The Teachers Service Commission (TSC) has taken decisive actions to mitigate the significant number of headteachers and deputies leaving the teaching profession due to retirement. Here’s a detailed overview of the situation and the measures being implemented:
Quick Summary:
- TSC grapples with a substantial exodus of headteachers and deputies following mandatory retirement.
- Over 1,000 headteachers retired in January 31st, with more expected to exit in February, intensifying the crisis in schools.
- TSC plans to issue promotion letters to eligible classroom teachers in job group C4 and C5 to fill administrative vacancies.
Background:
In December 2023, 2,400 headteachers retired upon reaching the mandatory retirement age. Despite TSC’s earlier advertisement of 36,505 promotion vacancies for primary and secondary school teachers, the mass retirement has exacerbated the shortage of school administrators.
Measures Implemented:
- TSC has directed County and Sub-County Directors to provide details of teachers in job groups C4 and C5 not serving in administrative roles.
- School Heads of Institutions (HOI’s) are instructed to submit information on teachers in job groups C4 and C5 who are not currently headteachers or deputies.
- Classroom teachers in job groups C4 and C5 will receive promotion letters to assume deputy and headteacher positions, alleviating the need for additional administrative staff.
Promotion Process:
- Promotion interviews were conducted for primary and secondary school teachers in December 2023 and January 2024, respectively.
- TSC shortlisted 150,000 teachers to compete for 36,505 promotional vacancies.
- Successful candidates will receive promotion letters, while unsuccessful ones will receive regret letters.
Required Documents for Promotion:
Promotion candidates must provide five Chapter Six documents in line with the Kenyan Constitution on ‘Leadership and Integrity’. These documents include:
- Valid Certificate of Good Conduct from the Directorate of Criminal Investigations (DCI).
- Clearance Certificate from the Higher Education Loans Board (HELB).
- Tax Compliance Certificate from Kenya Revenue Authority (KRA).
- Clearance from Ethics and Anti-Corruption Commission (EACC).
- Clearance Certificate from an approved Credit Reference Bureau (CRB).
Conclusion:
TSC’s proactive measures aim to address the critical shortage of headteachers and deputies resulting from mass retirements. By promoting eligible classroom teachers to administrative roles, TSC seeks to optimize resources and ensure the effective management of schools amidst ongoing challenges. As promotion results are awaited, candidates are reminded to fulfill the necessary requirements for advancement and contribute to the continued excellence of Kenya’s education system.
