TSC Performance Appraisal Form 2024: Purpose, Coverage And Appraisal Process

The Teachers Service Commission (TSC) in Kenya has a rich history dating back to the 1950s when passionate educators, led by retired President Daniel T. Moi, advocated for establishing a unified teacher body. In 1967, the TSC was officially formed through an Act of Parliament, with the primary aim of providing teachers with a single employer and uniform terms and conditions of service. Over the years, the TSC has played a pivotal role in Kenya's education sector, ensuring the delivery of quality education. To achieve this, the TSC utilizes a crucial tool known as the Annual Staff Performance Appraisal Report, which assesses and enhances the performance of its staff. 

This article will delve into the details of the TSC Performance Appraisal Form, its purpose, and the appraisal process. Let us get started

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Purpose of the Appraisal

The cornerstone of the TSC's commitment to quality education is the Annual Staff Performance Appraisal Report. This comprehensive document serves several essential purposes:

1. Objective Assessment: The primary objective of the Staff Performance Appraisal is to conduct a thorough and accurate assessment of an officer's job performance. This assessment is based on a complete understanding of the job descriptions and requirements, ensuring accuracy.
2. Training Needs: The information gathered through the appraisal process is instrumental in identifying training needs among the teaching staff. By pinpointing areas where improvement is required, the TSC can offer targeted training interventions to enhance the capabilities of its educators.
3. Potential for Promotion: The appraisal report is crucial in determining an officer's potential for career advancement within the TSC. It assesses work output, achievements, competencies, and overall performance over the review period.

Downloads - Forms - Perfomance Appraisal Form

Coverage

The Staff Performance Appraisal Report covers all TSC Secretariat staff, excluding the Commissioners and the Commission Secretary. It encompasses a wide range of educators, ensuring that every member of the teaching force can benefit from this evaluation process.

Appraisal Process

The appraisal process is a systematic and comprehensive procedure aiming to assess an officer's performance accurately. It involves several key steps:

1. Supplying the Appraisal Form: 

At the beginning of the review period, the appraisee receives a copy of the appraisal form and divisional or sectional performance targets. The appraisee is expected to create a work plan based on these targets.

2. Quarterly Appraisal: 

The appraisal is conducted quarterly, with the original report due to the Directorate of Human Resource Management (DSHRM) by July 31st of each year. The appraisee retains a duplicate of the report for reference.

3. Personal Data: 

The report's first section focuses on personal details and employment records. This includes the appraisee's name, TSC number, date of birth, gender, designation, employment history, terms of service, and the period under appraisal.

4. Performance Evaluation:

The heart of the appraisal report lies in the performance evaluation. The appraisee and appraiser assess the appraisee's performance based on departmental/divisional objectives, agreed work targets, performance standards, output, and expected results. This evaluation is divided into five sections:

• Parts 2A-2D: These sections evaluate the appraisee's performance for the four quarters, constituting 80% of the overall rating.
• Part 2E: This section rates the appraisee on behavioural attributes that reflect the Commission's core values, accounting for the remaining 20% of the overall rating.

5. Overall Rating: 

This section summarises the quarterly scores from Parts 2A to 2D and the scores on behavioural attributes in Part 2E. The cumulative scores are then converted into an overall percentage score, with the appraiser's rating constituting the final grade.

6. Training Needs and Development: 

Part 4 allows 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.

7. Comments by the Countersigning Officer: 

The countersigning officer validates the report and oversees the appraisee and appraiser. 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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Final Thoughts

The TSC Performance Appraisal Form is a crucial component of the Commission's efforts to maintain a high standard of education in Kenya. It provides teachers with valuable feedback, identifies improvement areas, and offers career advancement opportunities. By adhering to the appraisal process, educators can contribute to the overall enhancement of the education sector.