As the Teachers Service Commission (TSC) shifts its recruitment strategy away from primary schools, it is simultaneously launching a massive “stabilization” project for those already in the system. Acting CEO Evaleen Mitei has confirmed that a staggering Sh7.2 billion has been earmarked in the 2026/2027 budget to facilitate the conversion of 20,000 intern teachers into permanent and pensionable (P&P) status.
This move is designed to bring an end to the era of “contract teaching” and secure a loyal, long-term workforce for the burgeoning Junior Secondary sector.
For the past few years, Kenyan staffrooms have been divided between permanent teachers and interns who performed the same duties for a fraction of the pay. This Sh7.2 billion allocation is a direct response to the “equal pay for equal work” debate that has dominated the education sector.
By transitioning 20,000 interns to the permanent payroll, the TSC is not only boosting the morale of the young workforce but also ensuring that the Junior School (Grades 7–9) transition has a stable foundation of experienced, committed educators who are no longer looking for the exit.
While the conversion is a massive win, the TSC has clarified that it will not be an “automatic” blanket transition for everyone. The Sh7.2 billion fund will be utilized to absorb those who have completed their mandatory internship period and have met the commission’s performance benchmarks.
This “Internship-to-Permanent” pipeline is becoming the new standard for entry into the teaching service. With primary school hiring frozen, this conversion process represents the primary way for young teachers to secure a lifelong career within the commission’s ranks.
The move to P&P status is more than just a salary hike; it’s a long-term financial commitment. The conversion means that 20,000 more individuals will now contribute to the Public Service Superannuation Scheme (PSSS) and be eligible for the comprehensive TSC Medical Cover.
This transition is expected to inject significant capital into the national social security net, while simultaneously increasing the government’s long-term pension liabilities—a trade-off the TSC argues is necessary to maintain professional standards in the CBC era.
By formalizing the employment of 20,000 educators, the TSC is also looking to curb the “brain-drain” where talented young teachers were leaving the profession for the private sector or overseas opportunities due to job insecurity. In the face of a 58,000-teacher deficit at the Senior School level, the commission cannot afford to lose the very people it has spent millions retooling.
This Sh7.2 billion “handshake” is essentially a retention strategy to ensure that the “Grade 10 Wave” in 2026 is met with a prepared and permanent teaching force.
