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Teachers Service Commission (TSC) Performance Appraisal Form

Teachers Service Commission (TSC) Performance Appraisal Form

The Teachers Service Commission (TSC) plays a pivotal role in Kenya’s education sector. Ensuring the delivery of quality education requires a well-performing and motivated workforce.

One of the critical tools that TSC employs to assess and enhance its staff’s performance is the Annual Staff Performance Appraisal Report.

This comprehensive document evaluates an officer’s performance, serving as a basis for training and potential promotions within the commission.

Purpose of the Appraisal

The primary objective of the Staff Performance Appraisal is to conduct a thorough and objective assessment of an officer’s job performance.

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It relies on a complete understanding of the job descriptions and requirements to provide an accurate evaluation.

This information is vital not only for determining training needs but also for gauging an officer’s potential for career advancement within TSC.

Coverage

The Staff Performance Appraisal Report encompasses all TSC Secretariat staff, excluding the Commissioners and the Commission Secretary.

TSC Appraisal Process

The appraisal process commences with the appraisee receiving the appraisal form and divisional or sectional performance targets at the beginning of the review period.

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Appraisers are required to develop individual work plans based on these targets.

The Directorate of Human Resource Management (DSHRM) receives the original report from the quarterly appraisal by July 31st of each year, with the appraisee keeping a duplicate.

Personal Data

In the first section of the report, the appraisee provides personal details and employment records. This includes their name, TSC number, date of birth, gender, designation, employment history, terms of service, and the period under appraisal.

Performance Evaluation

This is the heart of the appraisal report, where both the appraisee and appraiser assess the former’s performance in terms of departmental/divisional objectives, agreed work targets, performance standards, output, and expected results.

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The evaluation is divided into five sections:

Parts 2A–2D: These sections evaluate the appraisee’s performance for each of the four quarters. This constitutes 80% of the overall rating.

Part 2E: This section rates the appraisee on behavioral attributes that reflect the Commission’s core values. It accounts for the remaining 20% of the overall rating.

Overall Rating

In this section, the quarterly scores from Parts 2A to 2D and the scores on behavioral attributes in Part 2E are summarized.

The cumulative scores are then converted into an overall percentage score, with the appraiser’s rating constituting the final grade.

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Training Needs and Development

Part 4 provides an opportunity for the appraisee to identify specific performance gaps that, if addressed, can improve their output and competencies.

The appraiser then discusses these gaps and proposes relevant training interventions.

Comments by the Countersigning Officer

The countersigning officer, who oversees both the appraisee and appraiser, validates the report.

In this section, the countersigning officer comments on the appraisee’s suitability for promotion and makes general proposals for performance improvement.

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Teachers Service Commission (TSC) Performance Appraisal Form

Conclusion

The Teachers Service Commission‘s Annual Staff Performance Appraisal Report is a critical tool for evaluating and enhancing its workforce’s efficiency and professionalism.

By providing a comprehensive framework for assessment, it not only identifies areas for improvement but also facilitates career growth within the commission.

Through this process, TSC aims to ensure that its dedicated staff continues to contribute effectively to Kenya’s education system.

Teachers Service Commission (TSC) Performance Appraisal Form

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