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Watertight system ensures fair teacher recruitment

By | May 5th 2010

This is in response to an article on teacher recruitment, which pointed out alleged malpractices in Mt Elgon District (Ethnic mountain to climb, April 27).

Teachers Service Commission (TSC) wishes to notify the public that vacancies are advertised based on shortages submitted by schools through quarterly returns pointing out understaffing.

It is only then that candidates are advised on the procedure of applying, which includes submission of application to the schools they wish to be considered for recruitment.

A copy of the application should also be sent to the local District Education Officer (DEO) to ensure that schools do not deliberately leave out eligible candidates at the interview stage.

The Commission has also given clear guidelines to the interviewing panels where 95 per cent of marks scored comes from the candidates’ certificates.

At TSC headquarters, there is a vetting committee to receive recruitment forms and documents to verify that due process is followed and only those who qualify are employed. There is also a clear channel of complaints management where candidates are advised to register their complaints within a week of the interview at their respective DEO’s office and TSC headquarters. Any complaint later than the prescribed period is dismissed.

Where a genuine complaint has been received, the vetting committee takes appropriate action, which may range from annulment of the exercise in that particular station and an order for a repeat, to requesting within 14 days, documents of other candidates to ascertain the right person for the job. At the same time, the school principal is warned. Where a complaint has no merit it is dismissed and the complainant advised accordingly.

In this year’s recruitment, we received three complaints from Mt Elgon District. Two were against Chelebei Secondary School with regard to a Maths/Chemistry position in which some candidates were not invited for the interview.

The vetting committee saw it fit to cancel the recruitment and order a repeat.

The third case involved a candidate, who was not the best in the interview, by the BOG of Kapkatany Secondary School. The vetting committee ordered for the employment of the candidate who scored the highest marks.

The Commission does not entertain any malpractices in this noble national exercise. TSC has systems and structures in place to detect and solve such cases. Many times we reverse the decisions of a panel even without complaints from any candidate in case we realise violation of recruitment guidelines.

Lechet Timado,

Public Relations Officer,

Teachers Service Commission.

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