The Teachers Service Commission (TSC) has unveiled a major revision in its promotion framework, transitioning towards an automatic promotion system designed to streamline career progression for educators across Kenya.
The landmark policy removes traditional competitive interviews for promotion within the common cadre grades, marking a new era of predictability and fairness.
Under the new regulations, teachers will be eligible for automatic promotion every three years, provided their performance meets satisfactory standards. Highlights include:
P1 certificate holders begin at Grade B5, progressing to Grade C1 after three years.
Those stationed at Grade C1 ascend to Grade C2.
Bachelor’s degree teachers at Grade C2 will now advance to Grade C3, all within the same three-year window.
The removal of interviews is intentional—TSC seeks to eliminate subjective bias, ensuring promotion hinges on merit and performance.
Acting CEO Evaleen Mitei emphasized the intent is to shine a spotlight on experience, consistency, and dedication, without the unpredictability of interviews
Enhanced Morale & Stability
Predictable and fair promotions lift morale. Teachers can focus on pedagogy, knowing their efforts translate to career progression.
Efficient Administration
Tying promotions to tenure and performance simplifies operations—no more managing complex interview schedules.
Equity Across the Board
The policy levels the playing field. All qualified teachers, regardless of geography or background, now benefit from uniform criteria.
Parallel to the promotion overhaul, TSC reaffirms its strategy to recruit and deploy teachers equitably. Vacancies are determined according to county needs, qualifications, experience, and the ongoing CBC rollout. Recruitment is carried out transparently via online portals and national announcements.
The commission’s goal? Cut bureaucratic bottlenecks and ensure a fair distribution of teachers in all 47 counties. They also maintain adherence to constitutional and legal mandates such as the TSC Act, Employment Act, and National Cohesion and Integration Act.
For TSC, implementing this policy means revamping performance monitoring, digital record-keeping, and evaluation channels across counties and sub-counties. TSC intends to issue new performance guidelines, update recruitment portals, and consolidate promotion tracking—ensuring teachers benefit promptly and equitably.
More than a policy update, this shift signals a cultural transformation. Kenyan teachers will no longer be at the mercy of subjective panels, and the focus shifts to consistent work and professional growth. With fairer, transparent systems in place, the education sector is positioned to deliver enhanced performance, morale, and improved learning outcomes.
