Teacher Education, Management and Professionalisation Department (TEMPD)

 

The Department is responsible for the quality and utility value of teacher education.

 

FUNCTIONAL RESPONSIBILITIES

 

Functional responsibilities of this Department are the following:

- Set policy in areas related to teacher management, including policies governing teacher registration, recruitment, hiring, evaluating, promoting, and disciplining teachers, terms and conditions of employment, fringe benefits, leave, and code of conduct;

-  Manage in-service training and Continuing Professional Development of Teachers;

-  Develop school leadership and management standards and provide support to ongoing professional development school leadership and management;

-  Conceptualize, develop and ensure implementation of strategies, policy guidelines and project proposals aimed at addressing teachers welfare and development

-  Conceptualize, develop and ensure implementation of strategies, policy guidelines and project proposals aimed at addressing professional needs of teachers.

 

RESPONSIBILITIES OF THE VARIOUS UNITS

 

1. Teacher Development and Training

 

REB coordinates and provides guidance for Teacher Development and Training. Training takes the form of pre-service training and in-service training. Specifically, the functions of teacher development and training unit of REB is to:

- Design and manage the delivery mechanism for in-service teacher training courses;

- Explore available avenues and partnerships for teacher training and development; 5 | P a g e

- Receive, process and approve teacher training materials;

- Prescribe procedures for issuing certificates for short courses and ensure that these are well aligned

- Liaise with universities and teacher training colleges on teacher training matters;

- Arrange for Supervision, monitoring and evaluation of teacher training programs in progress and evaluate the impact of training;

- Keep teacher training data and generate required reports from time to time;

- Liaise with the CPMD Department to align teacher development and training activities with national curriculum initiatives;

- Develop, maintain and ensure implementation of teacher development framework and plan;

- Identify and analyse teacher training and development program needs and project training and development requirements;

- Direct, guide, oversee and monitor teacher development programs in districts and schools;

- Facilitate the involvement of stakeholders in planning, implementation, monitoring and evaluation of teacher training and development;

- Encourage and facilitate good communication among stakeholders in teacher training and development;

- Provide capacity building and advisory services as appropriate to districts and schools in the field of teacher development and training;

- Coordinate and support the establishment and maintenance of a strong network of nongovernment agencies that provide in-service training for teachers;

 

2. School Management and Leadership

 

REB through its unit of school management and leadership supports districts to attract, develops, manage and retain the best school leaders; this is pursued through the following responsibilities:

- Identify needs to school leadership and management ;

- Train school leaders, managers and administrators in school leadership, management and administration;

- Provide tools for leadership and management to school leaders

- Monitor and evaluate the performance of school leaders, managers and administrators.

- Work with partners in addressing identified obstacles

- Conceptualize and develop strategies and policy guidelines to enhance the quality of management and leadership among schools;

- Develop, initiate, maintain, and ensure implementation good practices in school management and leadership ;

- Design and manage the delivery of in- service school leaders training courses;

- Explore, mobilize and use resources and partnerships on school management and leadership training sessions;

- Participate in planning, monitoring and evaluation of training sessions on school management and leadership; 6 | P a g e

- Supervise development of school management training modules;

- Coordinate school management and leadership training centres;

- Coordinate and facilitate communication among stakeholders involved in school management and leadership;

- Encourage peer learning sessions on school management and leadership between schools;

- Manage liaison with Universities on school management issues.

 

3. Teachers’ Social Welfare and Development

 

Provision of quality education transcends the curriculum and the teaching and learning process. It also includes the welfare of teachers. This is the responsibility of this Unit. In specific terms the responsibilities of the teacher welfare and development unit are:

- Conceptualize, develop and ensure implementation of strategies, policy guidelines and project proposals aimed at addressing socio-economic development needs of teachers;

- Take initiatives to build strategic partnerships at all levels to resolve teacher socio-economic development issues including small entrepreneurship business;

- Coordinate and manage teacher welfare

- Prepare, disseminate and monitor the implementation of projects aimed at uplifting socioeconomic status of teachers;

- Take responsibility for teachers welfare programs at national level;

- Monitor and evaluate teacher economic development projects and programs;

- Work with relevant programs in order to boost economic development of teachers.

 

4. Teacher’s Management & Staffing

 

REB through its unit of Teacher Management and staffing is responsible for setting policies in areas related to teacher management, including teacher registration, recruitment, hiring, evaluating, promoting, and disciplining teachers, terms and conditions of employment, fringe benefits, leave, and code of conduct. Under the decentralization policy, teachers are recruited at district levels but policy direction is given by REB. In specific terms the responsibilities of teacher management and staffing unit are:

- Keep abreast of and facilitate the integration of the latest developments and best practices in teacher management field in the country’s teacher management system;

- Take initiatives to build strategic partnerships at all levels to resolve teacher management related issues including but not limited to motivation, retention, absenteeism, utilization and terms of services;

- Coordinate and manage teacher employment processes;

- Prepare, disseminate and monitor the implementation of school staff establishment;

- Enhance the professionalism and involvement of teachers through increased consultation;

- Ensure rational and cost effective utilization of the teaching force;

- Initiate the development and review of incentives and disincentives for efficient teacher management;

- Conduct periodic analysis of teacher demand and supply; 7 | P a g e

- Review terms and conditions of services for teachers and non-teaching staff in public and government aided schools;

- Liaise with universities and teacher training colleges on teacher demand and employment arrangements;

- Deploy and redeploy teachers;

- Coordinate development of teacher appraisal system and ensure fair and effective teacher appraisal processes;

- Initiate development of the teachers’ code of conduct and ensure its implementation;

- Develop teacher’s code of conduct and ensure teacher management processes are aligned to the code of regulations.

 

 

 

 

 

 

Copyright © 2013 Rwanda Education Board | P.O. Box: 3817 Kigali-Rwanda - Email:info@reb.rw  | Towards the quality of education in Rwanda.