Why School Principals are opposed to the Current TSC Promotion System

Why School Principals are opposed to the Current TSC Promotion System

Secondary school principals have expressed their concerns regarding the promotion system of the Teachers Service Commission (TSC), claiming it unfairly disadvantages teachers in certain regions.

Through the Kenya Secondary Schools Heads Association (Kessha), they have submitted a petition to the TSC and the National Assembly, requesting modifications to the quota-based criteria.

The principals argue that the current system restricts opportunities for teachers from areas with a high number of qualified candidates while favoring regions with fewer eligible applicants.

This petition comes after the TSC advertised 19,943 promotional positions last year, with interviews scheduled for January 2025.

“A quota-based system will create a scenario where teachers in specific regions are clearly disadvantaged, as it unjustly limits opportunities for qualified teachers from areas with a larger pool of competent candidates. Conversely, it unduly benefits candidates from regions with fewer qualified teachers, even if they have less experience and lower performance ratings,” states a letter signed by Kessha chair Willy Kuria.

In a media interview, Kuria mentioned that they sought assistance from the Education Committee of the National Assembly after the TSC did not address their concerns.

He alleged that some teachers were called for interviews before completing the required six-month period in their job group.

“We obtained this information from county directors, and when we raised our concerns with the TSC, they did not dispute it. This situation primarily favored ASAL areas,” Kuria explained.

He also pointed out that many teachers aiming for promotion to Job Group Deputy D2 and below were not shortlisted or invited for interviews, despite meeting the qualifications.

“Evidently, this discrepancy occurred in some regions, while in others, the six-month requirement was considered, and those teachers were shortlisted. This will ultimately create significant advantages for some regions while severely disadvantaging others, which can be seen as marginalizing certain areas,” Kuria remarked.

Kuria cautioned that if this issue is not resolved, it could lead to teachers remaining stagnant in their job groups based on their geographical location.

“Promotional interviews should prioritize merit, experience, and individual accomplishments. The implementation of a regional quota system undermines these principles by promoting teachers based on their geographical location,” the petition asserts.

He urged the TSC to consider alternative methods that would ensure fairness while promoting inclusivity and diversity.

“We call on the TSC to clearly communicate the criteria and qualifications expected and to adhere to them to avoid giving applicants a false sense of hope,” Kuria stated.

Teacher promotions have continued to be a challenge due to financial limitations, resulting in stagnation within job groups.

Recently, the Kenya Union of Post-Primary Education Teachers (Kuppet) called on the TSC to publish a list of all teachers eligible for promotion in the 2024-2025 cycle.

The union also demanded fair distribution of vacancies, arguing that the current system allocates positions equally among all 47 counties without considering differences in teacher populations.

“Given the disparities in staffing levels across the country, such distribution is inherently flawed and unfair to many teachers. A county which has over 11,000 teachers has been allocated the same number of vacancies as another with just 1,000 teachers. The clear implication is that a teacher in the smaller county is 10 times more likely to get promoted compared to his or her counterpart in the more populous county,” said Kuppet acting secretary-general Moses Nthurima.