TSC Takes Important Action Against Teachers Stalled in Their Job Groups. The Teachers Service Commission’s constitutionally required responsibilities include employee registration, employment, advancement, and disciplinary oversight.

The commission has requested Ksh 10 billion from parliament for the upcoming fiscal year in compliance with its mandate.

The remaining monies will be used to advance instructors who have stalled in their work groups starting in 2023, while some will be used to hire teachers on permanent, pensionable terms as well as interns.

TSC CEO Dr. Nancy Macharia claims that the monies are a portion of important areas that weren’t covered in the previous fiscal year, which concluded in June.

“The Commission would appreciate any assistance in facilitating allocation to these areas,” Macharia said.

The CEO testified before Parliament that the commission would require Ksh 2 billion for competitive teacher promotions, Ksh 1.2 billion for the hiring of intern teachers, and Ksh 5.3 billion for the permanent hiring of 8,000 teachers.

Macharia was addressing the Parliamentary Committee on Education while delivering a budget policy statement for 2022–2023.

For instructors who have seen their work groups stagnate, the chance to move on to the next grade, which would mean better terms of service, will be a pleasant development.

This would also be great news for many unemployed teachers who are currently members of the Teachers Service Commission.

Although the aforementioned good news won’t be welcomed by many teachers because the TSC’s methods for motivating teachers continue to highlight legal mechanisms, The objectives of promotion include controlling succession, rewarding performance, and expanding opportunities for professional advancement. Your base salary and benefits are consequently raised in line with your promotion.


The TSC Career Progression Guidelines (CPG) and/or Collective Bargaining Agreements serve as the basis for the promotion of teachers under the organization’s current service schemes.

When deciding whether to promote a teacher, the Commission must take into account the termly appraisal reports, known as Teachers Performance and Appraisal Development or TPAD.

Promotion of teachers is based on the following three dimensions.

•Promotion within the common cadre

•Promotion after passing a teacher proficiency exam (TPC)

•Promotion through a selection process

(A)Promotion within the common cadre

This pertains to a group of instructors who, as long as they match the prerequisites for the grade, may switch from one job group to another without the necessity for a competitive hiring procedure or open positions.

Teachers in Job Groups J (C1), K (C2), and L are affected by this (C3). After three years of satisfactory performance, employees are promoted from Job Group J to K and K to L.

You only need to complete the TSC promotion form in order to receive the common cadre promotion.

More information about the job categories/groups requirements, and duties of the new teachers may be found here.

The TSC takes into account the very minimum requirements listed below when deciding whether to promote a teacher under the common cadre establishment:

✓The length of time the teacher spent teaching that grade (often three years),

✓The expiration date of the instructor’s teaching certificate,

✓The way the teacher carried out their duties.

(B) Promotion after passing a teacher proficiency exam (TPC)

Non-graduate teachers in Job Groups G (B5) and H (C1) who are required to take a Teacher Proficiency Course are covered by this type of TSC promotion. Since then, this has ceased to exist.

(C) Promotion through a selection process

Teachers are chosen for advancement to Job Groups M (C4), N (C5), P (D1), Q (D2), and R via a competitive process (D3). The Commission frequently posts job vacancies for these positions after some time has passed (subject to availability of funds). The next step is for qualified and interested candidates to apply online through the TSC portal.

Shortlisted applicants are chosen at the TSC headquarters. The County Directors and Regional Coordinators, who carry out the county and regional level interviews, are then given the names of people who have been shortlisted for Job Groups M and N, along with instructions.

All institutional administrators for primary schools, counties, subcounties, and day (secondary) schools are to be appointed and deployed in accordance with the most recent TSC standards.

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