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The Subaru Forester is the most sought after car in google search engine by Kenyans with a monthly search averaging 5400 searches. This elegant SUV is an amazing machine for young and middle age population. It is one of those vehicles categorized by Kenyans as 'cars with a swag'. To acquire a Forester of EX-JAPAN model, you need at least Ksh 2.4 Million with a 2014 engine. It's not easy to acquire a brand new Forester in Kenya unless you are ready to cough more than Ksh 4 Million. 

This vehicle gives a Subaru Forester a run for her money. This runners up machine is among the most popular sought cars in Kenya. Has a terrific shape and look with all features of a sports utility vehicle.  
It has gained popularity in the last 4 months to compete with a forester. A Mazda CX-5 is almost the same price as a forester with a 2014 engine ex-Japan retailing at Ksh 1.9 million. More than 5400 searches on the internet on her credit.

Who doesn't know this creature on Kenyan roads? With more than 3600 searches monthly average, a Subaru Impreza is indeed impressive. Her simplicity, fuel economy, uniqueness and speed makes her among the most favored cars with young age of middle class. A 2014 engine model vehicle can retail for 1.5 million shillings.

This is a first cousin of a Toyota Fielder. Fuel efficient, best resell value, stability, easy to maintain and relatively cheaper. This vehicle is common for low earners in the middle class category such as teachers, nurses, government workers, businessmen and cooperate workers.
3600 on average is the number of times Kenyans are searching for this vehicle every month. A 2014 Auris engine model vehicle can retail for more than Ksh 1.3 million.

​Mazda Demio is a low cost, low fuel consumer designed for low income users. In the last three years, it has grown as the most famous non-Toyota vehicle giving a Toyota Vits peer a run for her money. 
A Demio is popular among youth who are experiencing life with a vehicle for the first time and women who want to rush for job and back because it offers convenience, efficiency and affordability. It has a 1300 CC engine meaning it approximately covers 18 Kilometres on a liter of petrol in a continuous motion. A Demio with 2014 engine model costs around Ksh 800,000/=. If you don't care about vehicles with a swag, grab a Demio.

Just like a Demio and a Toyota Vits, Suzuki Swift is another vehicle in this category. Small, fuel efficient, reliable and affordable. 2900 times on average is the number of times this tiny Japanese vehicle is sought around the internet in one month. This 1197 CC and 5-seater machine is not out of reach of many Kenyans. This means it can consume 1 liter of Petrol in around 20 Kilometres. A journey from Kisii to Kisumu Approx. 140 KM will cost the car owner around Ksh 850/= translating to 7 litres of petrol. Using a Matatu usually costs Ksh 500/=. A 2014 Engine model vehicle costs around Ksh 850, 000/=

​BMW X6 is in competition with a Nissan Juke, Toyota Rav 4, Toyota Vanguard and Toyota Rush. This is a category of mini 4 x 4 wagons. Good vehicles among researchers and adventurers. X6 is searched on average more than 2900 times every month by fans on Google. A brand new BMW X6 in Kenya is around Ksh 12 million to Ksh 15.5 million. There is no dispute that this Germany Motor machine is one of the most awesome I have ever seen.

​This Japanese machine from Nissan company is not as expensive and a BMW X6, Vanguard or RAV 4 but was built to offer an alternative choice for RAV 4 lovers. On average searched more than 2900 time by fans. It offers variety, comfy and plays as a 'false number 9' among the mini 4 x 4 SUVs. A 2014 engine model retails for around Ksh 1.4 Million. 

A Range Rover Sport vehicle is no match of affordability to majority of Kenyans. Other vehicle in this category is a Toyota Landcruiser V8. You can sell your land and Kidney, and wife and children and still can't afford it. Fueling it is also out of reach for majority of Kenyans.
This vehicle is common among business people, politicians, diplomats, cooperates and UN officers. A 2014 engine model can retail at around Ksh 8.5 Million but still Kenyans search it on average 2900 times in a month meaning that Kenyans are too daring. A Brand new Range Rover Sport is around Ksh 15 Million to Ksh 30 Million. A sports RIM set is around Ksh 150,000 WTF...

This is a vehicle for upper middle class Kenyans. A 2014 model engine is retailing around Ksh 2.7 million. The Honda CRV, Toyota RAV 4  and Suzuki Escudo are her peers. The vehicle is searched more than 2900 times on Google by fans. 
This 2400 CC beast is good for people who have advanced their careers and feel no hitch in fueling it. Very common among sportsmen, businessmen, lawyers, accountants and young doctors. 

The following vehicles were selected from a pool of Toyota vehicles available in Kenya putting in mind the fuel efficiency and capacity limited to 7-seaters. There are other fuel guzzlers available with the same capacity which we will cover later. We chose Toyota because they are the cheapest vehicles to maintain in Kenyan perspective.
Some other vehicles  listed here are out of production but they are available in most motor Bazaars across the country.
A 7-seater vehicle is effective for use of large family, Taxi, school and even office. Check the list below. 

WASCO is a company that deals with water and sanitation services within Kisii Town. When you want your home to be connected with their water grid at the perimeter of their reach, there is a procedure that you need to follow before they connect you.

In this piece, we will outline step by step procedure that will guide you to acquire their services.

1. Ksh 5000/= as at 2021 Feb unless the connection fee is revised afterwards.
2. KRA Pin
3. Photocopy of your ID
4. Passport photo

A C+ is the minimum grade to help you gain entry to pursue undergraduate degree in Kenya. 

Most students don't attain this grade though according to the KNEC reports published yearly.

In the year 2019, only 125,746 students were able to attain a C+, B-, B, B+, A- and A grades  out of 693,263

This represents a meagre 18.14 percent locking 81.86% of the total number of students who sat for KCSE 2019 out of university admission.

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.