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TSC Memo Bans Workshops For All Teachers: TSC  Memo Addressed to Principals On Teacher Workshops And Seminars


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TSC Memo Bans Workshops For All Teachers: TSC  Memo Addressed to Principals On Teacher Workshops And Seminars

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TSC Memo Bans Workshops For All Teachers: TSC  Memo Addressed to Principals On Teacher Workshops And Seminars
In a nutshell;

Having been mandated to promote efficient curriculum implementation within the education sector, the Teachers Service Commission, TSC has today released a rather disturbing memorandum banning ongoing teacher training workshops and seminars.

According to the latest TSC Memo on teacher Seminars and training Workshops, no teacher should attend locally organized seminars.


TSC Bans Ongoing Teacher Training Workshops and Seminars; Latest TSC News Today

The Teachers Service Commission, commonly known as TSC is an independent body that is charged  with a myriad of responsibilities including employment , deployment, recruitment,transfer, promotion, training and registration of teachers.

In the recent past,  different organizations have been organizing seminars and workshops to train teachers on issues related with the setting and marking of the summative test usually administered by the Kenya National Examinations Council; Knec technically referred to as Kenya Certificate of Secondary Education, KCSE.

TSC has however raised eyebrows besides sounding an alarm on the manner in which the workshops and seminars are being conducted.

Normally, for the workshops to take place, they have to be approved by the county directors of education but today the TSC CEO had released a memo revealing that her office is yet to approve any training this year.

Besides disapproving the ongoing teacher Seminars, Dr. Nancy Macharia  went ahead to caution Principals against releasing teachers to attend these workshops.

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In the memo dated 2nd December 2021, the county director for education Nakuru country, has denounced the recently concluded seminar saying that his office is oblivious of what happened there since they have not approved any workshop and the heads of schools should not release tutors for these workshops.

This is however contradictory since the same employer expects teachers to fill their Tpad forms online and indicate their professional development progress.

Check out the new TSC Appraisal Process Below


The appraisee is supplied with a copy of the appraisal form and divisional/sectional performance targets at the beginning of the review period. The appraisee is expected to draw an individual work plan which will form the basis of this performance report.

The form shall be completed in duplicate. The appraisal will be done quarterly and at the end of the fourth quarter, the original report will be forwarded to DSHRM by 31st July of every year. The duplicate will be retained by the appraisee.

This part should be fully completed by the appraisee to provide personal details and employment record.

In this part, opportunity is provided to the appraisee and appraiser to jointly discuss the appraisee’s performance in terms of departmental/divisional objectives, agreed work targets, performance standards, output and expected results. It also assesses the skills and competencies exhibited.

This part is divided into 5 sections:
Parts 2A -2D; will provide evaluation on appraisees performance for each of the four quarters. This will account for 80% of the overall rating.
Part 2E: In this part the appraisee is rated on behavioral attributes which reflect the Commission’s Core values. This will account for 20% of the overall rating.

PART 3 OVERALL RATING; The Quarterly scores in Parts 2A to 2D and scores on the behavioral attributes in Part 2E will be summarized in this section. The cumulative scores will then be converted into an overall percentage score. It should be noted that in this part, the appraiser’s rating shall constitute the actual grade of the appraisee.

PART 4 TRAINING NEEDS AND DEVELOPMENT; In this part, the appraisee is given the opportunity to state specific performance gaps that if addressed will improve the appraisee’s output and competencies. The appraiser will discuss the appraisee’s performance gaps and then propose what he/she thinks, as a supervisor, are the training interventions required.

The countersigning officer is the overall supervisor of both the appraisee and appraiser. He/she is required to validate the report.


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