The Teachers Service Commission has introduced a new policy that will allow teachers in common cadre grades to be promoted automatically without going through competitive interviews.

Under this policy, three categories of teachers, certificate holders, diploma holders and those with bachelor’s degrees, will benefit from structured promotions after serving for a minimum of three years at each grade, provided their performance meets the required standards.

Teachers appointed at Grade B5, commonly referred to as P1 certificate holders, will automatically move to Grade C1 after three years. Those in Grade C1 will advance to C2 after the same period, while teachers in Grade C2 will be promoted to Grade C3.

“P1 Certificate holders; teachers appointed at Grade B5 are eligible for automatic promotion to Grade C1 after serving a minimum of three years, subject to satisfactory performance,” said the commission.

In a statement to the National Assembly Committee on Education, the TSC confirmed that diploma holders in Grade C1 will also be promoted to Grade C2 after three years.

Similarly, bachelor’s degree holders serving in Grade C2 will qualify for automatic promotion to Grade C3.

“Bachelor’s degree holders; teachers serving in Grade C2 qualify for automatic promotion to Grade C3 after three years of service,” the commission said.

TSC noted that the goal of this structured promotion policy is to ensure that teachers progress in their careers while still at their most productive age, enabling them to contribute their expertise effectively over time.

“TSC recruits registered teachers by the recruitment guidelines issued from time to time. The available vacancies are advertised based on the demand for and supply of teachers as per the existing establishments and budgetary provisions,” the commission.

The commission emphasised that its recruitment processes are anchored on fairness and merit. These processes follow principles of integrity, accountability, inclusiveness, non-discrimination and transparency.

The TSC said that recruitment vacancies are shared equally among the 47 counties to promote equity.

In addition, the recruitment scorecard used by the commission is designed to consider a range of factors including age, duration since graduation, professional qualifications and Competency-Based Curriculum (CBC) upgrade.

This, the TSC said, helps ensure that both recent and long-serving graduates are given a fair chance in the recruitment process.

“There are existing policies on the maximum number of schools per region, ward or area and how the policies influence teacher recruitment and deployment to ensure equitable distribution of teachers in all schools,” said the teachers’ employer.

According to the TSC, its Teacher Recruitment Policy outlines the process of identifying vacancies, distributing them by region and then advertising the positions. The process is done in accordance with the Constitution, the TSC Act, the Employment Act, and the National Cohesion and Integration Act.

“The key principle driving recruitment and deployment of teachers is that the commission is an equal opportunity employer that abides by the tenets of the law espoused under the Constitution, the TSC Act, the Employment Act, the National Cohesion and Integration Act among other pieces of legislation,” said TSC.

The recruitment process begins with identifying where shortages exist. These vacancies are then allocated fairly across counties and sub-counties, based on needs and availability of positions. Once approved, the vacancies are advertised both in print media and on the TSC website.

“During this period, the teachers apply online via the TSC recruitment portal. Once the application period is over, the commission invites the shortlisted teachers for verification of academic certificates and other relevant documents at the sub-county offices or school level,” explained the TSC.

Interviews are carried out at the sub-county or school level to enhance accessibility, especially for applicants from remote areas. This is in line with Article 6(3) of the Constitution, which calls for decentralised service delivery. “A uniform interview scoring guide is applied across all regions,” the commission said.