TSC – Detailed Criteria Used to Promote Teachers in Kenya
The Teachers Service Commission (TSC) has broken its silence on the long-debated teacher promotions process by revealing a standardised scoring system used to assess candidates for advancement in the education sector. The Commission’s new transparency comes amid mounting pressure from teachers’ unions, Parliament, and educators who have stagnated in the same job groups for years.
The scoring criteria, which TSC recently submitted to the National Assembly Education Committee, aims to ensure merit-based, transparent, and equitable promotions, with special consideration for those in acting roles, teachers in Arid and Semi-Arid Lands (ASAL), Persons with Disabilities (PWDs), and gender representation.
Key Promotion Criteria Used by TSC
According to the Teachers Service Commission, the following are the core areas used in evaluating and scoring teachers during promotion interviews:
1. Duration of Service in Acting Administrative Roles
Teachers who have served in acting capacities—such as acting principals, headteachers, deputy principals, or deputy headteachers—are awarded additional marks. The longer one has served in these interim leadership roles, the higher the score awarded.
“The marks are allocated based on the duration and level of responsibility the teacher handled while in an acting role,” TSC said in its statement.
2. Length of Time in Current Job Grade
Teachers who have stagnated or served for a longer period in the same job group are prioritized for promotion. This aims to acknowledge loyalty, perseverance, and long-term commitment to the profession.
3. Performance Appraisal Scores (TPAD)
TSC evaluates how teachers have performed using the Teacher Performance Appraisal and Development (TPAD) tool. Those with consistently high TPAD scores receive better overall ratings during promotion interviews.
This system is designed to reward teachers who show consistent excellence in lesson delivery, classroom management, innovation, and professional development.
4. Age-Based Consideration
TSC uses a tiered approach to score teachers by age group:
- Teachers aged 55 and above receive the highest age-based score.
- Followed by those aged 50–54.
- Then those aged 45–49, and so on.
The rationale is that older teachers bring more experience and are often nearing retirement, making them ideal for mentorship and transitional leadership roles.
5. Contribution to Co-curricular Activities
Teachers who coach or manage students in co-curricular competitions such as sports, drama, or music are given additional points. The level of the competition matters:
- Teachers who have guided students to international competitions earn the highest scores.
- National-level participants earn fewer marks than international-level, but more than regional or county level.
6. Availability of Promotion Vacancies
Promotion opportunities are contingent on available vacancies. TSC only promotes teachers when there are approved positions at the next level. This means some qualified candidates may have to wait longer despite meeting other requirements.
7. Gender Representation and Inclusivity
To promote gender balance, TSC prioritizes:
- Appointing female heads in girls’ schools to serve as role models.
- Maintaining gender balance in the leadership of mixed schools.
- Promoting more female teachers into leadership in male-dominated regions or positions.
8. Affirmative Action for Persons with Disabilities (PWDs)
In line with national disability inclusion policies, TSC has committed to ensuring at least 5% representation of PWDs in every promotion cycle.
In the 2024/2025 financial year alone, 1,275 teachers with disabilities were promoted, representing 5.049% of all promotions.
9. Progressive Promotions in ASAL and Hard-to-Staff Areas
Teachers in Arid and Semi-Arid Lands (ASAL) and hard-to-staff regions are eligible for progressive promotion as per Clause 9.3 of the 2021–2025 CBA. This strategy aims to retain skilled educators in marginalized and hardship-prone regions of the country.
Why the Criteria Matters
The announcement comes amid public criticism, including allegations of favoritism, lack of transparency, and nepotism in the promotion process. Recently, Parliament began probing TSC following claims that new recruits were favored over long-serving educators during the 2024 mass promotion exercise involving over 25,000 teachers.
“Some teachers have stagnated for over a decade. This system finally acknowledges their contributions and challenges,” said a teacher in Kisumu County.
Stakeholder Reactions
Many teachers welcomed the move to publicize the scoring criteria, stating that it brings clarity and fairness to the system. However, teacher unions like KUPPET and KNUT have emphasized the need for regular reviews of the promotion policy to reflect changing realities on the ground.
“We appreciate the criteria but demand it be followed consistently without bias or manipulation,” said KUPPET Secretary General Akello Misori.
The Teachers Service Commission’s new scoring system for teacher promotions marks a milestone in transparency and accountability in Kenya’s education sector. By clearly outlining the factors influencing promotion, TSC aims to reward merit, experience, dedication, and service in difficult environments.
As the Commission continues its drive for professionalism and motivation, the hope is that fewer teachers will remain stuck in one job group for years without recognition. Going forward, adherence to these guidelines will be critical in rebuilding trust between teachers and the employer.
