Delivery Coordinator – Teacher Recruitment and Motivation

MANAGEMENT

Works closely with and supports the Teaching Service Commission (TSC), in  coordination with the Ministry of Basic and Senior Secondary Education  (MBSSE), the Ministry of Technical and Higher Education (MTHE) and  relevant partners, to deliver the combined RECRUIT and MOTIVATE pillars. 

The role supports equitable teacher recruitment, deployment and retention;  teacher motivation and professional status; a strengthened Teacher  Management Information System (TMIS); career pathways; recognition  systems; and structured resolution mechanisms owned by TSC. 

Coordinates with TSC directorates and technical teams, Ministry and district  structures, schools, implementing partners and programme teams to ensure  coherent, cost-effective and data-driven delivery across national, district and  school levels.

Learning (T-TEL) and other partners, with funding support from the  Mastercard Foundation. 

LWL is a Sierra Leonean-led organisation committed to advancing education  transformation nationally. Its vision is transformed education for  development in Sierra Leone, and its mission is to provide educational  technical assistance in close partnership with government to promote  quality education and inclusive growth. 

The Delivery Coordinator – Teacher Recruitment and Motivation will assist  TSC, working with MBSSE, MTHE and partners, to strengthen the RECRUIT  pillar: attracting and retaining quality teachers through an equitable, cost 

effective and data-driven system. The role will support improved equitable  recruitment, deployment and retention of teachers, with specific attention  to progress on female recruitment and rural postings through a system  owned by TSC and built on a strengthened Teacher Management  Information System (TMIS). 

The role will also support the MOTIVATE pillar: enhancing teacher  motivation and elevating the status of the profession. The post-holder will  assist TSC to improve teacher motivation and professional status through  evidence-based career pathways, recognition systems and structured  resolution mechanisms owned by TSC. 

The post-holder will coordinate planning, delivery, monitoring and follow-up  across recruitment, deployment, motivation and retention activities. The

LiT Sierra Leone is structured around four pillars — LEAD, TRAIN, RECRUIT  and MOTIVATE. This post coordinates delivery across the combined RECRUIT  and MOTIVATE pillars and contributes to the wider programme objective of  building a qualified, motivated and equitably distributed teacher workforce  for JSSs, SSSs and TVSSs.

RESPONSIBILITIES  

(Will include but not  limited to-)

• Assist TSC, in coordination with MBSSE, MTHE and partners, to plan,  coordinate and deliver RECRUIT and MOTIVATE activities in line with  national priorities, the LiT programme framework and the agreed pillar  outcomes. 

• Coordinate implementation across TSC teams, government counterparts,  district education structures, schools, implementing partners and  technical advisers to ensure activities are coherent, sequenced and  mutually reinforcing. 

• Prepare and maintain delivery plans, workplans, action trackers, risk  registers and progress updates for the RECRUIT and MOTIVATE pillars. • Facilitate coordination meetings, technical working sessions and follow up actions, ensuring clear ownership of decisions and timely completion  of agreed actions. 

2. Evidence-based recruitment, deployment and workforce planning • Support TSC to develop and implement a comprehensive teacher  recruitment and deployment protocol covering the full pipeline from  candidate attraction, selection and induction through to deployment and  post-deployment follow-up. 

• Ensure the recruitment and deployment protocol is grounded in Annual  School Census school-level need data, guided by TSC deployment  priorities and aligned to Ministry of Finance payroll projections. 

• Coordinate support for evidence-based workforce planning, including  analysis of staffing gaps by subject, level, district, rural posting need and  female recruitment priorities. 

• Support transparent recruitment, posting, acceptance, verification and  follow-up processes so that qualified teachers are deployed where they  are most needed and decisions are clearly documented. 

3. TMIS strengthening and data-driven teacher management • Assist TSC to strengthen TMIS as the central system for teacher  registration, licensing, deployment and management. 

• Support actions to improve teacher-to-school linkage, licensing and  deployment tools, data quality, software functionality and reporting  within TMIS. 

• Work with TSC and technical partners to ensure TMIS data is used  routinely for recruitment, deployment, payroll alignment, retention  tracking, case resolution and management reporting.

4. Equity, female recruitment and rural postings 

• Coordinate targeted approaches to increase female teacher recruitment  and improve recruitment and retention in rural and underserved schools. • Support targeted recruitment and retention pilots, including bonded  scholarships for female teachers in rural schools and financial empowerment models such as VSLAs or SACCOs for volunteer or  unsalaried teachers, where agreed within programme design. • Ensure recruitment, scholarship and retention activities deliberately  widen the pool of teacher candidates, including women, candidates from  rural and underserved districts and people with disabilities. 

• Track implementation progress and evidence from pilots, supporting TSC  and programme leadership to decide which approaches should be scaled,  refined or discontinued. 

5. Teacher motivation, career pathways and retention 

• Support TSC to develop and implement a Teacher Motivation and  Retention Framework based on evidence of what drives teachers to take  up, remain in and perform effectively in postings. 

• Coordinate the design and implementation of career pathways and  incentives that are realistic within Sierra Leone’s public financial  management context, including CPD as a lever for sustainable  professional growth and retention. 

• Support practical links between teacher motivation, professional  development, career progression, deployment decisions, performance  management and retention. 

• Work with research, MEL and technical partners to ensure motivation and  retention approaches are informed by evidence and reviewed regularly  for effectiveness. 

6. Recognition systems and status of the teaching profession • Coordinate activities that strengthen teacher recognition at national,  community and peer levels and elevate teaching as a respected vocation. • Support TSC and partners to design recognition mechanisms that are  inclusive, credible, transparent and aligned with professional standards  and career pathways. 

• Promote communication and engagement activities that help improve  public perception of teaching and reinforce the value of teachers in  school and community improvement. 

7. Resolution mechanisms for teacher concerns 

• Support TSC to introduce structured, fair and transparent resolution  mechanisms for deployment, performance-management and promotion  concerns. 

• Coordinate with TSC district offices and relevant technical teams to track  unresolved cases, implementation bottlenecks and teacher feedback  trends.

8. Evidence use, reporting, safeguarding and inclusion 

• Work with MEL, data and technical teams to collect and use evidence on  recruitment, deployment, motivation, retention, equity and teacher  workforce management to inform adaptive delivery. 

• Prepare concise delivery updates, implementation notes, meeting  records, action trackers and reports for the Technical Director,  programme leadership, TSC, government counterparts and partners. 

• Identify delivery risks, coordination gaps, data-quality issues and  implementation bottlenecks, and proactively propose practical solutions  to management and government counterparts. 

• Ensure all RECRUIT and MOTIVATE activities reflect commitments to  safeguarding, gender equity, disability inclusion and fair treatment of  teachers and candidates. 

• Undertake any other duties related to the RECRUIT and MOTIVATE pillars  and wider programme delivery that may reasonably be required by the  Technical Director or programme leadership.

SPECIFICATION

• At least 10 years’ experience supporting government-led education  reform, teacher workforce management, recruitment, deployment,  motivation, retention, HR systems or large-scale education/social  development programmes. 

• Strong understanding of Sierra Leone’s education system, including  TSC, MBSSE, MTHE, district education structures, JSSs, SSSs and  TVSSs. 

• Demonstrated experience coordinating multiple actors to deliver  complex reform activities involving government agencies, districts,  schools, implementing partners and technical advisers. 

• Strong knowledge of teacher recruitment, deployment, retention,  motivation, career pathways, performance-management processes  and teacher workforce data systems. 

• Practical understanding of TMIS or similar HR/data systems,  including data quality, workforce planning, deployment tracking,  licensing, reporting and use of evidence for decision-making. 

• Experience supporting equity-focused interventions, including  female recruitment, rural postings, inclusion of persons with  disabilities and support to underserved communities. 

• Understanding of teacher motivation, non-pay incentives,  professional recognition, career pathways and practical resolution  mechanisms for deployment, performance-management and  promotion concerns.

• Strong proficiency in Microsoft Office, including Word, Excel and  PowerPoint, and confidence using digital collaboration, action tracking and data management tools. 

• Excellent written and oral communication skills in English, including  the ability to prepare clear reports, meeting notes, action trackers,  technical updates and briefing materials. 

• Excellent attention to detail; reliable, proactive and able to  complete complex tasks with minimal supervision and to agreed  deadlines. 

• Commitment to Lɛ Wi Lan’s safeguarding of children and vulnerable  adults, including its mandatory code of conduct, vetting and  background checks, and survivor-centred response approach; and to  its values of gender equity and disability inclusion. 

• • Willingness to be based in Freetown and to undertake regular  travel to districts and schools as required by the role.