TSC Panelists Told to Stick to Recruitment Guidelines as Teacher Replacement Kicks Off.
The Teachers Service Commission (TSC) has officially launched the process of replacing 2,014 teachers who left the payroll due to natural attrition. The exercise is currently underway across several sub-counties nationwide.
The recruitment process is grounded in principles of transparency and accountability, in line with the Public Officer Ethics Act and the Teachers Service Commission (TSC) Code of Conduct and Ethics (CoCE, 2015). To ensure this, every selection panel have been put on notice to strictly adhere to the established ethical standards throughout the entire selection process.
In various regions such as Eldoret, Kapsabet, Chavakali, and Kericho, education stakeholders—including union leaders and representatives of parent associations—have issued stern warnings to the TSC panelists. They cautioned them against any form of malpractice, including favoritism and breach of recruitment rules during the teacher replacement process.
One parent lobby group member expressed concern over a particular sub-county in Nandi, alleging that the recruitment activities there often lacked transparency. He added that this time around, they were paying closer attention to ensure fairness and adherence to the outlined guidelines.
Amusilibwa, a representative from Mbale in Vihiga County, emphasized that recruitment policies are publicly accessible and clearly mandate that local applicants should be prioritized. He stressed that TSC officials must follow these rules to the letter.
He further remarked that officers at the sub-county level are sometimes influenced by external factors, leading to the selection of less deserving candidates over more qualified ones, thereby undermining the integrity of the recruitment process.
Meanwhile, in Eldoret’s Turbo Sub-county, applicants are calling for the release of the previous recruitment merit list. One applicant stated, “We know our ranks from last year’s recruitment. We, therefore, demand the same merit to check for any possible infiltration.”
Another echoed this sentiment, saying, “We are watching closely this time. If anyone jumps the queue, we will raise the alarm.”
Amid questions from the Education Committee about the controversial January promotions, the TSC assured the public that it would enhance stakeholder engagement moving forward. The commission stated that this initiative aligns with Article 10 of the Constitution and is intended to foster transparency.
According to TSC, greater openness is essential to reducing the legal challenges that frequently delay service delivery.
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Document Requirements and Name Discrepancies
Applicants must present original documents along with clearly legible photocopies. These include:
- National ID
- Teacher Registration Certificate
- PTE Certificate
- Upgrade Diploma in Primary Teacher Education or UDPTE Certificate, if applicable
- KCPE and KCSE certificates, including certified copies of all examination attempts
- Primary and secondary school leaving certificates
- Other relevant testimonials
- NCPWD Card for applicants with disabilities
- A sworn affidavit under the Oaths and Statutory Declarations Act (Cap 15, Laws of Kenya) for those with name variations in their documents
Certified copies of all academic attempts are mandatory. If any exam was cancelled, a letter from the Head of Institution and a certified KNEC printout must be submitted. Sub-County Directors must certify all documents. An official stated, “Applicants with inconsistencies in their documents must bring a legal affidavit to clarify their identity.”
Each applicant attending the interview will be assigned a unique serial number. During selection, the panel will ensure that each candidate meets the criteria set out in the TSC job advertisement. The panel will prioritize applicants who have not been employed previously on permanent and pensionable terms by the Commission.
Additionally, preference will be given to candidates from the respective Sub-Counties or Counties. A panel member emphasized, “We’re committed to giving local candidates the first opportunity where all other factors are equal.”
Applicants with disabilities must declare their disability status and its nature during application to guide their placement accordingly. Serving interns are only required to present their identity cards during verification.
In the case of a tie, selection will be based on the following order:
- Duration since graduation
- Strength of academic and professional qualifications
Should candidates tie in PTE/DPTE Upgrade Certificate scores or equivalent KCSE aggregate grades, these will be used as the deciding factors.
If any application form or employment offer is found to have been issued based on false or misleading information, it will be revoked immediately without further reference to the applicant. This reinforces the importance of honesty throughout the recruitment process.
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Each Sub-County Selection Panel is constituted by three designated officials responsible for conducting the recruitment process. The panel is chaired by the Sub-County Director, who leads all deliberations and ensures the process adheres to established standards.
Supporting the Chairperson is the TSC Sub-County Human Resource Officer, who serves as the Secretary, maintaining records and documentation. A Curriculum Support Officer completes the panel as a member, contributing to the evaluation of candidates from a curriculum perspective.
TSC Panelists Told to Stick to Recruitment Guidelines as Teacher Replacement Kicks Off.