The Teachers Service Commission (TSC) requires at least Sh5 billion above its current budget to promote thousands of teachers. A parliamentary committee report reveals the funding shortfall. The Constitutional Implementation Oversight Committee (CIOC) of the National Assembly notes that the current allocation of Sh1 billion is insufficient. It cannot cover all eligible teachers’ promotions.
Teachers become eligible for promotion after completing three years or more in their current grade. More teachers become eligible each year. The CIOC report, chaired by Suba South MP Caroli Omondi, states that limited budget allocations have “severely” constrained TSC. The commission struggles to implement career progression guidelines. The report warns that this delay may affect the quality of education in public schools.
Promotion Challenges
MPs have asked TSC to provide detailed information. They want a specific budget requirement, a breakdown of promotion costs, and a timeline to clear the promotion backlog. In the current financial year, TSC was allocated Sh378.2 billion. This covers salaries, recruitment of permanent teachers, and hiring of interns.
Under the TSC Act, the commission handles recruitment, registration, employment, assignment, promotion, transfer, discipline, and termination of teachers in public institutions. Funding gaps have slowed promotions. Thousands of qualified teachers face stagnation in their grades.
In July, TSC introduced automatic promotions for deserving teachers. The system rewards consistent performance and fast-tracks career growth. It applies to common cadre teachers: B5 to C1, C1 to C2, and C2 to C3. Promotions are based on satisfactory performance tracked through the Teacher Professional Appraisal Development (TPAD) system.
The new system removes rigid interview requirements for lower cadres. Higher level cadres, D1 and above, still face competitive promotions. Vacancies are advertised, and also interviews are conducted. Budget limits make it difficult to promote large numbers of teachers. This delays career growth.
Other challenges include veteran teachers who decline promotions to avoid mandatory transfers from preferred stations. The backlog affects motivation and professional development.
Calls for Transparency
The CIOC report urges TSC to provide detailed promotion data. This should include original employment dates, promotion dates, and correlations between graduation years, service periods, and promotion timelines. MPs also demand a five-year analysis of promotion trends. The goal is to identify delays or preferential treatment patterns.
The committee also requests data on teachers who are eligible but have not been promoted, categorised by years of service and qualifications. Information on measures to address teacher shortages in specific counties is also needed to ensure equitable distribution.
TSC however recommends continuous budgetary provisions for teacher promotions. This will help clear the backlog. It will maintain teacher motivation. It will ensure career progression remains viable for all serving teachers.
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