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	3.1 Education Service Efficiency    Objectives and Justification    Scope and Coverage    Summary of Main Activities    Program Management and Monitoring    Financing Plan

3.1 Education Service Efficiency

Objectives and Justification » Up

One strategic objective is to enable a shift towards more performance oriented staff incentives as part of improved education service efficiency. Another strategic objective is to improve efficiency in planning and deployment of teachers and non-teaching staff through staff deployment to under-served and difficult/remote communes, particularly to facilitate the staffing of new and under staffed schools, through more equitable deployment of subject specialists. An associated objective is to also contribute to improved quality of education by replacing the retiring and contract teaching staff with better-qualified staff and new teachers from TTCs.

Scope and Coverage » Up

The program will increasingly focus on deployment of new teachers, rather than re-deployment of existing ones which has proven to be difficult over the past years. The program will revise the targets for redeployment and set new targets on deploying 95% of TTC output to remote and difficult areas by 2008. In addition, from 2004 onwards, some trainees were recruited from remote areas with the understanding that their initial posting will be to these areas.

The reduction in the number of new teacher trainees recruited each year (3,000 p.a.) alongside projected increase in retirement over the next five years will mean when teachers and administrators retire from over-staffed schools, they may not be replaced in order to minimize disparity between over-staffed and under-staffed schools. All new and existing teachers and non-teaching staff in remote/difficult areas will be provided with special posting allowances. This program component will be complemented by the teacher housing program in the facilities development program to enhance staff retention and more equitable deployment of subject specialists at secondary level.

A comprehensive program of performance-based allowances is in place and will be strengthened through introduction of a nation-wide staff performance appraisal system and regulation of minimum standards of performance and work loads. The performance-based pay reforms will be extended to encourage teachers to take on additional duties, including double shift and multi-grade teaching. The allowances also will be extended to school directors in incomplete primary schools to enable them to arrange multi-grade or double-shift teaching so that the school can offer the full range of grades 1 to 6.

Summary of Main Activities » Up

MoEYS will endeavour to match teacher supply to the proposed education sector expansion, especially the balance between primary and secondary teacher needs. Planning will take into account the projected fall in primary enrolment and the subsequent expansion of secondary enrolment. MoEYS will also set more rigorous targeting criteria and mapping of under and over staffed schools. Capacity building for the Department of Personnel, especially for human resource information management, will be a priority.

The main program activities will include: (i) finalize the staff utilization plan; (ii) develop guidelines and standards for staff performance and responsibilities including an evaluation system; (iii) prepare instructions for education planning components in the provinces and implement a detailed annual plan for the use of staff, newly trained teacher deployment and re-deployment; (iv) prepare budget allocations for the provinces and set minimum efficiency targets for each province (e.g. the number of staff to be deployed and re-deployed at minimum level); (v) prepare implementation plans for staff deployment in the Ministry, PDE and DEO and post-secondary and higher education institutions; (vi) review and monitor provincial staff deployment and newly trained teacher deployment plans, and monitor financial management and (vii) provide technical support to provincial and district authorities.

Program Management and Monitoring » Up

The Director General of Administration and Finance and Personnel Department of the MoEYS will be responsible for all projects, program monitoring and coordination. The program will be initially managed through provincial BMCs based on agreed staffing regulations and norms with monitoring by HQ Personnel Department with phased delegation to district education offices. MoEYS will review guidelines for targeting and allocation of these allowances as part of the proposed salary reform initiative. The DGAF will arrange sample technical audits and IG will arrange sample internal financial audits. The Ministry will review the role of BMCs for PAP 1 to consider further decentralized management, including use of provincial staffing committees to coordinate staffing of newly constructed schools.

Financing Plan » Up

New targets for re-deployment will be reviewed and the activity allocation will be adjusted accordingly. The table below summarizes the indicative costing for the program.

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	3.1 Education Service Efficiency    Objectives and Justification    Scope and Coverage    Summary of Main Activities    Program Management and Monitoring    Financing Plan