Please note the following:

1. The evidence provided should be stamped and signed by your HOD/Deputy or Head of School for legitimacy/ verifiable purposes.
2. Do not overlook any evidence regardless of how small you may think it is. TSC requires it.
3. Your little smartphone will be key to gathering evidence if you don't own a scanner.

Evidence required:

At the end of each term the appraiser will convene an appraisal rating meeting with the appraisee.

In this Meeting The appraisee and the appraiser discuss observations, assessment and complete the termly appraisal.

The teacher’s performance for the term is evaluated against the performance competency areas and appraisal rating for the term is agreed upon.

Areas that require support and development during the following term are identified and a development plan is generated.

A report on learners’ achievements is discussed with a view to further improvement.
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In the case of disagreement between appraisee and appraiser rating an arbitrator is involved to make a final decision.

NB: Before the appraisal rating meeting, the appraiser should notify the appraisee of the time, venue and agenda of the meeting. This should be in line with the institutional TPAD calendar of activities.

Teaching standards refer to a set of requirements in TPAD process that define the minimum level of competencies expected of a teacher.

​The standards form the basis for a teacher’s performance appraisal. The teachers will be required to show evidence of performance in order to have an objective rating.

The standards are in three categories or domains which are:

• Part A: Instructional Delivery (Teaching)
• Part B: Teacher Conduct and Professionalism
• Part C: Community of Practice

​The rating scale provided in the TPAD tool ranges from 1 to 5 where 5 represents the best performance and I represents lowest performance. Each standard has been assigned a weight (Wt) which after evaluation will earn the appraisee a score.

Though rating is done at the end of the term, the appraisee must work towards achieving the set targets and gather evidence.

The appraisee and appraiser work in collaboration where the appraiser supports the appraisee.

​During this process, both parties accumulate evidence to be used during the appraisal rating meeting.

During the term an appraisee is required to implement activities to meet the set targets.

​As the activities are being implemented the appraisee continuously gathers evidence which will be used to support achievement of the targets during evaluation at the end of the term.

The appraiser is required to carry out continuous assessment of the implementation of the activities.
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Some of the key areas where evidence should be gathered include;

• Lesson observation.
• Teacher preparedness (checklist of documents to be maintained by the teacher),
• Lesson attendance.
• Lesson recovery.
• Learner assessments, etc.

Target is the level of performance expected to be achieved on each of the standards. The heads of institution will give institutional targets which are aligned to the targets provided by the Commission per standard e.g. The Commission has set a target on timely coverage of syllabus, the institution should identify topics to be covered and the time frame for each subject.

Further, individual targets arc set at the beginning of the term in a meeting between the appraisee and the appraiser. During this meeting the appraisee and appraiser are both required to:

• Discuss on what appraisal entails and how it will work.
• Share on the performance competency areas.
• Set targets for the term.
• Set deadlines as per the calendar of activities in the TPAD process.

1. A teacher in a primary educational institution shall be appraised by the deputy Head of Institution and the appraisal report confirmed by the Head of Institution.
2. A deputy Head of Institution in a primary educational institution shall be appraised by the Head of Institution and the appraisal report confirmed by the Curriculum Support Officer Sub County Director.
3. A Head of Institution in a primary educational institution shall be appraised by the Curriculum Support Officer/ Sub County Director and the appraisal report confirmed by the Sub County Director.
4. A teacher, tutor or lecturer in a post-primary institution shall be appraised by the head of department or in his/her absence, the deputy principal and the appraisal report confirmed by the principal.
5. A head of department in a post-primary institution shall be appraised by the deputy principal and the appraisal report confirmed by the Head of Institution.
6. A deputy principal in a post-primary institution shall be appraised by the principal and the appraisal report confirmed by an officer assigned by the Sub County Director.
7. A principal in a post primary institution shall be appraised by the Sub County Director and the appraisal report confirmed by the County Director.

​Pursuant to Section 54 of the Code of Regulation for Teachers 2015, the Commission may take disciplinary action against a teacher who

1. Fails to complete and submit an appraisal report to the supervisor; or
2. Refuses or neglects to discuss or sign the appraisal report with the supervisor.
3. Any teacher who consistently displays poor performance or adverse appraisal ratings may after due process have his services terminated.

Further, the Commission may take similar disciplinary action against: -

1. A supervisor/appraiser who fails to appraise the teacher as required.
2. An appraiser! head teacher who manipulates or falsifies appraisal records and reports.
3. A head teacher who delays or fails to submit annual appraisal reports.

Section 52 of the Code of Regulations for Teachers (2015) stipulates that the Commission shall in administering the performance appraisal system: -

1. Require Heads of Institution to provide oversight role in the performance appraisal for the teachers in their respective institutions;
2. Use performance appraisal reports for purposes of promotion. deployment and other rewards as may be prescribed from time to time;
3. Identify training needs and take corrective measures in cases of unsatisfactory performance; and:
4. Develop and review criteria, guidelines and tools for performance appraisal from time to time, which shall be accessible in the Commission’s website or as the Commission may advise.

• All teachers are advised to read and understand the Teacher Performance Appraisal and Development (TPAD) manual before they undertake the appraisal process.
• The appraisal tool must be completed by all teachers, including school administrators and information uploaded to the TPAD online system. The hard copy of the TPAD Tool for each teacher shall be retained in the teacher’s appraisal file at the institutional level for future reference.
• Every Head of Institution is required to analyze termly evaluations which will cumulatively constitute the annual appraisal report.
• Every Head of Institution shall submit an annual staff appraisal report to the TSC County Director through the Sub-County Director, by 10th January of the subsequent year.
• The performance in the competency areas shall form the basis of appraisal and development plan.
• The appraisee and appraiser shall discuss, agree on the targets and evaluate performance.
• The content of the appraisal shall only be shared between the appraisee. appraiser and countersigning officer/arbitrator.
• The appraisal reports for all teachers shall be tabled before the school Board of Management by the Secretary for consideration.
• The TSC County Director will analyze the teachers’ appraisal reports and submit a summary to the TSC headquarters.

1. To provide quality education to learners in all public institutions.
2. To give teachers opportunity to improve on their performance competencies.
3. To analyze teachers’ performance gaps and provide support for professional development.
4. To maintain cumulative records of teaching and learning performance for decision niaking.
5. To provide for fair, effective and consistent teacher evaluation.
6. To protect the rights and safety of learners.

​The purpose of the performance appraisal is to review and improve teaching standards through a systemic appraisal approach, with a view to evaluate teachers’ performance and promote professional development.

​Using the evidence gathered throughout the term, rate yourself using the scale provided in the TPAD tool against each of the standard.

• At the end of the term, you will have an appraisal rating meeting with your appraiser where you will be expected to present your filled TPAD form together with the gathered evidence.
• During the meeting, you and your appraiser will discuss your performance and using the available evidence  negotiate for an agreed rating
• In the event that you and your appraiser do not agree on rating or you feel un agreed then an arbitration process is initiated.

​Throughout the term you will be required to collect evidence that support the achievement of the set target.

​​This evidence will be used during the appraisal rating meeting with your appraiser at the end of the term.

Examples of evidence you need to gather include:

• Syllabus /designs
• Approved schemes of work
• Lesson plans and lesson notes
• Record of work
• Current personal timetable