APPRAISAL
On performance contracting, the team noted that Knut was fully involved in the development, piloting and review of the appraisal tool.
It said: “It is inaccurate for the union to claim that TSC failed, declined, refused or neglected to fully consult them in the development of the performance contracting and appraisal tool.”
The team proposed that Knut be granted two days to submit its input on the appraisal system to TSC and the two should then record their agreement.
On career progression guidelines, the team concluded that they were developed without consultations.
It asked both parties to form a team to review them within 30 days.
Knut had claimed that more than 30,000 teachers are eligible for promotions after attaining higher academic qualifications and professional experience but that they had been sidelined. The team replied that only 12,000 teachers submitted their qualification details seeking promotions.
NEGOTIATE
The union had also claimed that 3,094 teachers had been moved unfairly. The committee noted that only 278 had appealed or filed for review.
The team proposed that in future, TSC and Knut should negotiate on the level of union representation, which should be anchored in the recognition agreement and the CBAs.
To end perennial wrangles, the committee recommended setting up a standing Joint Industrial Council that should be chaired by a neutral person, conversant with employment and labour issues.
The parties should also embrace alternative dispute resolution. The Employment Court stopped Knut from going on strike on January 2 and asked the parties to hold talks.
Justice Maureen Onyango wants the parties to study the recommendations and appear before her on February 18.
