ABSTRACT
In Kenya, before independence, teachers were employed by different missionary agencies to teach and help in spreading the gospel among the natives. After independence, Teachers Service Commission (TSC) was established by an act of parliament cap 212 (1967). Among other functions, it was meant to employ teachers. Since inception, TSC used supply-driven method to recruit teachers. The policy changed in 1997 following the government freeze in employment of civil servants and teachers due to budgetary constraints. Since 2001, the government has used demand-driven method to recruit teachers through BoMs. The purpose of this study is to establish effectiveness of the BoMs in the recruitment and selection of teachers in public secondary schools in Nyamira County, Kenya. The major factor the research considers is the recruitment process undertaken by teacher-selection panels. The yardstick of performance is the expected or ideal recruitment process. The objectives of the study includes: to determine the role and effectiveness of BoMs in recruitment of secondary school teachers in Nyamira County, determine the role, effectiveness of BoMs in selection of secondary school teachers in Nyamira County and lastly, identify issues and challenges faced by BoMs in recruitment and selection of secondary school teachers in Nyamira County. The study uses descriptive design as it is concerned with gathering facts and seeks to find out factors associated with outcomes. It also gathers data from a large population. The population consist two categories, schools and subjects (principals and teachers). Using stratified random sampling as the population consists of distinct categories. Questionnaire is the tool used as research instrument. Data collected is analyzed using both quantitative and qualitative techniques, then, presented by the use of tables, figures. The study finds that teacher recruitment through BoMs is ineffective, as most of the panel members posses wanting academic qualification levels. The study recommends that, BoMs should posses sound academic qualifications and be sensitized so as to implement effective recruitment and selection. The major issues and challenges ranges from short-changing candidates and that, stakeholders do have vested interest on the candidate to be considered for the position
