2.3 Recruitment

In this section: - Recruitment rules and processes

Rules: Recruitment

Includes: General rules; Recruitment and Selection; Employment; Special Rules for contract employment; Re-employment; Replacement; and, Qualifications required to become a teacher


General Recruitment Rules

Recruitment to the teaching service must be:

Recruitment and selection


Special rules for employment on contract terms

Re-employment of a teacher


If a teacher leaves his or her post and is taken off the payroll, the position left vacant is eligible for replacement.

Qualifications required to become a teacher

To qualify to become a teacher, an applicant must successfully have completed any of the following certificate and/or degree courses at a recognised educational institution in Sierra Leone:

Primary school:

Secondary school:

Applicants with qualifications obtained from foreign educational institutions are subject to evaluation by the TSC.

Process: How to become a School Leader

Deputy Head or Head Teacher

In primary schools, Deputy Head Teachers and Head Teachers are promoted from among senior teachers in the school. The SMC selects candidates for promotion based on their Performance Appraisal results and accumulated merits recorded in their Teacher Portfolio. The candidate must have demonstrated the skills necessary to be a school leader. Promotions to school leader positions are approved by TSC which signs the PROMOTION FORM as the employer of school leaders.

Vice-Principal or Principal

Vice-Principals and Principals of secondary schools are recruited through open advertising by the School Board of Governors, which includes a representative of the Chief Education Officer. Final appointment is approved by the MBSSE.

Process of Vice Principal or Principal recruitment:

For the qualifications required to become a school leader see Promotion.


Process: Teacher Recruitment

See figure below for the teacher recruitment process.




Best Practice: How to use the Recruitment SCORE CHART

The Recruitment Score Chart is a tool used to shortlist, interview and select new teachers. Some of the required competencies for the job will be demonstrated in the application and documentation provided by the candidate before the interview. During the interview the panel may wish to focus on a maximum of 10 criteria to keep within the allocated time limits.

Download Recruitment Score Chart



Essential Competencies








Relevant Subject knowledge, incl. current curriculum








Knowledge of didactics, pedagogic theory & practice








Teaching skills including learner orientation and participatory teaching methods.








Ability to manage the classroom and composite classes








Oral and writing skills








Team and social skills








Understanding of needs of disabled learners








Aptitude for engaging in extra-curricular activities, such as sports, excursions, camps, etc.








Being punctual, orderly and well-organised








Motivated, interested and a good learner








Integrity, conduct and ethics

Must be scored 4 or 5 to be recruited








Evidence of communication skills and ability to engage with the community








IT and internet skills








Leadership skills, incl. planning and time management, supervising teachers, interacting professionally, etc. 

























Minimum qualifications are compulsory


Teaching experience



Professional development



Other relevant experience


Candidates ability to meet the criteria must be evidence based and documented, either through the interview or through documentation supplied by the candidate.

Rating scale:
5 Excellent
4 Good
3 Fair
2 Limited
1 None

                                                                                                                                                Adapted from Armstrong, 2005, p. 501

See section on Promotion for competencies required to become a school leader.

Best Practice: How to conduct a successful job (or promotion) interview

For a job interview to be effective, fair, and provide reliable and comparable information on the candidates, it is important to conduct it professionally according to clear guidelines, such as:  


During the interview:

Adapted from Penny Hackett, Training Practice, CIPD London 2003/2008, pp. 41-42

Further Reading: About Recruitment

Recruitment takes place when an organisation needs to employ a qualified person on a permanent or a contract basis to fill a vacant position and carry out a specific job. The job, along with all jobs an organisation, is necessary to fulfil the mission, goals, targets and functions of the organisation and the department or unit where the job is placed.

Vacancies usually occur when the previous jobholder leaves, is transferred or promoted, or if the organisation expands. Changing strategies, new technologies or reorganisation may also create vacancies and the need for recruitment.  

This section is about the recruitment of teachers and school leaders to the teaching service for deployment to specific pre-primary, primary, junior secondary or secondary schools across Sierra Leone’s districts. Recruitment to the teaching service applies to all approved government and government-assisted schools.

Recruitment involves obligations on the part of both employer and employee. The teacher (employee) must carry out his or her job competently, adhere to the code of conduct and contribute positively to the work climate of the school. The teaching service (employer) and the school must ensure the employee is paid adequately and timely for his or her work, has optimal working conditions, is treated respectfully, fairly and without bias, and receives the required guidance and support.

Further Reading: Who is responsible for recruitment

The recruitment of teachers in the teaching service involves several actors with different roles, including:




District Council-Education Committee

School Management Committee

Board of Governors

Accountant General’s Office/ Ministry of Finance

 National Social Security and Insurance Trust (NASSIT)