An investigation of the effect of Teachers Service Commission recruitment and selection policies on performance of principals of public secondary schools in Kenya ( a case of Thika district)

Abstract

The goal of this study was to investigate the effect of TSC recruitment and selection of principals of public secondary schools on performance of these schools. The objectives of the study were to investigate: the extent to which TSC policy on recruitment and selection of principals is implemented, the factors prevalent during recruitment and selection of secondary principals. and the effect of the practices of recruitment and selection of principals on performance of secondary schools. The study used the descriptive survey design, targeting all the 89 public secondary schools in Thika District.

A sample of 30 schools was selected using stratified random sampling. The study participants comprised of 30 principals, 60 teachers, 60 BoG members, 60 PTA members and 90 students. Data was collected using questionnaires, and analysed using descriptive statistics including percentages, means and frequencies. The study established that majority of the principals were appointed to the position after serving as deputy principals.

The respondents reported that there is need for the TSC to review the policy on recruitment and selection of principals, to ensure that those appointed have demonstrated leadership qualities in previous positions hold a university degree, and must have served as a deputy principal. The study concludes that there are instances where principals are not selected competitively.

The study established that there are instances where principals are handpicked by TSC and politicians. Recruitment and selection of principals has an impact on performance since selecting experienced teachers ensures effective school leadership. Teachers expressed concern that poor recruitment and selection policy meant that deserving teachers who are not selected lose work morale. It would therefore be important for the TSC to review the recruitment and selection policy to ensure that the process is based on merit.