The Teachers Service Commission (TSC) is set to revolutionize the teacher promotion interview process for primary school educators in sub-counties. This marks a departure from the previous practice of conducting interviews at the county level. The focus will be on teachers ranging from grade C1 to grade C4.
In the past, the Commission, alongside Ministry officials and agents, faced criticism for mishandling the promotion interviews, particularly in March of this year, when 14,738 slots were at stake. The allocation of sh1 billion for teacher promotions raised questions about transparency, with allegations of corruption and favoritism overshadowing the merit-based selection process.
To address these concerns, TSC has restructured the interview process, placing it under the direct supervision of TSC Sub County Directors. This shift aims to enhance transparency and curb potential irregularities in the selection process.
The upcoming phase one of TSC interviews, scheduled from December 4th to 15th, 2023, will involve primary school teachers competing for 36,505 vacancies. Notably, the Commission faces the unprecedented challenge of shortlisting a record number of teachers, particularly in grade C1.
For primary school educators, the vacancies include positions such as Senior Teacher II (C2), Senior Teacher I (C3), and Deputy Headteacher II (C4). The competition is fierce, with each grade vying for various slots in both regular and special schools.
Phase two of the TSC promotion interviews, set to run from January 3rd to 16th, 2024, will involve post-primary education teachers. Unlike primary school interviews, these sessions will occur at the county level and be chaired by County Directors.
During the December promotion interviews, candidates are required to present essential documents, including their original National ID card, academic and professional certificates, letters of appointment to the current grade and post, subject results for the last three years certified by TSC County Directors/Sub County Directors, performance appraisal reports for 2020, 2021, and 2022, and any other relevant testimonials supporting their performance. This comprehensive documentation is intended to ensure a fair and rigorous evaluation process.
The TSC’s commitment to transparency, combined with the revamped interview structure, reflects a positive step towards fostering merit-based promotions and addressing the concerns raised in the past. Teachers are now poised to undergo a more equitable and accountable selection process, ensuring that the most deserving candidates ascend to higher positions within the education system.
