Home' Trinidad and Tobago Guardian : April 2nd 2014 Contents B6
Guardian www.guardian.co.tt Wednesday, April 2, 2014
SERVICE COMMISSIONS DEPARTMENT
52 -- 58 Woodford Street, Newtown
Port of Spain, Trinidad, W.I.
Tel: (868) 623-2991-6/ Fax: 623-5972/ Website: www.scd.org.tt
The Teaching Service Commission
Request for Proposal (RFP) for Consultancy Services for the Recruitment, Selection and
Appointment Process in the Teaching Service.
Section I - Information to Consultants
1. Information on the Teaching Service Commission, its mandate and the rationale for this proposal is outlined at Section II of this document.
2. The Director of Personnel Administration (Director) is seeking to invite suitably qualified providers to submit both a technical and financial
proposal for the provision of services as outlined in Section III of this document.
3. A proposal meeting will be held before the date for submission for interested bidders at a date to be advised. At this meeting, the Director
will provide bidders with more information on its processes and policies which will help in preparing the bid.
4. After the pre-proposal meeting, consultants may request clarification on any of the RPF documents up to seven (7) days before the proposal
submission date. All requests for clarification after the pre-proposal meeting are to be sent in writing to the Director at 52-58 Woodford
Street, Port of Spain. The Director will respond via email or facsimile to all such requests, and will send copies of the query and the
Director's response to all invited bidders.
5. The Director may, at her discretion, extend the deadline for the submission of the proposals and will notify all invited bidders in writing of
the new deadline date.
6. At any time before the submission of the proposal, the Director may on her own initiative, or in response to a clarification requested by an
invited bidder, amend the proposal. Any amendment to the proposal shall be issued in writing as an addendum and shall be sent via mail
and email to all invited bidders and will be binding on them.
7. All costs associated with the preparation of the proposal are to be borne by the bidder.
8. The Director is not bound to select any of the proposals submitted.
Section II -- The Teaching Service Commission -- its mandate and the rationale for this proposal request.
1. The Teaching Service Commission (TSC) was established under the Constitution of the Republic of Trinidad and Tobago (Section 124) and
its mandate is stated in Section 125:
Subject to the provisions of this Constitution, power to appoint persons to hold or act in public offices in the Teaching Service
established under the Education Act, including power to make appointments on promotions and transfer and to confirm appointments,
and to remove and exercise disciplinary control over persons holding or acting in such offices and to enforce standards of conduct on
such officers shall vest in the Teaching Service Commission.
The members of the Commission are appointed for a three-year term by the President of the Republic of Trinidad and Tobago, after
consultation with the Prime Minister and Leader of Opposition.
2. The Secretariat of the Commission is headed by an Executive Director, Human Resource Management, who represents the Director of Personnel
Administration (DPA) at meetings. It provides the administrative and advisory services that enable the TSC to effectively discharge its mandate.
3. The constitutional mandate of the TSC as outlined above gives the TSC the responsibility for two core human resource management functions.
These are appointments and discipline. These functions are fragmented and reside in diverse agencies of the Public Service. In order to
effectively discharge its mandate, the Commission has to build and sustain good relationships with several stakeholders including the
Ministry of Education (MOE), the Chief Personnel Officer, the Denominational Boards and TTUTA.
4. The Commission has made strides in improving the recruitment and selection process for teachers and administrators but more needs to
be done to bring this entire process closer to modern day best practices and with a higher probability of selecting the best fit for a position.
5. At this time the Commission wishes to focus on improving the recruitment, selection and appointment processes for entry level teachers
into the Primary and Secondary School system including early childhood and special needs teachers.
6. The existing recruitment and selection process for promotions:
a. Planned vacant offices for the upcoming year, e.g. due to retirements, are identified by the MOE and verified by the Commission.
b. These projected vacant offices, together with vacancies that occurred as a result of promotions, resignations and other unplanned
events, are advertised in the second and fourth quarter of each year. Those vacant offices that are advertised in the last quarter
of the year include offices that are currently vacant and those that would become vacant in the first half of the next year. Those
vacant offices that are advertised in the second quarter of the year include offices that are currently vacant and those that would
become vacant in the second half of the current year.
c. Vacant offices are advertised for a one month period. These applications are received and reviewed by the MOE, who then
shortlist qualified candidates and make recommendations for selection to the Commission. The Commission verifies from the over
all listing that this short-list is accurate and meets the requirements of the Job Specifications.
d. The Commission arranges the selection process for suitable candidates. At this time the selection process includes a structured
interview conducted by a panel of three persons, and in some cases, a written assessment which is undertaken prior to the
candidate being interviewed.
e. Candidates found suitable for selection are placed on an Order of Merit List and offered appointments as the vacant offices arise.
f. As it becomes necessary, the Commission confers with the various denominational boards to discuss the suitability of candidates
recommended for placements to the denominational schools.
7. The existing recruitment and selection process for entry level teachers:
The recruitment and selection system for entry level Primary School Teachers is delegated to the MOE. At this time it involves the following:
a. The MOE places advertisements in the newspapers from time to time and also accepts unsolicited applications from Teachers
wishing to enter the Primary School system.
b. An individual who is registered as a Teacher may apply to the MOE for the position of Teacher in a primary school.
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