The promotion of teachers in Kenya’s public service has been redefined by a new transparent and competitive interview system introduced by the Teachers Service Commission (TSC) for the 2025/2026 financial year.
The process begins with shortlisting, where candidates are selected at a ratio of 1:3 per available vacancy. Only those meeting the eligibility criteria, including years of service and professional discipline, make it to this stage. Shortlisted candidates receive official communication at least seven days before the interviews, detailing the date, venue, and required documents.
The interviews are conducted at different levels depending on the position. Sub-County panels handle promotions for primary school teachers and headteachers, County panels manage post-primary teachers and deputy principals, while Regional panels oversee principals, college lecturers, and curriculum support officers. Each panel is composed of TSC officials to ensure fairness, transparency, and accountability.
During interviews, candidates are assessed using a standardized scoring guide. Points are awarded for academic qualifications, professional performance, years of service, and leadership responsibilities. Teachers currently serving in acting capacities, such as deputy headteachers or principals, receive additional marks. Similarly, involvement in national education activities—such as training, examination marking, or curriculum development—is recognized.
A teacher’s performance history is also key. TPAD ratings over the past three years are considered, rewarding those who consistently meet or exceed expectations. Seniority and experience are equally valued, with long-serving teachers receiving incremental points.
At the end of the exercise, scores are compiled, and the most qualified candidates are recommended for promotion. The final list of successful applicants is approved by the TSC Board and published on the commission’s official website.
This scoring and interview system not only promotes fairness but also motivates teachers to pursue professional growth and maintain high performance standards. By emphasizing transparency and merit, TSC aims to restore confidence in the promotion process and reward excellence within the teaching service.
