Rules: Teacher Workforce Planning
Includes rules on: Teacher workforce planning, Deployment, Teachers in remote areas and Attraction and retention.
Teacher workforce planning in Sierra Leone
- The Teaching Service strives to ensure the teacher workforce is right-sized, with the right number of qualified teachers and subject specialists (neither too many or too few) deployed in the country’s schools, whether urban, rural or remote.
- School leaders are responsible for forecasting the demand for teachers for their schools.
- The TSC forecasts teacher recruitment demand for each coming school year based on information received from school leaders.
- Every five years the TSC and MBSSE forecast the demand for teachers for the next five years. TTCs use the forecasted demand to plan input and output of teacher students.
- Deployment of teachers aims to meet the needs of schools and pupils for qualified teachers.
- Deployment procedures shall be fair, transparent, equitable and based on objective criteria.
- Deployment must ensure an equal distribution of qualified teachers based on teacher-student ratios and the need for subject specialists throughout the country in urban, rural and remote areas.
- It is the policy of TSC that compensation for relocation expenses will be provided for employer-initiated deployment.
- Teachers deployed in areas designated as remote/hardship shall be compensated and are eligible for special benefits such as scholarships.
- Deployment to schools in remote areas must not be applied as a punitive measure.
Attraction & Retention
- The TSC shall promote the teaching profession at least once a year through campaigns in senior secondary schools, universities and teacher training colleges using appropriate media.
- The TSC shall takes measures to make the teaching profession attractive by offering an attractive career path, good working conditions, and similar measures.