TSC Formalises Automatic Promotion Structure for Teachers, Adopts New Recruitment Policy

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TSC Formalises Automatic Promotion Structure for Teachers, Adopts New Recruitment Policy.

The Teachers Service Commission (TSC) has finally put in place a policy on automatic promotion of teachers within common cadre grades without competitive interviews. The policy was communicated to the Committee on Education of the National Assembly and is meant to streamline progression across teaching cadres while promoting equity and transparency in recruitment.

According to TSC, the policy will apply to three categories of teachers: certificate holders (commonly referred to as P1), diploma holders and bachelor’s degree holders.

Teachers appointed at Grade B5 will be promoted automatically to Grade C1 after serving for three years, subject to good performance. TSC says: “P1 Certificate Holders: Teachers appointed at Grade B5 are eligible for automatic promotion to Grade C1 after serving for three years, subject to good performance.”

For diploma holders, TSC states that teachers serving in Grade C1 will be promoted automatically to Grade C2 after three years of service, provided they perform well. For bachelor’s degree holders, TSC says: “Bachelor’s degree holders; teachers serving in Grade C2 qualify for automatic promotion to Grade C3 after three years of service, subject to good performance.”

TSC has also put in place measures to absorb teachers at their prime productive age to maximize long term instructional expertise. The commission reiterates that registered teachers are recruited through guidelines issued periodically, vacancies are advertised based on demand, supply and budgetary provisions.

TSC notes that recruitment is guided by principles of fair competition and merit, integrity, transparency, accountability, equity, fairness and impartiality, inclusiveness and non-discrimination. In this regard, TSC says recruitment vacancies are distributed equally among the forty-seven counties.

The commission also says the recruitment scorecard has been developed to consider factors such as professional qualifications, age, length of stay since qualification as a teacher and Competency-Based Curriculum (CBC) upgrade.

TSC says the process considers both teachers who graduated many years ago and those who have recently qualified.On deployment and distribution, TSC says existing policies guide the maximum number of schools per region, ward or area and recruitment and deployment to all schools.

TSC says: “Policies on maximum number of schools per region, ward or area and how they influence teacher recruitment and deployment to all schools.”

The commission has a Teacher Recruitment Policy that guides all the processes to ensure compliance with constitutional and statutory requirements including the Teachers Service Commission Act, Employment Act and National Cohesion and Integration Act.

TSC noted that the policy is based on values and principles of public service including fair competition and merit, transparency and accountability, equity, fairness and impartiality, inclusiveness and non-discrimination.

In terms of procedure, the recruitment cycle starts with identification of vacancies arising from teacher shortages or exits. The commission then distributes the vacancies proportionally to counties and sub-counties taking into account the needs and the number of available opportunities. After budget approval, the vacancies are advertised through print media and TSC website.

TSC clarified that applications are submitted online through TSC recruitment portal, after which shortlisted candidates are invited for verification of academic and professional credentials at sub-county offices or school level. The commission added that interviews are decentralized in accordance with Article 6(3) of the Constitution to improve service delivery and accessibility.

The interviews are done at sub-county or school level to facilitate broad participation and reduce logistical challenges for applicants in remote areas. A standardized interview scoring guide is applied uniformly across all regions to ensure consistency and fairness.

TSC said: “A uniform interview scoring guide is applied across all regions. This standardization promotes consistency, fairness and transparency, so that candidates are evaluated on merit only.”

The commission also has additional measures to ensure staffing in arid and semi-arid lands and hard to staff regions. Where no applicants are attracted due to subject combinations, consideration is given to the next qualified applicant.

TSC confirmed that recruitment processes take into account gender balance, inclusion of persons with disabilities and representation of marginalized groups.

Five per cent of all advertised vacancies are reserved for persons with disabilities. To promote regional balance and retention, the commission also prioritizes recruitment and deployment of teachers within their home counties.

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The commission also said recruitment criteria considers school demographics and student population relative to school needs. TSC has adopted a data driven and demand based approach to distribute vacancies nationally, with emphasis on subject area shortages and school enrolment levels.

TSC concluded by saying that recruitment strategies are designed to address shortages in specific disciplines including Science, Technology, Engineering and Mathematics (STEM), Arts, Technical subjects and Special Needs Education.

TSC Formalises Automatic Promotion Criteria to Streamline Teacher Career Development Pathways.