Nancy Macharia has now served five years as the CEO of Teachers Services Commission. In her first term, the embattled TSC boss has attracted love and hate at equal measure especially from the teachers. In same period Macharia has both achieved and flopped in a number of issues. We look at some of the reforms Macharia spearheaded at the helm of the commission that shaped the first term.
Macharia’s first term in office was characterized by strong-arm tactics especially when dealing with Teachers Unions. The iron lady has successfully dealt with Kenya National Union of Teachers, Knut once seen as unshakable teachers union. It is during her term that KNUT secretary General Wilson Sossion was deregistered as a teacher.
However, one thing has been a standout in Nancy Macharia’s first term and this is mass recruitment of teachers. She is on record advocating for the employment of more teachers to improve the teacher-learner ratio in congested public schools something she has executed successfully.
Good proportion of the commission’s budget has been redirected towards the recruitment of more teachers. This has however been always boosted by the government policy in the name of 100% transition to secondary schools.
In contrast, employment of teachers on internship terms has not gone down well with a section of teachers. Last year November TSC rolled out the internship exercise which saw 10,000 teachers employed in both primary and secondary schools.
There was public outcry on why could TSC employ qualified tutors as interns on such a low pay. Intern teachers posted to primary schools earn an average of Sh10,000 while their counterparts in secondary pocket up to Sh15,000 per month. These teachers earn even lower than what some schools pay their Board of Management teachers.
If there is anything Nancy Macharia is proud of in her first period in office is introduction of a performance evaluation mechanism (TPAD) that assesses the performance of a teacher.
The TPAD requires that the head of institution to provide oversight role in the performance appraisal for the teachers in their respective institutions. The mechanism is used for the purpose of promotion, deployment and rewarding a teacher as provided by the Commission Act.