In a recent announcement, the Teachers Service Commission (TSC) has disclosed the commencement of teacher promotion interviews for primary school educators across the country. The move aims to fill 36,505 promotion vacancies that were initially advertised in September 2023 and will unfold in various sub-counties.
The slated timeframe for these interviews is from the 4th to the 15th of December 2023, marking a significant period of assessment for educators eyeing career advancements. TSC will initiate the process with C1 teachers vying for the coveted Senior Teacher II (C2) positions, encompassing both regular and special schools.
To streamline the process, TSC has outlined a set of documents required during the December promotion interviews:
- Original National ID Card
- Original Academic and Professional Certificates
- Letter of appointment to the current Grade
- Letter of appointment to the current post (where applicable)
- Analysed individual subject results in KCPE/KCSE Examinations for the last three years, certified by TSC County Directors/Sub County Directors.
- Performance Appraisal Reports for 2020, 2021, and 2022
- Any other relevant testimonials supporting your performance.
Approximately 150,000 primary and secondary school teachers have been shortlisted, receiving interview letters to compete for the available 36,505 vacancies. Notably, secondary school teachers are slated for interviews starting from the 3rd to the 16th of January 2024.
C2 teachers will vie for 3,040 slots for Senior Teacher I (C3) positions in regular primary schools and 346 slots for special schools. Meanwhile, C3 teachers will compete for 1,930 slots for Deputy Headteacher II (C4) positions in regular primary schools.
The promotion interviews will culminate with Deputy Headteachers in C4 aiming to secure 1,049 Headteacher positions in C5 for regular primary schools and 30 for special schools. This interview process is expected to set a record with the highest number of teachers ever shortlisted for promotion by TSC.
The pressing issue of teacher shortages in Arid and Semi-Arid Lands (ASALs) and other hard-to-staff regions has prompted this rigorous promotion initiative. TSC emphasizes that promotions hinge on various standards, including the availability of funds, open positions, a candidate’s aptitude and merit demonstrated through job performances, seniority, experience, annual performance records, and academic accomplishments.
This development signifies a crucial step in the professional growth of Kenyan educators, offering them an opportunity to advance their careers and contribute more effectively to the education sector. As the interviews unfold, the teaching community anticipates a fair and transparent process that recognizes and rewards excellence in the field.
