TSC Announces Automatic Promotions from C1 to C4 Starting July 2025
Teachers across Kenya have a reason to celebrate as the Teachers Service Commission (TSC) introduces a new automatic promotion policy. This change addresses long-standing frustrations related to job stagnation and comes into effect starting July 2025.
The system enables teachers in Grades C1, C2, and C3 to move up the career ladder automatically—without interviews—provided they meet the required years of service and demonstrate consistent performance.
Eligibility Criteria for Automatic Promotion
TSC has outlined clear career progression paths for different academic qualifications:
- Grade B5 to C1: Teachers with a P1 Certificate will transition to Grade C1 after three years of service and satisfactory performance.
- Grade C1 to C2: Teachers holding a diploma will be promoted to Grade C2 under the same conditions.
- Grade C2 to C3: Educators with a bachelor’s degree will qualify for promotion to Grade C3 after completing three years of service.
The TSC emphasized that promotions will rely heavily on performance appraisals, allowing hardworking teachers to be recognized for their contributions.
A Fair and Inclusive Promotion Approach
While addressing the National Assembly Committee on Education, the TSC reaffirmed its commitment to fairness, equity, merit, and inclusivity in recruitment and promotion processes. The Commission has based its promotion system on the following principles:
- Equal distribution of teaching positions across all 47 counties
- Special consideration for long-serving educators and those with CBC training
- Evaluation of candidates based on qualifications, age, and time since graduation
- Compliance with the Constitution, TSC Act, and Employment Act
Commitment to Equity, Marginalized Groups, and Local Recruitment
TSC continues to prioritize gender equity, regional balance, and inclusion of persons with disabilities (PWDs). A minimum of 5% of all job slots in each recruitment cycle are reserved for PWDs.
The Commission also gives preference to recruiting teachers within their home counties, a move that supports community engagement and long-term retention in local schools.
To address subject-specific teacher shortages, TSC uses a data-driven strategy that identifies gaps in STEM, arts, technical subjects, and special needs education.
Step-by-Step Teacher Recruitment Process
TSC follows a transparent and accessible process when hiring new teachers. The steps include:
- Identify vacancies based on staffing needs and budget allocation.
- Advertise positions through the TSC portal and print media.
- Accept online applications from eligible candidates.
- Shortlist applicants and invite them for document verification at the sub-county level.
- Conduct interviews at school or sub-county level, in line with Article 6(3) of the Constitution.
- Use a standardized interview scorecard to ensure fairness and consistency.
This decentralized structure allows applicants from rural and remote areas to participate without excessive travel.
TSC’s Assurance to Teachers
TSC stated:
“We are committed to maintaining a transparent, equitable, and merit-based system for recruitment and promotion. This new policy is designed to support teacher growth, improve job satisfaction, and ensure schools are staffed appropriately.”
The launch of automatic promotions is expected to motivate thousands of educators, boost morale, and improve learning outcomes throughout Kenya’s education system.
