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1.0 ExecutiveSummary 42.0 OverviewofAccomplishments 6 2.1. Appointments 6 2.1.a Promotions–AdministrativeOffices 7 2.1.b Appointments–PrimaryandSecondarySchoolTeachers 9 2.1.c OtherActivitiesRelatedtoAppointments 12 2.2 Discipline 12 2.2.a MisconductandOtherDisciplinaryIssues 12 2.2.b IrregularityandUnpunctuality 13 2.3 TheRegulatoryFramework 16 2.4. TheConcordat 16 2.5. Accommodation 17 2.6. Administration 17 2.7. Stakeholders 183.0. IssuesandChallengesFacedin2012 19 3.1. Appointments 19 3.2. TrainingandDevelopment 20 3.3. Discipline 21 3.4. OtherIssues 214.0 PlansandProgrammesfor2013 22 4.1. Appointments 22 4.2. Discipline 22 4.3. StakeholderRelationships 23 4.4. AdministrativeProcess 235.0. Acknowledgements 24Appendix1–Chartsandgraphsrelatedtoappointments,selectionanddiscipline 25

Table of Contents

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TheTeachingServiceCommission(TSC)wasestablishedundertheConstitutionoftheRepublicofTrinidadandTobago(Section124)anditsmandateisstatedinSection125:

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 Service Commission.

ThemembersoftheCommissionareappointedforathree-yeartermbythePresidentoftheRepublicofTrinidadandTobago,afterconsultationwiththePrimeMinisterandLeaderofOpposition.ThemembersoftheCommissionfor2012were:

Ms.HyacinthGuy ChairmanDr.AnnaMahase MemberProfessorRameshDeosaran MemberMr.AlwynDaniel MemberDr.GillianPaul Member

Ms. Yvette Phillip, Executive Director, Human Resource Management, represented the Director ofPersonnelAdministration(DPA)atmeetingsandMs.JanetGopie,SeniorHumanResourceAdvisor,servedasSecretarytotheCommission.TheExecutiveDirectorpresidedovertheSecretariatwhichprovidedadministrativeandadvisoryservicesthatenabledtheTSCtoeffectivelydischargeitsmandate.

During the reporting period, the Commission held twenty-three (23) statutorymeetings and six (6)specialmeetings.Inaddition,itmetwithvariousstakeholdersonfour(4)occasionstopresentitsplansandprogrammesandheartheirconcerns.AtitsstrategicplanningsessionheldinDecember2011forthe2012period,theCommissionidentifiedfour(4)specificareasonwhichitwishedtoplaceemphasis.

1.0 Executive Summary

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Thesewere:• Continuingtoacceleratetheselectionprocessandmakesuitableappointments

o The Commission introduced a standardised application form for vacant offices, making it easier for retrieval and collation of information and so reducing the time for processing applications by the Ministry of Education.

o The Commission revised the special report used to evaluate candidates and this gave it the opportunity to obtain more specific and relevant information on candidates to determine suitability. The Commission made this special report a requirement of the application process as it must be submitted together with the application form in the same manner certificates should be submitted.

o The Commission designed a request for proposal for widening the selection process to include psychometric testing of candidates wishing to enter the teaching profession.

• Improvingthedisciplineprocesstimelineandaddressingirregularityandunpunctualityo The Commission conducted an orientation session with various stakeholders with the

objective of engaging in discussions on how the disciplinary process could be made more efficient and effective.

o The Commission put systems in place for obtaining, analysing and dealing with reports from the Ministry of Education of teachers with high levels of unpunctuality and irregularity.

• DevelopingthenewregulationsfortheTeachingServiceCommissionandimprovingadministrativesystemo The Commission completed the review of the new regulations and began the process of

consulting with stakeholders. The amended regulations include provision for conducting parallel investigations, establishing one person tribunals and improving efficiency in the recruitment and selection systems.

• Strengtheningitsrelationshipswithrelevantagenciesandstakeholdergroups.o In 2012, the Commission continued its meetings with various stakeholder groups and

extended its outreach efforts to meetings with Principals and Schools Supervisors in the various educational districts.

Whatfollowsarethedetailsoftheseaccomplishments,anassessmentofthechallengesandplansandprogrammesfor2013andbeyond.

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ThesuccessoftheCommissioninachievingitsmandateundertheConstitutionofTheRepublicofTrinidadandTobagodependsheavilyontheabilityoftheCommissiontoengagethevariousstakeholdersintheactivitiesneededtoachievethismandatewhileatthesametimemaintainingitsindependentstatus.KeysupportisrequiredbytheMinistryofEducation(MOE)whichmustsubmitinformationonatimelybasistoallowtheCommissiontoactonissuesintheTeachingService.TheCommissionmetwiththeMOEofficialsonseveraloccasionstodiscusshowtheobjectivesoftheeducationsystemcouldbeachievedandhowtoaddressthechallengesfaced.

2.1. Appointments

Over the2012period theCommission further accelerated thepaceoffillingof vacantoffices in theTeachingService.TheCommissionhasbeenapproachingtherecruitmentandselectionprocessfromastrategicperspectivebyfirstengagingthestakeholdersinestablishingaHumanResource(HR)Planandthenexecutingbyliaisingwiththosestakeholderswhoaretobeinvolvedintheprocess.TheHRPlanninginvolvesidentifyinginadvanceandinconjunctionwiththeMOE,thevacantofficeslikelytooccurintheservice,advertisingthosevacanciesandthenundertakingtheselectionprocess.Severalselectionpanelscomprisingexperienced,retiredandactivepublicofficersareutilisedtomakerecommendationsforthefillingoftheoffices.

Theapplicationformforpromotionwhichwasdesignedin2011wasutilisedin2012andprovedtobeinstrumentalinreducingthetimetakenbytheMOEtoanalyseandcollateinformationonapplicationsforsubmissiontotheCommission.Therevisedspecialreportisalsoprovingtobebeneficialinthatitprovidesmorerelevantinformationtoassistintheselectionprocess.Itisnowarequirementforthisspecialreporttobesubmittedtogetherwiththeapplicationformandthishasresultedinthereductionintimetakentoprocesstheapplicationsasthere isno longeranywaitingtimeforspecialreportstobesubmitted.Applicantshavebeenadvisedthat inamannersimilar tohowcertificatesare treated,applicationformswouldnotbeacceptedifthespecialreportisnotincluded.

2.0 Overview of Accomplishments

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2.1.a Promotions–AdministrativeOffices

ThesystemofpromotionforadministrativepositionsofPrincipal,VicePrincipal,HeadofDepartment,DeanandSeniorTeacherintheTeachingServicenowincludesthefollowing:

o Planned vacant offices for the upcoming year, e.g. due to retirements, are identified by the MOE and verified by the Commission.

o 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.

o Vacant offices are advertised for a one month period. These applications are received and reviewed by the MOE, who then shortlist 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.

o The Commission arranges the selection process for suitable candidates. At this time 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.

o Candidates found suitable for selection are placed on an Order of Merit List and offered appointments as the vacant offices arise.

o As it becomes necessary, the Commission confers with the various denominational boards to discuss the suitability of candidates recommended for placements to the denominational schools.

ThisprocesshassignificantlyimprovedtheefficiencyandeffectivenessofmakingappointmentstovacantofficesintheTeachingService.In2012,93%ofalloftheofficesofPrincipalsandVicePrincipalsthatwerevacantattheendof2011andthatbecamevacantin2012werefilledandthosenotfilledwerescheduledtobefilledearlyin2013.

ThefillingofvacantofficesofHeadsofDepartment,DeansandSeniorTeachers,proceededthroughout2012.ThesecategoriesprovedmorechallengingtofillasthecapabilityatthelevelofTeacherIII,fromwhichthesepositionsareselected,islimited.In2012,37%ofthevacantofficesinthesecategorieswerefilled.TheMOEwasrequestedtore-advertisetheofficesnotfilledandinterviewscontinuedthroughout2012inanefforttofilltheseoffices.

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The Commission also filled the following de-linked offices during 2012 – CurriculumOfficer, SchoolsSupervisor,GuidanceOfficer,EducationalFacilitiesPlannerandconducted interviewsfortheofficeofChiefEducationOfficer.AnOrderofMeritListwaspreparedfortheofficeofSchoolsSupervisorIIIandthiswaspresentedtotheMOEsothatvacantofficescanbefilledastheyarose.TheofficeofSchoolsSupervisor Iwas advertised and the selection process planned in anticipationof vacancies expectedthroughout2012and2013.Theotherofficeswereadvertisedandfilledasthevacanciesarose.Table1presentsthisinformationinmoredetail.

Table1

Promotions/AppointmentsMadetoAdministrativeandDe-LinkedOffices

OFFICE Offices Officesthat Offices Comments vacant became filledin 31/12/11 vacantin 2012 2012

Principal(Secondary) 13 16 26 Alloutstandinginterviewsalready scheduledfor1stquarter2013

VicePrincipal(Secondary) 24 27 25 Alloutstandinginterviewsalready scheduledfor1stquarter2013

Principal(Primary) 73 60 91 Alloutstandinginterviewsalready scheduledfor1stquarter2013

VicePrincipal(Primary) 15 34 15 InterviewswillcommenceMarch2013

Total 164 211 152

Dean(Secondary) 273 Noinfo 72 Interviewsconductedandonly72offices filled.TheMOEwasaskedtore-advertise in2012

HeadofDepartment 265 Noinfo 3 Interviewsconductedandonly72 (Secondary) officesfilled.TheMOEwasasked tore-advertisein2012

HeadofDepartment(Primary) 93 51 72

SeniorTeacher(Primary) 124 115 131

SeniorSpecialEdTeachers 3 3 0

Total 758 169 278

CurriculumOfficer 64 0 31

SchoolsSupervisorIII/II/I 6 0 6 OrderofMeritListinplaceforSSIII

GuidanceOfficerII/I 64 0 2 Interviewsscheduledfor2013

EducationalFacilitiesPlanner 1 0 0 Interviewsscheduledfor2013

CurriculumCo-ordinator 8 0 0

ChiefEducationOfficer 0 1 0 InterviewsscheduledforJanuary2013.

Total 139 0 36

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TheinformationinTable1aboveincludesthefillingofvacantofficesthatoccurredinTobago.TheseareextractedanddetailedinTable2asfollows:

Table2:TeachersAppointedtothePrimaryandSecondarySchoolsinTobagoin2012

Principal VicePrincipal Principal VicePrincipal HeadofDepartment SeniorSecondary Secondary Primary Primary Primary Teacher

3 1 8 1 4 16

2.1.b. Appointments–PrimaryandSecondarySchoolTeachers

Primary

TherecruitmentandselectionsystemforentrylevelPrimarySchoolTeachersisdelegatedtotheMOE.Atthistime,itinvolvesthefollowing:

o TheMOEplacesadvertisementsinthenewspapersfromtimetotimeandalsoacceptsunsolicitedapplicationsfromTeacherswishingtoenterthePrimarySchoolsystem.

o AnindividualwhoisregisteredasaTeachermayapplytotheMinistryofEducationforthepositionofTeacherinaprimaryschool.

o TheMinistryofEducationassessestheapplicationtodeterminewhethertheindividualmeetsthestatedcriteria.Atthispoint,apersonwithpassesinatleast5CSECsubjectsmayapplyandbeselectedtobeanAssistantTeacherbutthisisaninterimmeasure.TheMOEisonadrivetoprofessionalisetheserviceandisplacingallprimaryschoolteachersondegreeprogrammestobecomequalified.Oncesufficientcapacityisinthesystem,noonewithoutafirstdegreeineducationwouldbeselectedtoteach.

o TheMOE conducts interviews using a structured instrument designed by the TSC, toidentifycandidateswhomeettherequirementtodeterminetheirsuitabilitytoteachinaprimaryschool.

o TheTSCauditstheselectionprocessatleastonceperyear.o Suitable individuals are placed on anOrder ofMerit List for future placementswhen

vacantofficesarise.

ThissystemisintendedtoensurethattheMOEhastheflexibilitytoappointpersonstovacantofficesinatimelymannerandso,avoidtheteachingservicebeingnegativelyaffectedasaresultoflackofresourcesintheclassroom.In2012,theCommissionapproved499personsforplacementontheOrderofMeritListfortheofficeofTeacher/AssistantTeacher.

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Sixty-eight(68)temporaryappointmentsweremadetovacantofficesintheTeachingServiceand153permanentappointmentsweremadetoofficesintheprimaryschoolsystem.Onehundredandfortynine(149)personslefttheTeachingServiceforvariousreasons.Table3detailsthisinformation.

Table3TeachersAppointedtoPrimarySchoolsin2012

No.ofPersonsNo.ofTemporaryNo.ofPermanentNo.ofOfficersPlacedonthe Appointments Appointments LeavingtheServiceOrderofMeritList499 68 153 149

Secondary

Theexisting recruitment and selectionprocess for entry level secondary school teachers include thefollowing:

o AnindividualwhoisregisteredasaTeachermayapplytotheMinistryofEducationforthepositionofTeacherinasecondaryschool.

o TheMinistryofEducationassessestheapplicationtodeterminewhethertheindividualmeetsthestatedcriteriaforthesubjectarea.Theminimumcriteriaareadegreefromanaccreditedtertiaryeducationestablishmentandaminimumageof18.

o Inordertodeterminethecandidate’sproficiencylevelandabilitytoteachthecurriculumoftheparticularsubject,thisapplicationissenttotheCurriculumDivisionoftheMOEforassessment.

o TheCurriculumDivisionassessesthecandidateandcertifieshim/herasbeingcompetenttoteachataparticularlevel.ThiscertificationmaybeateitherthelevelofaTeacherIIIorII.

o ThefileoftheindividualisthensenttotheCommissionwhereaninterviewisconductedsoastoascertainthecandidate’ssuitabilityandfitfortheprofession.

o If theCommission is satisfied that thecandidatemeets the requirements for selectionasaTeacher,his/hernameisplacedonanOrderofMeritListandsenttotheMOEforsubsequentplacementinaschool.

TheCommissionin2012interviewed542personsfromvarioussubjectareasandplaced481onOrderofMeritListsforvarioussubjectareas.Ofthese,88or18%wereforMathematics,67or14%wereforNaturalScienceand63or13%wereforEnglish.ThiswasinkeepingwiththeneedsidentifiedbytheMinistryofEducation.TheTSC,inconjunctionwiththeMOE,hasworkedtoensurethatthosesubjectareaswherethereisashortageofteachersareaddressedinanexpeditiousmanner.TheareasidentifiedashavingashortageofteacherswereMathematics,NaturalScience,VisualandPerformanceArtsand

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PhysicalEducation.TheCommissionensuredthatOrderofMeritListswerewellpopulatedwithteachersfromthesedisciplineswhilealsoensuring that theotherareascontinued tobeserved. In2012,176temporaryappointmentsweremadetovacantofficesinsecondaryschools,174permanentappointmentsweremadeand64officerslefttheTeachingService.DetailsareoutlinedinTable4below.

Table4a

CandidatesbySubjectAreas-Secondary

SubjectArea Interviewed Successful PercentageMathematics 110 88 18NaturalScience 67 60 12.5AgriculturalScience 12 12 2.5VisualArts/TheatreArts/Music/Dance 43 39 8History/SocialStudies 47 44 9English 63 57 12Spanish/French 40 37 8Geography 30 28 6BusinessStudies/Accounts/Economics 14 12 2.5ComputerScience/InformationTech.Technology 18 12 2.5PhysicalEducation 32 32 7Allotherareas 66 60 12AllSubjectArea 542 481 100

Table4b

CandidatesbyOrderofMeritLists;Appointments;Separations-Secondary

No.ofPersonsNo.ofTemporaryNo.ofPermanentNo.ofOfficersPlacedonthe Appointments Appointments LeavingtheService

OrderofMeritListforSecondarySchools

481 176 174 64

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2.1.c OtherActivitiesRelatedtoAppointments

TheCommissionwasmindfulofthefactthatinadditiontoincreasingtheefficiencyoftherecruitmentandselectionprocesses,itwasalsoimportanttohandleotheractivitiesrelatedtoappointmentswithadegreeofefficiency.TheCommissionassignedateamtoworkonbringinguptodatetheconfirmationof teachers in their positions after probation, acting appointments, transfers, releases, andmedicalboarding.Bytheendof2012,significantprogresshasbeenmadeinthisarea.Table5hasthesedetails.

Table5:OtherActivitiesRelatedtoAppointments

Activity Acting Temporary Confirmation Transfers Release Medical Other BoardTotal 313 244 380 179 26 14 10

2.2. Discipline

2.2.a. MisconductandOtherDisciplinaryIssuesImproving theadministrationofdisciplinarymattersand improving standardsofdiscipline in schoolswereidentifiedaspriorityareasfortheCommission.In2012,theCommissionintensifieditseffortstotreatexpeditiouslywithdisciplinarymattersanditspearheadedanorientationprogrammewithofficersoftheMOE,facilitatedbymembersfromtheDisciplineUnitoftheServiceCommissionsDepartment,todiscussandalignhowallpersonsinthesystemshouldfunction.Thishasresultedinsomeimprovementstotheefficienciesinthehandlingofdiscipline.

During2012,theCommissionhandled61disciplinarymatters.Attheendoftheyear,42ofthesewereatvariousstagesofthedisciplinaryprocessand19matterswerecompleted(SeeTable6).Thirty(30)ofthe61matterswererelatedtoallegationsofmisconduct,18werebeforedisciplinarytribunalsand10wereabandonments.Itistobenotedthatofthe30allegationsofmisconduct,only2hadinformationoutstandingfromtheMOEattheendoftheyear.Thisisachangefromthe16mattersthathadinformationoutstanding fromtheMOEat theendof2011and isan indicationof theco-operationbetween thesecretariatoftheTSCandtheHRMDepartmentoftheMOEinmovingthesematterstocompletion.ThelatesubmissionofinvestigativereportsfromInvestigatingOfficerscontinuestobeamainfactorinthetimetakentohandleissuesofmisconductintheTeachingServiceandtheCommissioncontinuestoworkwiththeMOEtoimprovethis.

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Ofthe18mattersbeforedisciplinarytribunals,nine(9)werecompletedandnine(9)wereoutstanding.Ten (10) cases of abandonmentswere handled in 2012; the process of handling abandonments hasbeensignificantlyimprovedthroughcollaborationwiththeDisciplineUnitoftheServiceCommissionsDepartmentandtheMOE(seeChart7atAppendix1).Table6detailsthedisciplinarymattershandledin2012.

Table6–DetailsonDisciplinaryMatters-2012

Category No.ofMatters beforethe Commission Completed Outstanding

CourtCharges 2 1–Indecentassault 1–possessionofmarijuana

DisciplinaryTribunals 18 8–completed 9–tribunalsongoing 1–officerresignedAbandonments 10 1–officerresigned 6–beingprocessedbyTSC 2–declaredtohaveresigned 1–allowedtoresumeduty

Allegationsofmisconduct 30 2–examinedbyMed.Board 16–chargespreferredand movedtotribunalstage 1–retirementonillhealth 5–beingprocessedbyTSC 1–foundunfitbyMed.Board 2–additionalinfofromMOE 1–nofurtheraction 1–allowedtoresumeduty 1–mattercompleted

OngoingHCActionmatters 1 1-outstanding

Total 61 19 40

2.2.b.IrregularityandUnpunctualityThe Commission was concerned about the very low number of reports on teacher irregularity andunpunctualitythatcametotheCommission.Assuch,acomprehensivereportonthelevelsofattendanceandlate-comingofallTeachersinthePrimaryandSecondarySchoolsystemswasrequestedfromtheMOE.Thedatareceivedwasanalysedandinformationsharedwithvariousstakeholders.

The2012reportshowedthattherewere442primaryschoolteacherswhoexceededtheirsickleaveof14daysfortheyear.Ofthese49orabout11%wereabsentonsickleaveformorethan100daysintheyear;64or14%wereabsentforbetween50and99days;113or26%wereabsentforbetween25and49daysand216or49%wereabsentforbetween14and24daysintheyear.Inaddition,48teacherswerelateformorethan1,000minutesintheyear.

Comments

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Chart1

IrregularityintheTeachingServicebyDistrict–PrimarySchools

IntheSecondaryschoolsystem,the2012reportshowedthattherewere755teacherswhoexceededtheirsickleaveof14daysfortheyear.Ofthese,444orabout59%wereabsentbetween15and24days;18or24%wereabsentforbetween25and49days;86or11%wereabsentforbetween50and99daysand43or6%wereabsentforgreaterthan100daysintheyear.Inaddition,472teacherswerelateformorethan1,000minutesintheyear.

TheMOEwasrequestedtoprovidedataonalllate-comingintheserviceincludingthoseteacherswithlessthan1,000minuteslateintheyear.TheMOEhasalsobeenrequestedtoinvestigatetheindividualcasesofexcessiveabsencesandlatecomingandrecommendwhetherdisciplinaryactionshouldbeinitiatedagainst thoseteachers.TheTSCcontinues toworkwith theMOEandall stakeholders toensurethatsickleaveisutilisedforthepurposeforwhichitwasintendedandthatteachingtimeintheclassroomismaximised.TheTSCplanstocontinueitspursuitofaddressingthoseofficerswhohaveunacceptablelevelsofabsencesinkeepingwithitsmandateundertheregulations.

49

64

113

216

Greater than 100 days 49Greater than 50 days 64Greater than 25 days 113Greater than 14 days 216

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ThisinformationforSecondarySchoolsfortheyearending2012iscontainedintheChartsbelow.

Chart2

IrregularityintheTeachingServicebyDistrict–SecondarySchools

0

100

200

300

400

500

43

86

182

444

Greater than 100 days 43Greater than 50 days 86Greater than 25 days 182Greater than 14 days 444

No.ofSickDaysbyDistrict–Secondary

0

20

40

60

80

100

Victoria St Patrick S/Eastern Caroni St George East N/Eastern PoS/Env

5 7 8 9 7 5 2

11 9 14 11 15 7 19

27 30 30 23 19 8 45

56 60 71 65 56 52 84

>100

>50

>25

>14

0

100

200

300

400

500

43

86

182

444

Greater than 100 days 43Greater than 50 days 86Greater than 25 days 182Greater than 14 days 444

16

Greaterthan1,000MinutesLate–Secondary

0

20

40

60

80

100

120

63

24

39

8490

68

104

Victoria

St Patric

k

South Eastern

Caroni

St George East

North Easte

rn

POS/Environs

2.3. TheRegulatoryFrameworkThe review of the regulatory framework governing the TSC continued in 2012. By the end of 2011,thedraftTSCregulationsweresubstantiallycompletedanddiscussionswith thevariousstakeholderswere continuing. Further discussionswere requestedbymajor stakeholders in 2012 and thesewerefacilitatedbytheTSC.Bytheendof2012,thenewTSCregulationswerecompletedandreadytobesenttotheParliamentaryCommitteein2013.ThemajorchangestotheregulationsincluderevisionsinaccountabilityandtimelinesandtheintroductionofOne-ManTribunalsandparallelproceedingsinthedisciplinaryprocess.

2.4. TheConcordatThe Concordat of 1960 subtitled “Assurances for the Preservation and Character of DenominationalSchoolsasapprovedbyCabinet”statesinpart:

A teacher shall not be appointed to a school if the denominational Board objects to such an appointment on moral or religious grounds. Similarly, if a teacher be found unsatisfactory on these grounds, moral or religious, the denominational authority shall have the right to request his removal to another school after due investigation.

TheCommissionhascontinuedtoworkwithinthestipulationsoftheConcordat,andonmanyoccasionshasinvitedrepresentativesofdenominationalboardstoitsofficestodiscusstheproposedappointmentofacandidatetoadenominationalschoolandtoheartheheldviewsoftheBoardonsuchappointments,

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especiallywheretheBoardhasadifferentviewtothatoftheCommission.Partieshavebeenabletoresolveissuesinmostcases,butthislong-standingagreementbetweenChurchandStatestillconstitutesoneofthemanychallengesfacedbytheTSC indelivering itsmandatetothepeopleofTrinidadandTobago.

2.5. AccommodationTheCommissioncontinuedtoconducttheselectionprocessattheSelectionCentreat62QueenStreet,PortofSpaineventhoughthefacilitiesandamenitiesarenotalwaysuptothestandardexpectedtomeetbasicneeds.TheCommissionhasfacedchallengessuchaslackofproperwashroomfacilities,poorair-conditioningandanon-functioningescalator.ThismatterhasbeenbroughttotheattentionoftheDPAandtheCommissionwasinformedthatalternativeaccommodationwasbeingsoughtfortheSelectionCentre.ItistobenotedthattheCommissionwasinformedthattherewerepossibleviolationsoftheOccupationalSafetyandHealthguidelinesinthebuildingandhassoughttheguidanceoftheDPAonthematter.Meanwhile,theCommissioncontinuestobenegativelyimpactedbythepooramenitiesandinappropriate infrastructural issuesof this locationandthis ishamperingthepaceatwhichselectionactivitiescanbeconducted.

2.6. AdministrationTheadministrationoftheTSCisvestedintheOfficeoftheDirectorofPersonnelAdministration.Thisofficeprovides information and advice to theCommission, to examine the effects of policies and toquestiontheeffectivenessofdecisionsmade. Inthedischargeof itsresponsibilities,theOfficeoftheDPAhasdevolvedcertainadministrativeservicesviacentralisedandcommonservices.Theseservicesrelatetolegaladvice,auditing,policyandresearch,informationtechnologyandcorporateservices.TheCommissionishamperedbythelackofeasilyavailableinformationfromtheresearchdepartment.Thisisbecausethesystemsforretrievalofinformationaremanualandpaperbased.TheCommissionalsosuffersserioussetbacksinitsabilitytoconsistentlypublishitsquarterlynewsletterasthereisnotsufficientinternalsupportserviceforthisfunction.ThecommonservicesofLegal,DisciplineandtheTribunalsaresharedamongthevariousCommissionsandthismeansthattheCommissionhastowaitinlineforitsmatterstobehandled.Thisresultsinlongadministrativedelays.TheCommissionmetwiththeDPAanddiscussedvarious issueswhichcouldbringbetterefficiencies to itsadministrativeprocesses.HighontheagendawastheassignmentofaLegalOfficerdedicatedsolelytoCommissionmatters,tribunalforhearingsoftheCommissionandthestaffingoftheinvestigativeunitattheSCDsothatofficersofthisunitcanbeusedtoinvestigatemattersonbehalfoftheCommission.

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2.7. StakeholdersIn 2012, the Commission extended its outreach programme to include presentations and meetingswithvarious fraternitygroupsat thedistrict level.Membersmetregularlywith fraternitygroupsanddiscussedissuessuchastheroleofperformancemanagementintheselectionprocessandtheprocessofmanagingdisciplineinschools.TheseoutreachprogrammesallowedtheCommissiontheopportunitytoshareitsplansandprogrammeswithawiderstakeholdergroup(SupervisorsandPrincipals)andheartheirissuesandchallenges.TheCommissionalsometwiththePermanentSecretary,MOEtodiscussthepolicydirectionoftheMinistryandsoensurethatindischargingitsmandate,itwasalsoachievingthenationaldevelopmentgoals.TheExecutiveDirectorandHRstaffoftheCommissionmetregularlywiththeHROfficialsoftheMOEtodiscussandplanfortheexecutionofthestrategicplansoftheCommission.Thescheduleofmeetingsfor2012isoutlinedatTable7below.

Table7–StakeholderMeetingsHeldin2012

Date Stakeholder

February29 MeetingwiththeTrinidadandTobagoUnifiedTeachers’Association

May16 MeetingwithAssociationofDenominationalBoards

May28 MeetingwithMinisterofEducationandSeniorExecutiveOfficersattheMOE

June13 MeetingwithPermanentSecretaryandSeniorExecutiveOfficersattheMOE

July27 MeetingwithAssociationofDenominationalBoards

August15 WorkshoponDisciplinaryPolicyandProcedures

August22 SixthAnnualSchoolsSupervisorsWorkshop

September19 MeetingwithStakeholdersinTobago–SchoolSupervisors,HRMstaffoftheTHA

andrepresentativesoftheDenominationalBoards

September29 FacilitatedworkshoponPerformanceAppraisalatSt.PatrickEducationalDistrict

November1 FacilitatedworkshoponPerformanceAppraisalatCaroniEducationDistrict

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3.1 Appointments: While the TSC is satisfied for themost part that there are improvements inthe systemof appointments, there still remain significant issues and challenges thatmustbeaddressediftheimprovementsaretobesustainedinthelongterm.Theseinclude:

• Human Resource Planning - there isnoHumanResourcePlanevidentat theMOEwhichcanassisttheCommissioninmakingtherecruitmentandselectionprocessmoreeffective.HumanResourcePlanningistheprocessofidentifyingfutureHRMneeds,determininghowthoseneedsshouldbemetandmakingaplanformeetingthoseneeds.TheCommissionhassoughttobridgethisgapbyinitiatingthisprocessannuallywiththeMOEinordertoidentifythosevacantofficeslikelytooccurintheadministrativeareas.However,asitstands,whilethisprocessgivesinformationfortheofficesofPrincipal,VicePrincipal,HeadofDepartment,DeanandSeniorTeacher,itdoesnotgiveinformationforthenumberofvacantofficesthatexistorarelikelytooccurintheTeachingestablishmentatthePrimaryandSecondarylevels.Asaresult,thereisalonglagtimebetweenvacanciesoccurringandpersonsfromtheOrderofMeritListbeingselectedtofillthesevacancies.

WhilestaffreturnsaresubmittedtotheMOEbyPrincipalsonamonthlybasis,thereisnoindicationthatthisinformationiscollatedintoacomprehensivereportwhichcaninformthesystemofhowbesttoplanforresourcecontinuity.TheCommissiontriestobridgethisgapbyensuringthattheOrderofMeritListsforbothPrimaryandSecondaryschoolsarewellpopulatedandthattherearesufficientpersonsapprovedtoteachandwhocanbeplacedontheOrderofMeritListtoreplacethosewhohavelefttheservice.

TheMOEhasadvisedthatitwasundertakingateacherrationalisationprocessinordertostreamlinetheallocationofresourcesamongthevariousschoolsinkeepingwithastatedpupiltoteacherratio.TheMOEwasrequestedtoprovidethisinformationtotheCommissionand discussions on the issue continue. It is also important for theMOE to analyse theinformationonpersonsleavingthesystemtodeterminethereasonsfortheturnoverandtoimplementsystemstomitigatetheriskoflosingqualifiedpersons.

TheCommissionisawarethatthesubstituteteachersystemwhichwasimplementedsomeyearsagointheSecondaryschoolsystem,isnotworkinginaneffectivemanner.TheMOEisadvisedtoreviseandre-establishthissystemsothatSchoolsSupervisorscanhaveaccesstoresourcesfromaqualifiedpoolofpersonsintheeventtherearetemporaryshortagesintheservice.TheMOEisalsoadvisedtoextendthissystemtotheprimaryschool.

3.0 Issues and Challenges Faced in 2012

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• Performance Appraisal – the new performance appraisal system for teachers andadministratorshasnotyetbeenimplementedintheTeachingService.TeachersarepresentlyappraisedwiththeuseofaninstrumentknownastheConfidentialStaffReport.Thissystemis somewhat dated and is not sufficiently transparent to serve the needs of a modernTeachingService.Aneffectiveperformanceappraisalsystemshouldprovideevidentialbasisfortheratinggivenanditshouldprovideinformationwhichcanbeusedinmakingdecisionsaboutateacher’sconfirmationintheposition,promotiontoanewposition,andon-goingcontinuousprofessionaldevelopment.Assuch,theCommissioncontinuestousetheSpecialReportasarequirementintheapplicationforvacantofficeprocess,inordertoselectthemostsuitablepersonforappointment.

TheMOE has informed the Commission that it has completed discussions with variousstakeholdersanditintendstointroducearobustperformancemanagementandappraisalsystem.Thisnewsystemwillbetransparentandacollaborativeprocessandwillfocusonobjectives,performancestandards,behavior,anddevelopment.TheCommissionwelcomesthisinitiative.

• School profiles–atemplateforcapturinginformationontheprofileoftheschoolwasmadeavailabletotheMOEtocollectdataonschoolswhichwouldassist inmakingabetterfitbetweenapotentialcandidateandaschool.InformationonsomeschoolshasbeenprovidedtotheTSCbutinformationonseveralschoolsremainsoutstanding.

3.2. TrainingandDevelopment–theTSCischallengedinfillingtheofficesofHeadsofDepartment,Secondary andDeans, Secondary as there is proving to be insufficient capability in the ranksofTeacherIIItofillthe538vacantofficesinthesecategories.TheCommissioncompletedtheselection process for these categories and filled just about 14% of those offices as suitablyqualifiedcandidatescouldnotbefoundforallthevacantoffices.Officerswhoaspiretotheseofficesneedtohavemoreexposureineducationadministrationwithintheschoolandtobetterunderstand the regulationsandpolicies in theTeachingServiceTheywouldalsobenefit fromtraining programmes in management and leadership put on by theMOE as preparation forassuminghigherresponsibilitiesintheTeachingService.TheMOEwasrequestedtore-advertisethevacantofficesin2012butattheendofthatyearhadnotyetdoneso.TheCommissionplanstoundertaketheselectionprocessagainin2013.

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3.3. Discipline–Itisexpectedthatthenewregulationswhichhavebeencompletedwillsignificantlyimprove the administration of discipline in the Teaching Service. It is proposed to givemoreaccountability to Principals and Supervisors and to institute one-person tribunals. It is alsoproposedtoimplementparallelproceedingsforissuesthatgobeforethecourtsothatallegationsofmisconductcanbeaddressedalongsidecourtproceedings.

The Commission continues to be challenged by the long time taken by Investigating Officersto investigate allegations of misconduct. It has included accountability measures in the newregulationstoaddressthisissue.TherealsoneedstobestandardguidelinesgiventoschoolsbytheMOEfordealingwithissuesofirregularityandunpunctualityofTeachers.SchoolsSupervisorsandPrincipalscontinuetoreportondifferingstandardsindealingwiththisissue.

TheCommissionhasbeeninsistingthattheMOEinvestigateteacherswhoconsistentlydonotmeettheteachingrequirementsandbringthistotheattentionoftheCommissionsothatanappropriatedetermination canbemadeas to theabilityof those teachers todischarge theirduties.

3.4. OtherIssues:Theissueoftheappointmentofapproximately743primaryschoolteacherswhoenteredtheUniversityofTrinidadandTobago(UTT)in2006topursueaBachelorofEducation(B.Ed.)degreewasdiscussedand issuesresolvedwiththeMOE in2012.Therealsocontinuesto be the need for the MOE to review the educational requirements for the office of VicePrincipal-Primary.Atpresent,notertiarylevelqualificationisrequiredforthisofficeandassuch,advertisementsattracthundredsofapplicantshopefulofbeinginterviewedfortheoffice.ThissituationisananomalysincetheofficeofPrincipal-Primarycallsforarelevantundergraduatedegreeandassuch,itdoesnotmakeforgoodsuccessionplanningfortheofficeofVicePrincipal-Primarytonothavethesamerequirement.ItalsomeansthatSeniorTeachers,TeachersandHeadsofDepartments in primary schoolswhohave a relevant degree canbe considered fortheofficeofPrincipal-Primaryaheadofasubstantiveofficeholderwhodoesnotholdsuchaqualification.

SeveralofthejobdescriptionsintheTeachingServicearedatedandneedtoberevisedtomaketheroleandresponsibilitiesalignedwiththecurrentrealitiesoftheoffice.ThisincludesSchoolsSupervisorsandGuidanceOfficer.

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4.1. Appointments:TheCommissionaimstofocusonimprovingtheefficiencyinthefillingofvacantofficesforteachersinthePrimaryandSecondarySchoolsystem.Itsaimistofillthosevacancieswithinonemonthofvacantofficesarising.Somestrategiesare:o Map the recruitment process and identify areas which add no value and revise this

process.o Expandtheselectionprocesstoincludepsychometrictestingandawidersetofselection

activitiesinordertogetthebestfitforofficesintheteachingservice.o ObtainaconsolidatedquarterlyreturnofstaffmovementfromMOEandusethisinformation

to project the number of vacant offices likely to occur and plan for filling those vacantoffices.

o Expand thereachofadvertisements forvacantoffices in the teachingservicebyplacingtheadvertisementsontheSCDandMOEwebsites,emailingdirectlytoschoolsandplacingnoticesinthedailynewspapers.

o DelegatesomeareasofrecruitmentactivitiestoMOEo WorkwiththeMOEtoreviseoutdatedjobdescriptionstomaketheselectionprocessmore

relevant.

4.2. Discipline:TheCommissionaimstofocusonreducingthetimeittakestoprocessadisciplinaryissuefromthepresenttimeframeofapproximately3yearstolessthan6monthsfromthedateofoccurrence. Itsgoal, in thefirst instance, is to initiatethedisciplinaryprocess for teacherswithirregularityandunpunctualityofgreaterthan14dayssickleave,14dayscasualleaveandinexcessof1,000minutesperterm.WhiletheCommissionisoftheviewthatnoleveloflatecomingshouldbesanctioned,itisguidedbytherealitythatthereisahighlevelofunpunctualityintheTeachingServiceandithasdecidedthatapracticalapproachtodealingwiththisistoaddressinthefirstinstance,theworstoffenders.Thisisdefinedatthistimeasthosepersonswithmorethan1,000minuteslateintheyear.Somestrategiesandactivitiesforachievingthisinclude:o Maptheprocessandidentifyareaswhichaddnovalueandwhichcanbeimproved.o EstablishprocedureforobtaininginformationonissuesofdisciplinefromSchools.o Identifyteacherswithhighlevelsofabsencesandlatecomingandinitiatetheinvestigative

process.o DelegatemoreareasofdisciplinetoPrincipalsandSupervisors.o WorkwiththeSCDanditsdisciplineunittoestablisharegisterofdisciplinaryissuesand

trackandreportontheseateverymeeting.o WorkwiththeDPAtoensuretheestablishmentandstaffingofaninvestigativeunitatthe

SCDwhichwillundertakeinvestigationsinanexpeditiousandthoroughmanner.o WorkwiththeDPAtoaddressissuesregardingthelengthoftimetakenbytribunalstohear

issuesandproducereportstotheCommission.o WorkwiththeDPAtohaveassignedtotheCommissionafocusedTribunalandadedicated

LegalOfficerforCommissionmatters.

4.0 Plans and Programmes For 2013

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4.3. StakeholderRelationships:TheCommissionwillfurtherimproverelationshipswithitsstakeholders.Todosoitwould:o Havemore interactionwith district fraternity groups both in Trinidad and in Tobago in

aneffort tocommunicate itsvision for theschoolasaprofessional learningcentrewithattributesofcollaboration,effectivecommunication,andanenvironmentwhichembracesalltypesoflearners.

o Continue to build more effective relationships with the MOE and with the Division ofEducation,YouthAffairsandSport(DEYAS)inTobagotobetterintegrategovernmentpolicyforeducationintotheworkoftheCommission.Inparticular,theCommissionwishestoseetheimplementationofaneffectiveperformancemanagementandappraisalsystemtoaidintheselectionprocessandstrengthenaccountability.

o Buildbetter relationshipswith themedia toget theworkof theCommissionout to thepublic.

o Continuediscussionswiththedenominationalboardsinordertoreconcilesituationswithdiffering recommendations to positions in thedenominational schools. TheCommissionwillaskthevariousboardstodefine,intheirowncontextandsituation,therequirementsformeetingthe‘moralandreligious’standardsforappointments.

4.4. AdministrativeProcess:TheCommissionwillimproveitsadministrativeprocessbyadopting thefollowingstrategies:

o GetregulationsanddelegationordersspecifictotheCommissionapprovedandimplementappropriately. Use the regulations as an avenue to empower Schools Supervisors andPrincipalstomanagetheirdistrictsandschoolseffectively.

o WorkwithMOEtohaveinplaceamanualofpoliciesandproceduresthatareapplicabletotheteachingserviceandmakethisavailabletothosewhoneedtoknow,intheservice.

o Process confirmations, transfers and other administrative issues within one month ofinformationreachingCommission.

o DevelopsystemsusingInformationTechnologytoimproveadministrativeprocesses.o Issue guidelines on Commission functioning and its expectations of stakeholders as

necessary

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The Commission wishes to express its gratitude to the Director of Personnel Administration, Mrs.GloriaEdwards-Joseph,theExecutiveDirector,Ms.YvettePhillip,theSecretary,Ms.JanetGopie,theinvaluablemembersoftheselectionpanels,otherstaffwhoassistintheselectionprocessandallthestaffoftheSecretariatoftheCommissionfortheirloyaltyandfullsupportoverthereportingperiod.TheirdedicationtodutyandfocusonthegoalsoftheCommissionwereinstrumentalincontributingtoitsprogressin2012.

5.0 Acknowledgements

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Appendix 1Graphsandchartsrelatedtoappointments,selectionanddiscipline

OfficesVacantandFilledin2012

Chart3–SecondaryAppointments

Chart4–PrimaryAppointments

2010 2011 2012

13 19 2628 28 25 69 3 1 72

PrincipalVicePrincipalHODSecDeanDec

2010 2011 2012

52 26 9157 13 1578 0 720 62 68

PrincipalVicePrincipalHODSecDeanDec

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Chart5–OtherAppointmentsSchools Supervisor

Curriculum

Guidance O�cer

Other

Chart6–TeacherSecondary

Schools Supervisor

Curriculum

Guidance O�cer

Other

0

100

200

300

400

500

600

700

800

No. Interviewed

No. Successful

Percentage

2010 2011 2012

658 523 542

598 459 481

90.88 87.76 88.75

0

100

200

300

400

500

600

700

800

No. Interviewed

No. Successful

Percentage

2010 2011 2012

0 20 6

0 9 31

0 32 20 5 0

27

Chart7–MattersofDiscipline

0

5

10

15

20

25

30

35

40

201020112012

8

15

2

10

12

18

24

38

10

5

38

30

32

1

Court Charges

Disciplinary Tribunals

Abandonments

Allegations of Misconduct

High Court Matters

28

Notes

29

Notes

30

Notes