TSC Verification of Documents Enters Third Day as Teachers Decry Unfair Recruitment Process.
The ongoing teacher recruitment exercise by the Teachers Service Commission (TSC) for replacement positions in primary and secondary schools has reached its third day nationwide. Teachers Updates monitored the process in several counties.
On the first day, a few sub-counties initiated secondary school teacher replacements, which were supervised by the respective school boards of management, with TSC representatives in attendance. The recruitment process progressed smoothly across multiple sub-counties in Nyanza, though non-local candidates were turned away.
Tensions Over Non-Local Candidates
Conflicts arose as some community members at interview venues directly told non-local applicants they were not allowed to participate.
To identify non-locals, local dialects were used as a determining factor. Meanwhile, the second day witnessed an overwhelming turnout of primary school teachers undergoing document verification.
High Competition Among Applicants
For instance, in the Rift Valley, nearly 800 candidates gathered in a single sub-county in Kericho County to compete for fewer than 30 available slots.
This led to congestion at verification center entrances, prompting individuals such as pregnant women, parents with infants, the sick, and those with disabilities to seek assistance from Sub-County Directors to receive priority.
Teachers Updates discovered that this scenario was not unique to Kericho; similar situations were reported in other highly populated sub-counties.
Reports from the Coast and Eastern regions revealed that many primary school applicants had not upgraded their training to meet the Competency-Based Curriculum (CBC) requirements, which was a critical criterion in the vetting process. Those who had pursued diploma upgrades gained a scoring advantage over their peers.
Advantage for Serving Interns
In the secondary school category, serving interns had a significant advantage over other applicants.
The score sheet awarded them an automatic 50 marks, which discouraged other candidates from staying in the competition. In some locations, the mere presence of a serving intern led other applicants to leave the venue, realizing they stood little chance.
One applicant in Migori County expressed frustration, stating that competing against a candidate who already had 50 marks felt like a futile effort.
However, panelists found the process easier due to the structured scoring system. Officials appreciated TSC for allowing applicants to self-score before entering the verification rooms, which helped expedite the process.
Allegations of Unfairness
In Nakuru East Sub-county at Flamingo Secondary School, dissatisfaction arose after the verification process. A concerned applicant reported that despite extensive consultations with the panel, their grievances were ignored. Allegations of blackmail emerged, with claims that corruption heavily influenced the outcome.
One candidate lamented that despite ranking first in Biology/Chemistry since 2018, the position was awarded to a 2021 graduate, which they deemed unfair.
At Menengai High School, also in Nakuru East Sub-county, numerous teachers reported irregularities in the verification and interview process. For instance, in Home Science, a local candidate with only 21 marks allegedly secured a position over another candidate who had an internship and a total of 71 marks.
In Chemistry/Maths, not all applicants who had applied were verified, despite receiving invitations for verification. It was later claimed that a deserving person with a disability won the position. However, no such individual was present during the final selection, raising suspicions of manipulation.
The verification process dragged on until 8:00 p.m., causing significant inconvenience to candidates traveling from distant areas. Teachers demanded that the results for Mathematics/Chemistry, Biology/Chemistry, Home Science, and Computer-related subjects at Menengai High School be declared null and void. They insist on a fresh and transparent selection process.
Failure to address these concerns may lead to mass demonstrations to expose the alleged malpractices within the sub-county.
Assurance of a Fair Process
In the Western region, TSC Regional Director Gabriel Mugele acknowledged that the recruitment process was running smoothly. He reassured applicants that the exercise was being conducted in a free and fair manner.
In some sub-counties in the North Rift and Central Kenya, applicants who graduated as far back as 2009 were seen flocking to verification centers, surprising younger candidates.
A female teacher in Nyandarua County remarked that she was shocked to see so many long-time graduates suddenly emerging in the job market.
Investigations revealed that many of these older graduates had pursued careers in other fields but were now turning to teaching due to job losses.
One applicant in Uasin Gishu admitted to having worked in the financial sector for nearly 12 years before being laid off, prompting him to seek opportunities in education.
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The Need for More Employment Opportunities
As the document verification phase nears completion, the number of job seekers at various recruitment centers continues to rise.
It remains the responsibility of the teachers’ employer to secure additional funding to expand employment opportunities in the future. The growing number of graduates who have been seeking teaching positions for years underscores the urgent need for increased hiring.
The situation remains distressing, with applicants over 50 years old still struggling to secure jobs while younger candidates continue to be absorbed into the workforce.
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