School Principals Expose Disparities and Irregularities in TSC Promotion Criteria.
Secondary school principals have raised concerns over the Teachers Service Commission’s (TSC) criteria for promoting teachers, arguing it is unfair and should be reconsidered.
Through the Kenya Secondary Schools Heads Association (Kessha), they petitioned both the commission and the National Assembly, asserting that the quota-based system disadvantages regions with a larger pool of qualified teachers.
Disparities in Promotion Opportunities
The petition pertains to the 19,943 promotional positions that TSC advertised late last year, with interviews held in January 2025.
The association argued that the quota system limits opportunities for teachers in regions with many competent candidates while favoring those from areas with fewer qualified teachers, despite differences in experience and performance ratings.
The letter, signed by Kessha chair Willy Kuria, warned that this system could create disparities and marginalize teachers based on geographical regions. Kuria explained to Nation that after receiving no response from TSC, the association approached the Education Committee of the National Assembly.
Irregularities in Shortlisting Process
He alleged that in certain regions, teachers were invited for interviews despite not having completed the mandatory six months in the same job group.
He noted that complaints were raised after county directors provided this information, but TSC did not dispute the claims. He emphasized that this practice appeared to benefit teachers from ASAL (Arid and Semi-Arid Lands) regions disproportionately.
Kuria further highlighted that teachers applying for promotion to Deputy D2 and below (deputy principal II – secondary school) were not shortlisted, despite meeting the set criteria.
While some regions observed the six-month requirement, others overlooked it, leading to significant advantages for some areas while disadvantaging others.
Call for Merit-Based Promotion
He cautioned that if unchecked, this trend could result in stagnation for teachers in certain job groups solely due to their posting location. He stressed that promotional interviews should be based on merit, experience, and individual performance rather than geographical considerations.
The petition urged TSC to adopt alternative methods to ensure inclusivity and diversity in promotions. Kuria called for clear communication regarding qualifications and criteria to prevent false expectations among applicants.
Union Demands Transparency
Teacher promotions have been a longstanding challenge due to budget constraints, causing many educators to remain in the same job group for extended periods. Recently, the Kenya Union of Post-Primary Education Teachers (Kuppet) demanded that TSC publish a list of all teachers eligible for promotion in the 2024–2025 cycle.
Kuppet also criticized the uniform allocation of vacancies across the 47 counties, arguing that this method disregards regional disparities in teacher numbers.
Read Also: TSC Considering Lowering JSS Deployment Requirements for P1 Teachers
Acting Secretary-General Moses Nthurima pointed out that counties with over 11,000 teachers received the same number of vacancies as those with just 1,000, making promotions ten times more likely in less populated regions.
The petition and union demands highlight the urgent need for a fair and transparent teacher promotion system to ensure equal opportunities for all qualified educators.
School Principals Expose Disparities and Irregularities in TSC Promotion Criteria.
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