The Teachers Service Commission (TSC) in Kenya has set clear criteria for the promotion of teachers, based on the need to ensure that promotions are merit-based, fair, and in line with the Career Progression Guidelines (CPG) and Performance Contracting (PC).
The process of promotion is vital for recognizing teachers’ contributions and improving the quality of education in the country. Below are the key criteria used by the TSC to promote teachers:
1. Academic Qualifications
Teachers must possess the necessary academic qualifications for promotion. The minimum requirement for a secondary school teacher is a Bachelor’s degree in Education or an equivalent qualification from a recognized institution. For primary school teachers, a Diploma or Degree in Education is required for promotion to higher ranks. Teachers with additional qualifications, such as a Master’s degree or Doctorate, are considered for promotion to higher administrative and professional roles.
2. Experience
Experience is a critical factor in teacher promotion. Teachers are required to have served a specific number of years in their current job group before being eligible for promotion. The TSC typically requires a teacher to have served for a minimum of three years in a given job group before being considered for the next level.
3. Performance Appraisal
The TSC introduced the Teacher Performance Appraisal and Development (TPAD) system, which evaluates teachers’ performance based on set targets. The appraisal looks at factors such as lesson preparation, student results, discipline, and professional growth. Teachers who consistently perform well in these evaluations have a higher chance of being promoted. Performance appraisals are used to ensure that promotions are linked to merit and not just seniority.
 4. Training and Professional Development
Teachers who actively participate in professional development programs and workshops, such as training on new teaching methods or curriculum changes, are considered for promotion. The TSC encourages continuous professional development, and teachers who demonstrate commitment to self-improvement are rewarded with promotions.
 5. Leadership Roles
Taking up leadership roles within schools or education centers, such as department heads, senior teachers, or being part of the school management team, is an essential factor in teacher promotion. Teachers with experience in such roles show they are capable of handling administrative tasks and taking on additional responsibilities.
 6. Disciplinary Record
A teacher’s disciplinary record is also considered. Teachers who have maintained good conduct and have no disciplinary cases are more likely to be promoted. The TSC looks at behavior both within the school environment and in interactions with the community to ensure teachers act as role models.
 7. Availability of Vacancies
Teacher promotions also depend on the availability of vacancies. While a teacher may meet all the criteria for promotion, their advancement to a new role is contingent on the existence of an open position within their job group or area of specialization.
 8. Implementation of Career Progression Guidelines (CPG)
Under the CPG framework, promotions follow a defined structure that classifies teachers into specific job groups, from T-Scale 5 (primary teacher II) to T-Scale 15 (chief principal). Teachers must meet the set requirements within each job group to be promoted to the next level, such as holding leadership positions or completing certain years of service.
Conclusion
The TSC’s promotion criteria ensure that teachers advance based on a combination of academic qualifications, performance, leadership experience, and professional development. These guidelines help maintain a motivated teaching workforce while ensuring the continuous improvement of education standards in Kenya.
