- Evalyne Chepkirui Sanguya has urged TSC to review the three‑year minimum stay rule for teachers in Job Groups C5 and D1, citing career stagnation.
- The policy has created promotion bottlenecks, lowered morale, and left many institutions dependent on acting leaders without allowances or substantive appointments.
- Sanguya argued that promotions should be based on merit and performance rather than time served, saying timely advancement would strengthen leadership succession and improve service delivery in schools.
The Kenya Union of Post Primary Education Teachers (KUPPET) Bomet Branch has urged the Teachers Service Commission (TSC) to review the three-year minimum stay requirement for teachers in Job Groups C5 and D1, arguing that the policy has become a major obstacle to career progression and effective school leadership.
KUPPET Gender Secretary Evalyne Chepkirui Sanguya said while they appreciate the recent promotion opportunities advertised by TSC, the mandatory three-year waiting period has created a promotion bottleneck that affects many qualified teachers.
Sanguya noted that teachers promoted to Job Group C5 are required to remain in the grade for at least three years before becoming eligible for promotion to D1, while those in D1 must also wait another three years before qualifying for D2.
She said the prolonged waiting period delays career advancement despite teachers taking on increased responsibilities.
“The movement from C5 to D1 and from D1 to D2 comes with greater leadership roles and responsibilities. Delaying promotions for three years slows teachers’ professional growth and denies them timely financial advancement,” she said.
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The unionist added that the policy has negatively affected staff morale, with many highly qualified and dedicated teachers feeling discouraged after meeting academic and professional qualifications but remaining in the same job group for years.
According to Sanguya, the rule also contributes to leadership shortages in schools.
She observed that many institutions rely on acting Heads of Department, Deputy Principals and Principals because the number of teachers eligible for substantive appointments remains limited by the lengthy waiting period.
Snaguya further argued that the policy appears inconsistent with TSC’s Career Progression Guidelines, which emphasise merit, performance and qualifications as key considerations for career advancement.
“The current requirement places greater emphasis on time served rather than competence and performance. Teachers who have demonstrated excellent leadership and met all promotion requirements should not have to wait unnecessarily,” she said.
Heavy Workload on Acting School Leaders
Sanguya also highlighted the increasing workload borne by teachers in Job Groups C5 and D1, many of whom serve in acting leadership positions without responsibility allowances or corresponding promotions.
She warned that continued delays in promotions could affect motivation among teachers and ultimately impact service delivery in schools.
The union official says such a move would allow qualified and deserving teachers to advance based on merit while strengthening leadership succession in schools.
She called on teachers across the country to support the push for what she described as fair, timely and merit-based promotions, saying the reforms would enhance professionalism, improve motivation and ensure schools have enough qualified leaders to meet growing educational demands.
By Jeff Kirui
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