Home' Trinidad and Tobago Guardian : April 9th 2014 Contents Wednesday, April 9, 2014 www.guardian.co.tt Guardian
c. The MOE assesses the application to determine whether the individual meets the stated criteria. At this point a person with passes
in at least 5 CSEC subjects may apply and be selected to be an Assistant Teacher but this is an interim measure. The MOE is on
a drive to professionalize the service and is placing all primary school teachers on degree programs to become qualified. Once
sufficient capacity is in the system, no one without a first degree in education would be selected to teach.
d. The MOE conducts interviews using a structured instrument designed by the TSC, to identify candidates who meet the requirement
to determine their suitability to teach in a primary school.
e. The TSC audits the selection process at least once per year.
f. Suitable individuals are placed on an Order of Merit list for future placements should vacant offices arise.
The existing recruitment and selection process for entry level Secondary School Teachers includes the following:
a. An individual who is registered as a Teacher may apply to the MOE for a position of Teacher in a Secondary school.
b. The MOE assesses the application to determine whether the individual meets the stated criteria for the subject area. The minimum
criteria are a degree from an accredited tertiary education establishment and a minimum age of 18.
c. In order to determine the candidate's proficiency level and ability to teach the curriculum of the particular subject, this
application is sent to the Curriculum Division of the MOE for assessment.
d. The Curriculum Division assesses the candidate and certifies him/her as being competent to teach at a particular level. This
certification may be at either the level of a Teacher III or II.
e. The file of the individual is then sent to the Commission where an interview is conducted so as to ascertain the candidate's
suitability and fit for the profession.
f. If the Commission is satisfied that the candidate meets the requirements for selection as a Teacher, his/her name is placed on an
Order of Merit List and sent to the MOE for subsequent placement in a school.
g. Shortcomings in the system:
8. Challenges in the system
a. Human Resource Planning which can which can assist the Commission in making the recruitment and selection process more
effective. Human Resource Planning is the process of identifying future HRM needs, determining how those needs should be met
and making a plan for meeting those needs. The Commission has sought to bridge this gap by initiating this process annually with
the MOE in order to identify those vacant offices likely to occur in the administrative areas. However, as it stands, while this process
gives information for the offices of Principal, Vice Principal, Head of Department, Dean and Senior Teacher, it does not give
information for the number of vacant offices that exist or are likely to occur in the Teaching establishment at the Primary and
Secondary levels. As a result there is a long lag time between vacancies occurring and persons from the Order of Merit List being
selected to fill these vacancies.
b. Performance Appraisal -- there does not exist presently an effective performance appraisal system for teachers and administrators
which can inform the selection process. Teachers are presently appraised with the use of an instrument known as the Confidential
Staff Report. This system is somewhat dated and is not sufficiently transparent to serve the needs of a modern Teaching Service.
c. School profiles -- information on the schools is not readily available. This can assist selectors in making better matches between
a potential candidate and the school.
Section III - Terms of Reference for a Proposal for Improving the Selection Process for Teachers in the Teaching Service.
1. A new way forward for selecting great teachers.
The TSC is cognizant of the fact that an interview alone does not have a high probability of selecting persons with a high predictability of
succeeding in the classroom. The Commission is seeking to improve the recruitment process, and develop its selection processes beyond the
interview to include other selection activities that could capture those qualities in a teacher and improve the predictive validity of the selection
process. As such it wishes to develop a recruitment process that identifies vacant offices in advance of those vacancies occurring and widen
the selection process to include other selection activities that would increase the success factor for high performing teachers. This includes but
is not limited to psychometric testing.
Verna Jules and Peter Kutnick outlined in their 1993 paper of "Pupils perceptions of a good teacher: a developmental perspective from Trinidad
and Tobago", what pupils perceived as being good teachers. These attributes included, care for pupils, good presentation and appearance, good
teaching actions and trustworthiness. This article is used in part to assist in defining a teacher who is likely to be successful and for designing
the appropriate selection tools for that teacher.
2. Profile of a candidate likely to be a successful teacher.
Values - Teacher should demonstrate empathy, trust, high ethical and moral standards, service orientation, positive attitude, willingness to
develop others, team spirit, ability to influence.
Mastery of technical skills -- should be engaged in continuous professional development, should be able to apply knowledge in various
situations, should be able to solve problems, should demonstrate level of creativity and flexibility.
3. Suitably qualified firms and individuals are invited to submit proposals to undertake the following:
a. Evaluate the existing processes and instruments used by the TSC in the recruitment, selection and appointment process of all
offices in the Teaching Service.
b. Based on an understanding of the performance requirements for the different offices within the Teaching Service, propose
improvements to the recruitment, selection and appointment processes including psychometric testing for entry level offices.
c. Based on an understanding of the estimated number of persons to be tested for each office on an annual basis, develop a cost
proposal of the services.
Section IV -- Preparation of the Technical Proposal
1. Consultants are asked to provide a brief description of the firm, its human resources capability and capacity (levels and profiles of staff that
will be assigned to the exercise) and its experience in undertaking assignments of a similar nature. For each assignment include a brief
description of the staff who served on the assignment, the duration of the assignment and the specific role played by the firm in executing
2. Provide a description of the methodology and the work plan for delivering the requested technical services to the Services Commissions
3. Signed curriculum vitae of the proposed professional staff who will be assigned to the consultancy.
Section V -- Submission, Receipt and Opening of Proposals
Proposals should be addressed to the Director of Personnel Administration, No. 52 - 58 Woodford Street, Newtown, Port of Spain and
should reach no later than 4.00 p.m. on 30th April, 2014. All proposals received would be date stamped and no proposal received after that
date and time would be considered.
SERVICE COMMISSIONS DEPARTMENT cont'd
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