The Teachers Service Commission (TSC) has rolled out a new policy that scraps competitive interviews, offering automatic promotions for teachers in common cadre grades in a bid to streamline career growth and foster equity in the education sector
The policy, which applies to certificate (P1), diploma, and bachelor’s degree holders, introduces a structured timeline for upward mobility based on years of service and satisfactory performance.
Teachers entering the profession at Grade B5 will now be promoted to Grade C1 after three years, while those in Grade C1 and C2 will move up to Grades C2 and C3 respectively under the same conditions.
“P1 certificate holders appointed at Grade B5 are eligible for automatic promotion to Grade C1 after serving a minimum of three years, subject to satisfactory performance,” TSC stated.
The commission holders currently in Grade C1 will transition to Grade C2 after three years, while bachelor’s degree holders in Grade C2 will be promoted to Grade C3 after a similar period. The TSC emphasized that this progression model is designed to recognize experience and performance without subjecting teachers to repeated interviews.
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Beyond promotions, the TSC has also reaffirmed its commitment to equitable teacher recruitment and deployment. The commission said it ensures that teachers are absorbed while still in their prime, maximizing their long-term contribution to the education system.
“TSC recruits registered teachers by the recruitment guidelines from time to time. The available vacancies are advertised based on demand for and supply of teachers as per the existing establishments and budgetary provisions,” the commission noted.
To ensure fairness, the TSC distributes recruitment vacancies equally among Kenya’s 47 counties. The recruitment scorecard, developed inclusively, considers factors such as professional qualifications, age, and length of time since graduation, and CBC upgrade status.
“There are existing policies on the maximum number of schools per region, ward, or area, and how these policies influence teacher recruitment and deployment to ensure equitable distribution of teachers in all schools,” the commission added.
The recruitment process begins with the identification of vacancies, which are then distributed proportionally to counties and sub-counties based on need. Once approved, the vacancies are advertised in print media and on the TSC website.
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Teachers apply online through the TSC recruitment portal. After the application window closes, shortlisted candidates are invited for document verification at the sub-county or school level.
In line with Article 6(3) of the Constitution, interviews are decentralized to enhance grassroots access and regional representation. “The interviews are conducted at the sub-county or school level, enabling access and regional representation,” TSC explained.
This decentralized approach minimizes logistical and financial barriers for applicants from remote areas and ensures broader participation. A uniform scoring guide is applied across all regions to maintain consistency and fairness.
TSC further emphasized that its recruitment and promotion policies are anchored in the values of public service, including transparency, merit, inclusiveness, and non-discrimination.
“The commission is an equal opportunity employer that abides by the tenets of the law espoused under the Constitution, the TSC Act, the Employment Act, and the National Cohesion and Integration Act,” it said.
By Masaki Enock
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