Teachers’ Promotions: TSC and Teachers’ Unions agree to end Job stagnation

The promotion system for teachers may undergo significant changes as the Teachers Service Commission (TSC) and unions initiate efforts to tackle job stagnation within the profession.

Confidential information from the TSC suggests that there are plans to abolish certain job groups within its hierarchy, which would significantly alter the promotion framework.

One of the suggested reforms includes the elimination of job group B5, the initial grade for primary school teachers.

Additionally, job group C5, which pertains to secondary school teachers at the Senior Master III level, might also be removed. Teachers in this category frequently serve as deputy principals when there are vacancies.

Further proposed changes include annual salary increases for chief principals in secondary schools once they reach the highest job group. At present, chief principals fall under job group D5, which is the top tier within the TSC classification.

If implemented, these reforms are expected to optimize the career advancement of teachers and alleviate promotion stagnation.

Currently, the lowest-paid teacher earns Sh23,830 in job group B5, but under the proposed changes, this starting salary would rise to Sh29,787, aligning with the pay for teachers in job group C1.

The proposals also suggest separating teacher promotions from administrative roles.

The Kenya Union of Post Primary Education Teachers (Kuppet) reports that promotions currently lead only to administrative positions, limiting options for teachers who prefer to continue in classroom roles.

Supported by both the Kenya National Union of Teachers (Knut) and Kuppet, these proposals will be included in the Collective Bargaining Agreement (CBA) for 2025-2029, which oversees teachers’ welfare and salary agreements.

More radical suggestions to eliminate the promotion structure established in 2018, known as the Career Progression Guidelines (CPG), have been dismissed by the TSC.

Primary school heads may also see benefits, as there is a proposal to raise their promotion limits to match those of secondary school heads.

Currently, primary school heads are capped at job group D1, but proposed changes would enable progression to job group D5, equivalent to the Chief Principal level.

Knut Secretary-General Collins Oyuu noted that this stagnation at the D1 level has persisted for years, preventing advancement under the existing system.

Should these changes be enacted, the highest-paid primary school head could see their earnings increase from Sh96,381 to as much as Sh162,539.

Oyuu emphasized that school heads now oversee primary and junior secondary schools and many have improved their qualifications, prompting the need for an elevated promotion ceiling.

These proposals were developed by a technical committee established in 2023, consisting of members from the TSC, Knut, and Kuppet.

Attempts to revise the CPG, which has been in effect since 2018, have stalled due to conflicts between the TSC and the unions, with educators citing the CPG as a barrier to career growth.

“These changes are overdue. We have long sought a fair and transparent system that acknowledges teachers’ dedication and enables genuine career advancement,” said Oyuu.

Here are some key points from the KNUT Collective Bargaining Agreement (CBA) proposals for 2025–2029:

KNUT advocates for the abolition of Job Group B5, proposing that Job Group C1 becomes the new entry grade for primary school teachers, aligning with their efforts to elevate the profession’s status.

They also call for automatic promotions for all teachers in Job Group C1 to move to Job Group C2 under the upcoming CBA, aiming to boost morale and career development.

Another suggested change is to elevate all primary school headteachers affiliated with Junior Secondary Schools from Job Group C5 to Job Group D1 to reflect their increased responsibilities.

Over 10,000 headteachers are requesting a title change to “Principal” to better represent their diverse roles within the educational framework.

These proposals are designed to enhance the welfare, career advancement, and recognition of teachers in the educational sector.