In every profession, nurturing and building capacity of the already existing human resource is the cornerstone success.
However, the supply and demand usually tilt the scale and affect the employer behavior.
In instances where, the is less demand, the employer becomes more responsive and willing to grow the capacity of the existing Workforce.
But things are different in a country of meagre job opportunities and oversupply of human resource.
It is therefore not surprising that these forces of demand and supply have affected teachers seeking promotion.
In an article published on the Standard today, KEWOTA CEO Benta Opande, is urging TSC to focus on rewarding excellence in the teachers’ promotion especially to Junior Secondary Schools. And there are reasons, Opande posits :
A system that rewards diligence and doesn’t introduce rules midway will be seen as progressive while the one that introduces grades, way after admission to a teachers training and graduating is seen as retrogressive. An evaluation system, she argues, will solve this problem.
However, such promotions should be fair and merit based and should be automatic once they pass the merit test.
By doing so, we shall not only improving the quality of education but also enhancing the education climate for a better experience.
The issue of Form 4 grades, though cannot be ignored, must not be used to deny teachers promotion when they have excelled in the very jobs that the employer has assigned them to do.
TSC KENYA KICD Kenya Ministry Of Education,
#tuinuanedada #mwalimudigital #meritocracy
For more information, grab a copy of the Standard of read the link below.
https://www.standardmedia.co.ke/education/article/2001469646/teacher-promotion-mode-should-be-reviewed-in-rewarding-excellence
