TSC of 2,014 Newly Hired Teachers Raises Alarm
Fresh concerns have surfaced across the country over the integrity and fairness of the ongoing teacher recruitment process by the Teachers Service Commission (TSC), following the replacement of 2,014 teachers who exited service through natural attrition. Applicants from various regions have raised alarming complaints of corruption, nepotism, and violation of recruitment guidelines, casting doubt on the credibility of the process.
Education News has received a flurry of complaints from affected teachers and stakeholders, who allege widespread irregularities during the final stages of the recruitment. Many claim that some Subcounty selection panels disregarded official TSC protocols, with key processes being shrouded in secrecy and favoritism taking precedence over merit.
Applicants Raise the Alarm Over Secretive Shortlisting
According to reports, applicants in different counties have accused Subcounty TSC offices of withholding crucial information, including merit lists, which has made the process less transparent and open to manipulation.
“In our Subcounty, eight positions were advertised, but only six candidates were invited for final verification. This suggests the remaining two slots may have been reserved for the panel’s favored candidates,” lamented Jeni, a teacher applicant from the North Rift region.
Such sentiments were echoed by other applicants in the Western, Central, Coast, and Eastern regions, who expressed shock at the lack of transparency and alleged that qualified candidates were unfairly locked out in favor of insiders and individuals with personal ties to those in power.
Nighttime Verifications Raise Eyebrows
In an even more troubling revelation, some candidates from the Rift Valley and Western regions reported that final authentication processes for selected applicants were conducted at night, raising suspicions of backdoor dealings.
“Why would TSC officers conduct final verifications at night unless they are hiding something? We are petitioning the entire process and demanding accountability,” stated one visibly frustrated teacher from the Rift Valley.
Stakeholders argue that conducting such sensitive processes under cover of darkness casts serious doubt on the credibility of the recruitment and calls into question the integrity of the Subcounty TSC officials involved.
Withheld Merit Lists and Unchecked Favoritism
One of the major issues repeatedly cited by applicants is the refusal of Subcounty TSC officials to publicly release merit lists, denying candidates and teacher unions the opportunity to verify and contest unfair placements.
“Our local TSC office has blatantly refused to make the merit list available. We have already filed a formal complaint,” said Bernard, a frustrated applicant from the Eastern region.
In the absence of transparent criteria and public scrutiny, allegations of favoritism and nepotism have multiplied. In some counties, non-local candidates were allegedly favored, leaving local applicants feeling sidelined and marginalized.
Conflict of Interest and Unethical Influences Reported
Applicants have also accused some Subcounty Directors of Education of interfering with the process for personal gain. Reports have emerged of senior officials using their positions to influence hiring decisions, often to benefit friends or family members.
“An elderly man came into the Subcounty office and openly urged the panel to consider his daughter because he was a longtime friend of the director’s father. What fairness is that?” lamented Angeline, an unsuccessful applicant from Central Kenya.
Such cases highlight serious conflict-of-interest concerns that threaten to erode public trust in the TSC and undermine efforts to promote fairness, meritocracy, and equal opportunity in teacher recruitment.
Unions Under Fire for Failing to Monitor the Process
Teacher unions have not been spared criticism. Several applicants have blamed unions such as KNUT and KUPPET for failing to provide proper oversight and protect members from injustices.
“The unions are too quiet. They’re supposed to be the watchdogs, but they’ve gone silent while we suffer. Why aren’t they intervening in this flawed process?” questioned a teacher from the Coast region.
This growing frustration underscores the need for unions to reassert their role in defending teachers’ rights and holding the TSC accountable for ethical hiring practices.
Pressure Mounts on TSC CEO to Act Swiftly
All attention now turns to the acting TSC CEO, who is under pressure to address the growing public outcry and restore confidence in the teacher recruitment process. Stakeholders are urging the Commission to launch an immediate audit and review of the recruitment, particularly in Subcounties with multiple complaints.
“The replacement of teachers must be above board. We cannot afford a repeat of the flawed promotional exercise that tainted the Commission’s image earlier this year,” said one education analyst.
What’s at Stake: Trust, Equity, and the Future of Teaching in Kenya
As Kenya grapples with a growing teacher shortage, especially under the Competency-Based Curriculum (CBC) rollout, it is critical that the TSC upholds transparency, merit, and professionalism in every recruitment cycle.
A flawed process not only demoralizes qualified candidates but also compromises the quality of education in the long term, as undeserving individuals may be appointed to vital teaching positions.
Key Takeaways:
- Over 2,000 teacher positions are being filled across the country following exits due to natural attrition.
- Numerous applicants have raised concerns over corruption, favoritism, and secrecy in the recruitment process.
- Night-time verification of selected candidates in some Subcounties has fueled suspicion.
- Merit lists were withheld in several regions, barring fair scrutiny.
- Unions and the TSC have come under fire for failing to ensure transparency and accountability.
What Next?
- TSC must release all merit lists for public review.
- Subcounty recruitment teams should be audited and restructured where necessary.
- Clear and transparent reporting mechanisms must be established for future recruitment.
- Teacher unions should enhance their oversight and advocacy roles to prevent recurrence.
