extent of the
disability or any written law.
8) Annual leave allowance
• It is paid to teachers on TSC payroll at rates to be determined by the Commission.
9) Transfer allowance.
• It is paid to a teacher where at its discretion, TSC transfers a teacher from a sub
county to another.
• No transfer allowance will be paid to a teacher who initiates a transfer.
• The Commission shall reimburse travelling expenses at government rates,
including the travelling of a spouse and up to four unmarried children who are
dependent on the teacher up to their twenty second birthday which shall include the
cost of transporting the personal effects incurred in travelling.
Travelling expenses reimbursements
The Commission shall reimburse a teacher travelling expenses where the teacher is-
a) On first appointment posted or engaged to take up a new appointment in a County
other than the teacher's home sub county.
b) Posted to a place designated and gazetted as arid and semiarid lands provided that the
teacher does not hail from the area and shall only be entitled to this allowance three
times every financial year.
c) On termination of appointment initiated by the Commission, where the school and his
home area are not in the same county.
d) Found not guilty after a discipline process.
e) On retirement from service and was working away from the home county.
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