Influence of teachers service commission compensation practices on teacher instruction performance in public secondary schools in Kenya. A study across schools in rachuonyo north sub county

Concerns have been raised globally that human resource management practices do influence employee performance. In Kenya the performance in the Kenya Certificate of Secondary Education mean scores in Rachuonyo North Sub County in comparison with neighboring sub counties of Homa Bay County for the past 3 years has been below average (3.11 in 2017, 4.07 in 2018 and 4.36 in 2019) Rachuonyo East (3.4940, 4.672, 4.9468), Rangwe (5.24048, 5.0257, 3.416), Suba (3.5722, 4.4310, 4.3097), Mbita (3.5983, 4.4706, 4.860) and Homa bay sub county (4.2920, 4.860, 4.7904). At the same time, the Teachers Service Commission still deploys various human resource practices to manage teachers. Concerns have been raised that these practices have a hand in the deteriorating performance hence a study was necessary to establish the extent and degree to which these practices influence teacher instruction performance. The objective of the study was to examine the extent to which Teachers Service Commission compensation practices influence teacher instruction performance in public secondary schools in Rachuonyo North, Kenya. The findings revealed that Teachers Service Commission compensation practices moderately influenced teachers’ instructional performance. The study recommended an improvement on positive practices and reduction on negative practices in order to realize full potential of the teachers as they affect teachers’ instruction performance. The study findings are significant to stakeholders in education as they inform policy formulation, review and implementation on Teachers Service Compensation transfer, compensation and career progression practices.