Frustrated Teachers Demand Local Staffing in TSC After Local-Only Recruitment Policy.
Unemployed teachers have taken to social media to criticize the Teachers Service Commission (TSC) for what they perceive as a double standard in staffing policies.
They argue that while local teachers are prioritized in recruitment, TSC itself should also ensure that its staff members, including Curriculum Support Officers (CSOs), Human Resource Officers, Sub-County Directors, County Directors, and Regional Directors, are sourced from their respective areas.
Teachers have expressed frustration over the TSC replacement policy, which has excluded many despite their high scores. Under this policy, priority is given to local teachers within a sub-county before considering others, regardless of qualifications.
As a result, many unemployed teachers have incurred high travel costs only to be overlooked in favor of local applicants.
According to the replacement guidelines issued by TSC, vetting panels led by Sub-County Directors must first consider local applicants.
TSC CEO Nancy Macharia directed that non-local applicants should only be considered once all local candidates have been exhausted.
This has led to accusations that the policy promotes discrimination, tribalism, and a lack of fairness.
Merit List and Selection Process
The selection panels were instructed to create two merit lists: one for local applicants and another for non-local applicants.
The recruitment process prioritized candidates in the order of local sub-county, local county, and local region before considering applicants from other counties.
TSC has defended this approach, stating that it aims to protect unemployed teachers within their communities and reduce transfer requests, which disrupt education continuity.
The replacement exercise, which began on February 17, has seen successful candidates completing employment forms and awaiting posting letters.
The deployment of new teachers will commence in mid-March and conclude in May. TSC announced a total of 5,862 primary school posts, 21 junior school posts, and 2,824 secondary school posts on a permanent and pensionable basis.
Changes in Teacher Recruitment Process
This year’s recruitment introduced key changes. Intern teachers were allowed to apply for advertised positions, a shift from previous years.
They were also awarded 50 marks on the replacement scoresheet, regardless of their service duration. In January, 20,000 Junior Secondary School (JSS) teachers were hired for a one-year internship, and many sought transitions to secondary schools.
The increased interest in secondary school positions was attributed to dissatisfaction with primary school conditions, including high workloads, unclear career progression, poor infrastructure, and lack of motivation.
A total of 1,645 JSS intern teachers successfully secured positions in secondary schools.
Verification and Documentation Requirements
Applicants were required to present original and photocopies of various academic and professional documents for verification. Primary school teacher applicants needed to submit:
- National identification card
- Certificate of Registration as a teacher
- Upgrade Diploma in Primary Teacher Education (UDPTE) certificate (where applicable)
- PTE Certificate
- KCSE and KCPE certificates (including resit certificates, if applicable)
- Letter of certification of results by KNEC (if applicable)
- School leaving certificates
- NCPWD Card (if applicable)
- Sworn affidavit to explain discrepancies in names
For JSS and secondary school teachers, required documents included:
- National identification card
- Certificate of Registration as a teacher
- Diploma/Degree certificate and official transcripts
- KCSE and KCPE certificates (including resit certificates, if applicable)
- School leaving certificates
- NCPWD Card (if applicable)
- Sworn affidavit for name discrepancies
- Letter of certification of results by KNEC (if applicable)
Intern teachers, however, were only required to present their identity cards. Persons with disabilities had to specify their disability status for appropriate placement.
Read Also: TSC to Conclude Teacher Replacement Vetting by 28th February
Compilation and Public Access to Merit Lists
Following verification, TSC Sub-County Directors were tasked with compiling a merit list of verified applicants. The Commission stated that these lists would be accessible to the public upon request, ensuring transparency while adhering to the Data Protection Act, 2019.
Frustrated Teachers Demand Local Staffing in TSC After Local-Only Recruitment Policy.
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