Home' Trinidad and Tobago Guardian : May 13th 2014 Contents A60
Guardian www.guardian.co.tt Tuesday, May 13, 2014
CIPRIANI PLAZA, 52-58 WOODFORD STREET, PORT OF SPAIN
PHONE: 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
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 pre-proposal meeting will be held at 9.30 a.m. on May 21,
2014 at a venue to be announced for interested bidders. 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 RFP documents up to seven 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
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 the 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
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
2. The Secretariat of the Commission is headed by an Executive
Director, Human Resource Management, who represents the
Director 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 the Trinidad and Tobago
Unified Teachers Association.
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
5. 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
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
shortlists qualified candidates and make recommendations
for selection to the Commission. The Commission verifies
from the overall 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. Currently, 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 a vacant
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
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. 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.
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 service
and is placing all primary school teachers on degree
programmes 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 primary
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