TSC has started issuing appointment and deployment letters to teachers who were promoted in January and February 2025. This is good news for many teachers in Kenya as 23,388 have been confirmed for deployment to schools with vacancies.
TSC has confirmed that all appointment letters have been sent to County and Sub-County Directors for printing and distribution. Also, the list of successful candidates has been published and disseminated to all counties. Some counties have already started posting the newly promoted teachers to their respective stations.
Fewer Promotions Than Expected
TSC had planned to promote 25,252 teachers but only 5,690 were funded through a Sh1 billion allocation by the National Assembly. This shortfall forced the Commission to scale down the number of promotions and prioritize equity and Career Progression Guidelines (CPG).
The Education Committee chaired by Tinderet MP Julius Melly raised several issues with the process. MPs questioned how 5,291 teachers were promoted without serving the minimum three years in their current grade—a requirement under the CPG.
Promotion Process Under the Spotlight
MPs accused TSC of biased and unfair promotion process. Complaints included promoting junior teachers over senior colleagues, regional imbalance in the number of promotions and failure to follow promotion timelines. In response to these concerns TSC reviewed the initial list and removed 1,864 teachers who had not met the three-year threshold.
According to TSC CEO Dr. Nancy Macharia the vacated promotion slots have since been redistributed proportionally across counties taking into account the number of eligible applicants per region.
Reforms and New Guidelines in the Pipeline
In a report to the Education Committee on May 27, Dr. Macharia acknowledged the need for more transparent and equitable promotion practices. She revealed that the Commission is developing a new framework to standardize promotion procedures. This will include a digital promotion system through the TSC online platform which will handle applications, shortlisting, interview feedback and appointment issuance.
To further streamline the process TSC has also introduced a standardized interview scoring system. The new model will assess candidates based on their professional appraisals, leadership roles, academic contributions, age and length of service.
Relaxed Requirements in Marginalized Regions
Dr. Macharia said in some counties especially in marginal or underserved areas the Commission had to relax the three-year experience requirement. In some cases it was reduced to six months or waived entirely due to lack of qualified candidates. For example Grade D3 (Principal) positions had shortage of Grade D2 teachers so the requirement was relaxed nationwide. Similarly Deputy Principal III (D1) was opened to teachers in 18 counties including Migori, Narok, Busia and Mandera without enforcing the three-year rule.
Automation and Affirmative Action in ASAL Regions
As part of the broader reforms the Commission is also addressing the long standing inequalities in Arid and Semi-Arid Lands (ASALs). Many teachers in these areas have been acting in administrative roles without formal recognition or promotion. TSC has committed to implement affirmative action to align grades with responsibilities in these regions.
Additionally a predictable promotion pathway has been introduced for teachers in common cadre grades. Provided they meet the 3 years minimum service requirement and perform satisfactorily they will be eligible for automatic progression without waiting for competitive interviews.
Clearance Requirements Under Chapter 6
All successful candidates must provide clearance under Chapter 6 of the Constitution to finalize their promotions. This includes certificates from key oversight institutions to prove their integrity, competence and suitability for public service. These documents are key to ensuring promoted individuals uphold the leadership and ethical standards expected in the education sector.