TSC Makes a Significant Move on Teachers Stagnated in Their Job Groups. The constitutionally mandated duties of the Teachers Service Commission include employee registration, hiring, promotion, and disciplinary control.
In accordance with its mandate, the commission has asked parliament for Ksh 10 billion for the upcoming fiscal year.
While some of the funds will be used to hire teachers on permanent, pensionable terms as well as interns, the remainder will be utilized to elevate instructors who have stagnated in their job groups as From 2023.
The funds, according to TSC CEO Dr. Nancy Macharia, are part of crucial sectors that weren’t taken care of in the previous fiscal year, which ended in June.
“The Commission would appreciate any assistance in facilitating allocation to these areas,” Macharia said.
According to the CEO’s testimony before Parliament, the commission will need Ksh 2 billion to promote teachers on a competitive basis, Ksh 1.2 billion to hire intern teachers, and Ksh 5.3 billion to hire 8,000 teachers permanently.
Macharia was presenting a budget policy statement for 2022–2023 to the Parliamentary Committee on Education.
The possibility of advancing to the next grade, which would mean better terms of service, will be welcome news for instructors who have experienced work group stagnation.
Many unemployed teachers who are already enrolled with the Teachers Service Commission would also find this to be excellent news.
Although the above good news will not be friendly to many teachers as tsc way of motivating teachers undergoes further highlights mechanisms as per the law.Promotion’s goals include managing succession, rewarding performance, and increasing possibilities for professional development. As a result, your basic pay and benefits are increased in line with your promotion.
HOW DOES THE TSC PROMOTE TEACHERS?
The TSC Career Progression Guidelines (CPG) and/or Collective Bargaining Agreements serve as the basis for the promotion of teachers under the organization’s current service schemes.
When deciding whether to promote a teacher, the Commission must take into account the termly appraisal reports, known as Teachers Performance and Appraisal Development or TPAD.
Promotion of teachers is based on the following three dimensions.
•Promotion within the common cadre
•Promotion after passing a teacher proficiency exam (TPC)
•Promotion through a selection process
(A)Promotion within the common cadre
This pertains to a group of instructors who, as long as they match the prerequisites for the grade, may switch from one job group to another without the necessity for a competitive hiring procedure or open positions.
Teachers in Job Groups J (C1), K (C2), and L are affected by this (C3). After three years of satisfactory performance, employees are promoted from Job Group J to K and K to L.
You only need to complete the TSC promotion form in order to receive the common cadre promotion.
More information about the job categories/groups requirements, and duties of the new teachers may be found here.
The TSC takes into account the very minimum requirements listed below when deciding whether to promote a teacher under the common cadre establishment:
✓The length of time the teacher spent teaching that grade (often three years),
✓The expiration date of the instructor’s teaching certificate,
✓The way the teacher carried out their duties.
(B) Promotion after passing a teacher proficiency exam (TPC)
Non-graduate teachers in Job Groups G (B5) and H (C1) who are required to take a Teacher Proficiency Course are covered by this type of TSC promotion. Since then, this has ceased to exist.
(C) Promotion through a selection process
Teachers are selected competitively for promotion to Job Groups M (C4), N (C5), P (D1), Q (D2), and R (D3). After some time, the Commission often posts job openings for these positions (subject to availability of funds). Then, qualified and interested candidates are expected to submit an application via the TSC online portal.
At the TSC headquarters, candidates are shortlisted. The names of those who have been shortlisted for Job Groups M and N, along with instructions, are then given to the County Directors and Regional Coordinators, who, respectively, conduct the interviews at the county and regional levels.
According to the most recent TSC guidelines, all institutional administrators for primary schools, county, subcounty, and day (secondary) schools are to be appointed and deployed