Following the advertisement for recruitment of teachers, Boards of Management are required to conduct a selection exercise for the advertised vacancy(ies) in their institutions. The names of interviewed candidates ranked in order of performance during the selection process for each vacancy (appendix (iii) will then be presented to the Commission.
The selection panel will be expected to exercise the highest degree of transparency and accountability, as stipulated in the current Public Officer Ethics Act, and TSC Code of Conduct and Ethics 2015. The Head of Institution is required to induct the panel members on the relevant sections of the Act before the commencement of the selection exercise.
(i) All applicants must be registered teachers as per Teachers Service Commission Act cap 212 section 23(1). Those without Registration Certificates must attach a printout of the application form/payment receipt as evidence of application for registration.
(ii) Preference will be given to teachers who have not been previously employed by the Commission.
(iii) Applicants working in other Government departments who meet the requirements are eligible to apply.
(iv) Applicants who were previously employed and dismissed by the commission need not apply.
(d) (i) Applicants will be required to submit their applications to the Secretary Board of Management and a copy to the TSC Sub-County Director
(ii) The TSC Sub-County Directors should compile a list of all applicants in every school/institution for ease of reference and present it during the interview.
(iii) Candidates who were dismissed through disciplinary process should not be shortlisted for interviews.
(e) (i) The date of interview should be displayed on notice boards at the Counties, Sub- Counties, Zonal and institutional offices.
(ii) Heads of institutions should communicate to all applicants through SMS (short message service) 7 days before the actual date of interview.
(f) All applicants should be given equal opportunity. However, in case of a tie, applicants with disabilities may be considered on affirmative action so long as they meet the stipulated recruitment criteria.
NB: Otherwise a tie can be resolved by considering the quality of certificates (KCSE, KCE, KACE).
Once the exercise is completed, the results must be communicated to the applicants the same day and the selected candidate(s) from the merit list be issued with the TSC Employment Form.
NB: It is the responsibility of the TSC County Director/ Representative to ensure that:-
The exercise is fair and transparent.
The number one applicant in the merit list completes the application form for employment.
The Secretary BOM should ensure the Employment Forms are correctly filled by the applicant(s) without erasing or defacing.
(j) The completed form(s) together with the other relevant documents should be submitted to the TSC County Director’s office. The TSC County Director will in turn submit the recruitment documents to the TSC Headquarters within the stipulated timeline after ensuring that all the requirements are fulfilled.
2.0 SELECTION PANEL
The selection panel should consist of the following eight (7) members:
a) Chairman, Board of Management
b) Two (2) members of the Board
c) Head of Institution
d) Deputy Head of Institution
e) Subject Specialist
f) The TSC County Director/representative
- Chairman - Members
- Secretary - Member - Member
3.0 SELECTION PANEL IN CASES WHERE THERE ARE NO LEGALLY CONSTITUTED BOMs
a) b) c) d) e) f) g)
TSC County Director Head of Institution Deputy Head of Institution Subject Specialist
TSC Sub – County Director TSC Human Resource Officer
- Chairman - Secretary - Member - Member - Member - Member - Member
The Secretary Board of Management should present a compiled list of all applicants to the selection panel.
The selection panel should harmonize the list of applicants with that of the TSC Sub – County Director and conduct selection interviews of those who meet the criteria. The County Director should note any inconsistency and advise the Candidates and the Commission accordingly.
Applicants should present themselves in person to the selection panel.
The selection panel should vet each applicant to find out if: -
He/she meets the requirement of the TSC advertisement.
Has all the required original academic and professional certificates and all official transcripts.
Those missing the certificates must have a proof of application for confirmation of results from KNEC.
NB: Provisional transcripts should not be accepted.
v) The interview panel should promptly advise the applicants who do not meet the selection criteria.
vi) The panel should then score each candidate based on the selection score guide (appendix 1A or 1B)
vii)The successful candidate(s) shall then fill the TSC employment form with the assistance of the Principal/Secretary to the BOM
Download Now 2018 recruitment guidelines.pdf
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