Home' Trinidad and Tobago Guardian : May 6th 2014 Contents Tuesday, May 6, 2014 www.guardian.co.tt Guardian
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.
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 five 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 professionalise the serv
ice and is placing all primary school teachers on degree pro
grammes to become qualified. Once sufficient capacity is in
the system, no one without a first degree in Education will 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
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 Ministry of Education for a position of Teacher in a
b. The Ministry of Education assesses the application to deter
mine 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 Ministry
of Education for assessment.
d. The Curriculum Division assesses the candidate and certi
fies 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 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 sub
sequent placement in a school.
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 administra
tive 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 -- at present, there does not exist an
effective performance appraisal system for teachers and
administrators which can inform the selection process.
Teachers are presently appraised with the use of an instru
ment 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 cognisant 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 recruit
ment 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 per
ceived 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 suc
cessful and for designing the appropriate selection tools for
2. Profile of a candidate likely to be a successful teacher.
• Values - should demonstrate empathy, trust, high ethical and
moral standards, service orientation, a positive attitude, will
ingness to develop others, team spirit, and possess the ability
? Mastery of technical skills -- should be engaged in continu
ous professional development, able to apply knowledge in
various situations, able to solve problems, and should
demonstrate high levels 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 appoint
ment process of all offices in the Teaching Service.
b. Based on an understanding of the performance require
ments for the different offices within the Teaching
Service, propose improvements to the recruitment,
selection and appointment processes including psycho
metric 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 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 assign
ments of a similar nature. For each assignment, include
a brief description of the staff who served on the assign
ment, the duration of the assignment and the specific
role played by the firm in executing the assignment.
2. Provide a description of the methodology and the work
plan for delivering the requested technical services to
the Service Commissions Department.
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, 52-58 Woodford Street, Port
of Spain and should reach no later than 4.00 p.m. on
June 18, 2014. All proposals received will be date
stamped and any proposal received after the aforemen
tioned date and time will not be considered.
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