Home' Trinidad and Tobago Guardian : May 13th 2014 Contents Tuesday, May 13, 2014 www.guardian.co.tt Guardian
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.
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 Secondary
b. The Ministry of Education 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 Ministry
of Education 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 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.
8. Challenges in the system
a. Human Resource Planning 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. 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, an effective performance
appraisal system for teachers and administrators which can
inform the selection process does not exist. 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 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 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:
a. Values - should demonstrate empathy, trust, high ethical and
moral standards, service orientation, a positive attitude,
willingness to develop others, team spirit, and possess the
ability to influence.
b. Mastery of technical skills -- should be engaged in continuous
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 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 for 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 under
taking 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 the assignment.
2. Provide a description of the methodology and the work plan for
delivering the requested technical services to the Service
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 aforementioned
date and time will not be considered.
Please continue to visit the Service Commissions Department's website
at www.scd.org.tt for updates.
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