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This is what TSC Expects Teachers to do once they resume duty on Monday, September 28

This is what TSC Expects Teachers to do once they resume duty on Monday, September 28

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TSC REIGNS SUPREME IN COURT CASE AS KNUT BAGS ANOTHER MAJOR BLOW; LATEST TSC NEWS

It is in the public domain that all teachers have been directed by their employer, the Teachers Service Commission, TSC to resume work by Monday, September 28, 2020.

What TSC did not clear however is what the teachers who will be reporting earlier than the learners will be expected to do once they resume work.

There are numerous speculations about what the ministry and the Commission expect of its employees from now onwards.

In this article, we shall shed more light on why exactly the TSC and the ministry of education have recalled teachers on very short notice.

Photos doing rounds in the media right now show the sorry state of some of our public schools. In some areas, classrooms have been washed away following the long rains in the past few months.

Other schools are over-congested. Learners, therefore, have to be reorganized in such a way that social distancing and sanitization are achieved once they resume learning.

In those schools where floods have washed away the classrooms, the teachers are expected to ensure that the learners get transferred to other schools in safer grounds to avoid heightening learning inequalities further in the post-Covid-19 era.

The teachers will also mark points within the schools to ensure that learners do not gather in large numbers at any particular point in time.

Besides, it is upon the teachers to ensure that the learning schedule is reorganized to ensure social distancing among other health guidelines.

According to the latest reopening guidelines, every school should come up with a covid-19 response committee to coordinate response strategies in case of an infection.

The committees will comprise five members: a learner/ trainee, a non-teaching staff member, one board of management member,s and teachers.

Teachers in managerial positions on the other hand are expected to conduct sensitization programs for parents, learners, teachers, subordinate staff, and other community members on the importance of hygiene and social distancing in schools and at home at all times.

Parents and the surrounding community will be made aware of their indispensable role in ensuring the health and safety of learners, trainees, and staff.

Learners will be sensitized using age and gender – appropriate information education communication materials on covid-19 prevention and control.

 

This, therefore, means that school heads will be obliged to develop awareness messages on key infection, prevention, and control measures to promote good hygiene practices.

They will also work hand in hand with school sponsors to provide psychosocial and spiritual support to both learners and staff to help mitigate the psychological impact of the pandemic.

School heads will also be expected to carry out a risk assessment for suitability focusing on space, water, sanitation, provision of meals, and transport of learners and develop mitigation measures.

Teachers, parents, and religious organizations also have a key role to play by ensuring they work closely with the Ministry of Health and the whole institutions’ ecosystem.

Identification of at least one health facility within a 10-kilometer radius and collaboration with county governments to have some health officials assigned to every school for regular health monitoring and sensitization has to be done in time.

Heads are expected to collaborate with MoH through sub-county education offices to identify quarantine centers, at least one in every sub-county in case the pandemic reoccurs.

Extra care should be taken while isolating minors especially the girl child to ensure that children and student’s rights are safeguarded at all costs.

Lastly, teachers are expected to ensure there is a designated room within the institution’s premises for use as a sickbay or temporary isolation if the need arises.

 

 

 

TSC list of teachers deregistered & dismissed from service in Term 3 of 2025

TEACHERS SERVICE COMMISSION, TSC

Pursuant to Section 30 of the Teachers Service Commission (TSC) Act, 2012, the Commission is publishing the names of teachers who have been removed from the Register of Teachers.

In accordance with the law, these individuals are not permitted to engage in teaching in any learning institution.

Kindly note that this list was published in October 2025 and was made available on TSC website on 27th October 2025.

S /n TSC No Names  Date of Removal
1 506275 Chomba Wachira Samuel 19/8/2025
2 662824 Biko Owino Steve 19/8/2025
3 674325 Mwangi John Ndei 19/8/2025
4 453874 Taruru Edward Sironka 19/8/2025
5 411092 Woche Mohammed Hassan 19/8/2025
6 531330 David Ogada Odhiambo 19/8/2025
7 452149 Wachira Peter  Kimani 19/8/2025
8 686324 Onyango Roy Vincent Amamo 19/8/2025
9 558912 Maxwell Ochieng Ondari 19/8/2025
10 902536 Wachira  Daniel Kariuki 19/8/2025
11 371618 Barasa Stephen 19/8/2025
12 284988 Yegon Wilson  Tich 19/8/2025
13 788901 Chebai Sylvanol Anthony 19/8/2025
14 534793 Jumba Allan Changilwa 19/8/2025
15 634832 Bartui Silvester Kipyegon 19/8/2025

TSC list of teachers deregistered & dismissed

TEACHERS SERVICE COMMISSION, TSC

Pursuant to Section 30 of the Teachers Service Commission (TSC) Act, 2012, the Commission is publishing the names of teachers who have been removed from the Register of Teachers.

In accordance with the law, these individuals are not permitted to engage in teaching in any learning institution.

Kindly note that this list was published in October 2025 and was made available on TSC website on 27th October 2025.

S /n TSC No Names  Date of Removal
1 506275 Chomba Wachira Samuel 19/8/2025
2 662824 Biko Owino Steve 19/8/2025
3 674325 Mwangi John Ndei 19/8/2025
4 453874 Taruru Edward Sironka 19/8/2025
5 411092 Woche Mohammed Hassan 19/8/2025
6 531330 David Ogada Odhiambo 19/8/2025
7 452149 Wachira Peter  Kimani 19/8/2025
8 686324 Onyango Roy Vincent Amamo 19/8/2025
9 558912 Maxwell Ochieng Ondari 19/8/2025
10 902536 Wachira  Daniel Kariuki 19/8/2025
11 371618 Barasa Stephen 19/8/2025
12 284988 Yegon Wilson  Tich 19/8/2025
13 788901 Chebai Sylvanol Anthony 19/8/2025
14 534793 Jumba Allan Changilwa 19/8/2025
15 634832 Bartui Silvester Kipyegon 19/8/2025

TSC list of teachers deregistered & dismissed

TSC Latest Promotions 2022-2023: TSC set To Promote 5000 Primary School teachers to Secondary Schools

 TSC Latest Promotions 2022-2023: TSC set To Promote 5000 Primary School teachers to Secondary Schools

TSC To Promote 5000 Primary School teachers to Secondary Schools, Check out the new Selection Criteria Below

 

From time to time, the Teachers Service Commission (TSC) advertises promotion vacancies for teachers who meet the requirements to apply. This is mainly to motivate teachers to perform their duty with uttermost diligence.

The Commission has recently announced its intention to promote 5,000 primary school teachers to secondary schools.

TSC says that this move is to mainly address the huge gaps experienced in the rolling out of the new Competency Based Curriculum (CBC).

The commission has stated that that the new CBC has shifted most of its workload to secondary schools, therefore leaving primary schools with many teachers but less work. Following this, TSC therefore says that teachers who will be promoted will be deployed to work in the newly introduced secondary schools that includes grades 7, 8 and 9.

However, according to the commission, the promotion will be merit-based with the teachers holding a bachelor’s degree and had a mean grade of C+ (plus) and above are the ones to be considered.

Other qualifications include;

Diploma and Degree in Special Needs Education
Diploma and Degree in Early Childhood Development Education
Diploma in Education (Primary Option)
Diploma in Education, Secondary option
Degree in Education (Secondary option) but lacking C+ at KCSE or C+ in teaching subjects
Before promoting teachers to teach in secondary schools, the following are the things taken in to consideration by the commission;

Merit and ability as reflected in the teacher’s work, performance and results
Seniority and experience as set out in the scheme of service
Vacancy available
Academic and professional qualification of the teacher
TSC announced that more teachers will be deployed to cater for the double intake expected in 2023, where, the grade six students under CBC will be advancing to Grade 7 while the class six students in 8-4-4 system will be joining junior secondary.

 

TSC advert for recruitment of 24,000 JSS intern teachers August 2025

TEACHERS SERVICE COMMISSION

VACANCIES FOR TEACHER INTERNS IN JUNIOR SCHOOLS AUGUST, 2025

The Teachers Service Commission invites applications from qualified candidates to fill 24,000 teacher internship posts in Junior Schools to support the implementation of Competency Based Curriculum.

Interested and qualified candidates should submit their applications online through the Commission’s website, www.tsc.go.ke under “Careers’ or teachersonline.tsc.go.ke not later than Midnight of 9th September, 2025.

JUNIOR SCHOOL TEACHER INTERNS

To quality for recruitment, a candidate should meet the following minimum requirements:

i) Be a Kenyan citizen;

ii) Must be a holder of at least a diploma in education with a minimum mean Grade of C+ (plus) and C+ (plus) in two teaching subjects in KCSE or its equivalent.

iii) Must be a registered teacher with Teachers Service Commission.

NB: For equivalent qualifications, applicants are advised to visit the Teachers Service Commission’s website: www.tsc.go.ke

GENERAL INFORMATION

i) The Teachers Service Commission’s Guidelines for Recruitment of Teacher Interns 2025/2026 Financial Year shall apply.

ii) Manual applications will not be considered

iii) Be unemployed and has no record of exiting teaching service with the Commission due to disciplinary grounds;

iv) Candidates will be requited to present original academic and professional certificates.

v) Must have personal Accident Insurance cover for personal risks during the internship period

vi) Selection of Candidates will strictly be on merit and based on the number of vacancies per County

vii) Successful candidates must not fill more than one offer of internship

viii) Successful candidates will be posted to serve to any junior school in the sub-county where they were interviewed or in any part of the County where the vacancy exist

ix) Successful candidates shall be required to teach various learning areas under Junior School Curriculum

Visit the Commission’s Website www.tsc.go.ke for mote information.

x) During verification applicants shall be required to produce the                •

1. A copy of Teacher Certificate/print-out from TSC online portal as evidence of registration as a teacher:

2. A copy of National Council for persons With Disability (NCPWD) card (where applicable);

3. A copy of the National Identity Card (ID) or passport;

4. Two (2) colour passport size photographs;

5. A copy of Kenya Revenue Authority personal Identification Number (KRA PIN).

xi) The application portal shall be opened on Tuesday, 26th August, 2025 and closed on Monday, 9th September, 2025 midnight.

NOTE

The Teacher Internship Programme is a one (1) year programme meant to equip and sustain competencies of persons entering the teaching service.

The programme targets unemployed registered teachers to be assigned to learning institutions where their teaching experience will be enhanced through mentorship, coaching and exposure to practical teaching experience

DURATION OF INTERNSHIP

The Internship period will be for twerve (12) months

MONTHLY STIPEND FOR TEACHER INTERNS

This is not a remunerative engagement. However, interns attached to Junior schools will be eligible for TSC advert for recruitment of 24,000 JSS intern teachers Aug 2025 monthly stipend of Kshs 20,000.

The stipend will be paid subject to statutory deductions. where applicable.

The Teachers Service Commission is an equal opportunity employer as per the constitutional provisions and law and persons with disabilities (PWDs) are encouraged to apply.

CAUTION

The recruitment exercise is free of charge. The Teachers Service Commission forewarns applicants against fraudsters who might extort money from unsuspecting persons purporting to assist in recruitment.

REPORTING OF FRAUD

Any fraudulent activity should be reported to the nearest TSC office or Teachers Service Commission headquarters through the following telephone lines: Director Staffing (0202892193) and Deputy Staffing (0202892131) or write to the Commission through the email address dirstaffing@tsc.go.ke.

Further, any such fraudulent activity should be reported to the nearest police station.

Details on available vacancies per county and sub-county is in the Teachers Service Commission website: www.tsc.go.ke

TEACHERS SERVICE COMMISSION

TSC Profile Update: Microsoft Outlook 365 Profile Update for Teachers Online now Closed as TSC Bars Teachers from Wealth Declaration AC

TSC Profile Update: Microsoft Outlook 365 Profile Update for Teachers Online now Closed as TSC Bars Teachers from Wealth Declaration

TSC Profile Update: Microsoft Outlook 365 Profile Update for Teachers Online now Closed as TSC Bars Teachers from Wealth Declaration Online

It is now crystal clear that there are serious consequences for teachers who fail to follow TSC guidelines and code of conduct.

The latest TSC News reaching us today at newspro.co.ke spell doom for TSC employed teachers who failed to upload their profiles online

The Commission expects all teachers to have updated their profiles online by now.

The process is quite simple and straightforward since teachers are expected to scan and upload among other key documents their academic qualifications that is KCPE certificate, KCSE Certificate, University or College transcripts, Degree or diploma certificate, a passport size photo and their national identity card.

Kindly note that all the documents mentioned above must be presented in their original form, not photocopies.

This means that a teacher only requires a smart phone and some internet connection to complete the process thanks to cam scanners.

In case one does not have one, they can visit the nearest cyber and access the service within thirty minutes now that cyber gurus are experts on matters TSC microsoft office outlook account creation.

The latest TSC News reaching us today at newspro.co.ke spell doom for TSC employed teachers who failed to upload their profiles online.

This is just the start of more and more mayhem for the teachers having defied a clear directive from their employer.

Among other effects, these teachers shall not access the TSC online wealth declaration portal that has been opened to enable teachers declare their assets, liabilities and income as dictated in the Kenyan Constitution- Ethics and Anti-Corruption Act.

Failure to declare wealth online can also attract a chain of effects including a fine not exceeding 1,000,000 as per the Kenyan Constitution Act.

“The declaration can only be accessed by individuals who have activated their official email address @mwalimu.tsc.go.ke. This will be vital for user credibility, setting, accessing and resetting of passwords for the declaration as applicable” says TSC in a circular signed by Nancy Macharia.

This is not a threat, teachers who failed to activate their emails by 1st November could not access the site.

They could only see their non-editable past wealth declaration forms.

Unlike last time, teachers who have served less than a year can now declare their wealth.

All teachers employed by the Commission including intern teachers are expected to fill their wealth online by December 31, 2021 using the procedure below

TSC Wealth Declaration Form Online: How to fill the TSC Wealth declaration 2021 form online, the Online portal; https://tsconline.tsc.go.ke/site/index

TSC Circular on Online declaration of wealth by teachers. Read the full details below
TSC Circular 2021: Declaration of Wealth, Assets and Liabilities Online
How to fill the Wealth declaration form online; the ultimate guide
How to fill the Wealth declaration form online; the ultimate guide
Section 26 and 27 of the Public Officer Ethics Act (POEA) requires all public officers to declare their Income, Assets and Liabilities (IAL). Since 2003 when the law requiring Public Officers to declare their Income, Assets and Liabilities (IAL) was enacted, the mode of declaration has been manual. Nowadays, the declaration is done online via portals provided to Public and Civil Servants in Kenya. All teachers are thus expected to fill an online Declaration by December 2021.

Read this guide on how to fill the 2021 Wealth Declaration Form, online, for all teachers and TSC Staff. Hope it will be helpful.

MODE OF DECLARATION
The Commission in 2017 Introduced an online Declaration Portal. This is the portal to be used for the 2017-2019 declarations. Declarations can be made following the steps outlined in the DIALS Manual.

The Declaration of Income, Assets and Liabilities form contains the following fields:

1. Name of the Public Officer; (Surname) (First name) (Other names)

2. Birth Information;
a. Date of birth
b. Place of birth

3. Marital Status

4. Address:
a. Postal address
b. Physical address

5. Employment Information:
a. Designation
b. Name of Employer
c. Nature of employment; (permanent, temporary, contract, etc)
d. T.S.C. No.
e. School/Institution
f. District

6. Name of spouse of spouses:
(i) (Surname) (First name) (Other names)
(ii) (Surname) (First name) (Other names)
iii) (Surname) (First name) (Other names)
(iv) (Surname) (First name) (Other names)
(v) (Surname) (First name) (Other names)
(vi) (Surname) (First name) (Other names)
(vii) (Surname) (First name) (Other names)

7. Name of dependent children under the ages of 18 years:
(i) (Surname) (First name) (Other names)
(ii) (Surname) (First name) (Other names)
(iii) (Surname) (First name) (Other names)
(iv) (Surname) (First name) (Other names)
(v) (Surname) (First name) (Other names)
(vi) (Surname) (First name) (Other names)
(vii) (Surname) (First name) (Other names)
(viii) (Surname) (First name) (Other names)
(ix) (Surname) (First name) (Other names)

8. Financial statement for________;
(A separate statement is required for the officer and each spouse and dependent child under the age of 18 years. Additional sheets should be added as required)

a. Statement date
(Statement date is the first day of the month preceding the month in which the declaration is due.)
b. Income, including emoluments, for the period from
_____________________________________to___________
(Including, but not limited to, salary and emoluments and income from investments, the period is from the previous statement date to the current statement date. For an initial declaration, the period is
the year ending on the statement date.)
c. Assets (as of the statement date)
(Including, but not limited to land, buildings, vehicles, investments and financial obligations owed to the person for whom the statement is made).

d. Liabilities (as of the statement date)

9. Other information that may be useful or relevant.

Declaration;
I solemnly declare that the information I have given in this declaration is, to the best of my knowledge, true and complete.
Signature of Officer: ________________________
Date: __________________
Witness:
Signature: _____________
Name: _________________
Address: ______________

 

 

 

Besides blocking the teachers from participating in the ongoing declaration of wealth for the 2019-2021 period, these teachers are likely to miss out on their monthly salaries

This can greatly inconvenience them if the Commission lives to its word.

 

 

TSC Declaration of New Internship Scoresheet Guidelines December 2021 to 2022

 

TSC Declaration of New Internship Scoresheet Guidelines December 2021 to 2022

 

The Teachers Service Commission has released new guidelines that will be used to recruit intern teachers for the month of December and the year 2022.

Unemployed teachers who scored second class lower will have something to smile about after the commission levelled their marks with those who scored second class upper. This is the second time in a row the teachers’ employer is awarding second class upper and second class upper same marks.

Other than quality of the certificate, length of stay after graduation will play crucial role in the forthcoming recruitment exercise. Those teachers who graduated 2012 and before will be awarded the highest score while those who graduated 2020 and after will be awarded the least marks.

Here is the score sheet that will be used by TSC during 2021/2022 Internship Employment for Secondary school teachers

Download (PDF, 10.4MB)

SCORING AREAS MAXIMUM SCORE
Degree (BED)
First class 40
Second Class 35
Pass 30
Degree + PGDE or BSC+PGDE
First class 4O
Second Class 35
Pass 30
Diploma + Dip Tech Education
Distinction 40
Credit 35
Pass 30
Diploma in Education
Distinction 40
Credit 35
Maximum Score 40

Awarding of marks for Length of stay since qualifying as a teacher for those who have never been employed by the commission

2012 and before 60
2013 55
2014 50
2015 45
2016 40
2017 35
2018 30
2019 25
2020 and after 20
MAXIMUM SCORE 60

Advantage of Communication ability and Co-curricular certificate of participation

Co-curricular certificate plays a key role in tie-breaking, it earns a candidate 1 mark advantage. Co-curricular certificate ranges from activities like Football, Basketball, Athletics Rugby and Music.

Many a times, the most considered certificates are for Regional level and National level.

AREA SCORE
Communication Ability 2
Participation in Co-curricular activities 1
Students’ academic performance(Exam Record) 1
Special Talent(s) 1
MAXIMUM SCORE 5

So as to be on a save side, it is important to provide evidence by producing a document to score above marks .

Note :No candidate should score zero in this section

It is important to note that good command in communication and convincing confidence level will put you in a good position to secure a job with TSC.

Finally, Ensure that your content mastery in your teaching subjects is commendable.

Applicants must present original and clear photocopies of the following
testimonials:-

National identification cards;
National Council of Persons with Disability (NCPWD) Card (where applicable);
KCPE Certificates;
KCSE Certificates (include first attempt certificate if repeated exams);
Diploma/Degree Certificates and official transcripts;
Primary and Secondary Schools leaving certificates
NB: Provisional transcript shall not be accepted.
Where names on the submitted documents differ, the applicant will be required to submit a sworn affidavit..

TSC List of Teachers yet to Declare  2021/2022 Wealth Declaration form per County

 

TSC List of Teachers yet to Declare  2021/2022 Wealth Declaration form per County

Wealth Declaration Non Compliant Teachers per County 2022

Thousands of teachers are yet to declare their wealth online despite having been notified to do so by December 31 last year. All teachers in employment under TSC are required to declare their Income, Assets and Liabilities

The online portal unfortunately has now been shut down and the listed teachers will have to write a Show-Cause letter explanaining why they failed to heed the TSC directive on wealth declaration.

Here is a glimpse of the list of teachers who have not declared their wealth as of the year 2022

 

The same scenario was experienced by the teachers in 2019 when thousands of teachers failed to declare their wealth. Here is the list of teachers who failed to declare their wealth in 2019

FOR A COMPLETE GUIDE TO ALL SCHOOLS IN KENYA CLICK ON THE LINK BELOW;
SCHOOLS’ NEWS PORTAL
Here are links to the most important news portals:
KUCCPS News Portal
TSC News Portal
Universities and Colleges News Portal
Helb News Portal
KNEC News Portal
Free Teaching Resources and Revision Materials

TSC Wealth Declaration Penalties for Non-Compliant Teachers 2022

 

The Kenyan law requires all public officers to declare their wealth; periodically. This declaration is made online and there are hefty penalties for officers who fail to declare their income, assets and liabilities within the stipulated time. According to the Public Ethics Act of 2003, It is mandatory for all public officers to declare their income, assets and liabilities once in every two years.

Any teacher in TSC employment who fails to submit a Declaration or gives false or misleading information is liable to a fine of Kshs. 1,000,000 or imprisonment for a term not exceeding (1) one year or both upon conviction.

Here is the list of non-compliant teachers in this county:
COUNTY SUB COUNTY SCHOOL NAME FIRST NAME MIDDLE NAME LAST NAME
BUSIA BUNYALA A.C.K MUSOMA SECONDARY SCHOOL Benjamin “Kifaro Oyi” Nawiri
BUSIA BUNYALA A.C.K MUSOMA SECONDARY SCHOOL Evalyne Narotho Okumu
BUSIA BUNYALA A.C.K MUSOMA SECONDARY SCHOOL Ken Nyongesa Ajuma
BUSIA BUNYALA A.C.K MUSOMA SECONDARY SCHOOL Vivian Amimo Yambo
BUSIA BUNYALA BUBANGO PRIMARY SCHOOL John Raymond Odhiambo
BUSIA BUNYALA BUDALA PRIMARY SCHOOL Stephen Lwenge Onyango
BUSIA BUNYALA BUDALANGI SECONDARY SCHOOL Aloice Mande
BUSIA BUNYALA BUDALANGI SECONDARY SCHOOL Bonface Oundo Musee
BUSIA BUNYALA BUDALANGI SECONDARY SCHOOL Eliud Odhiambo Juma
BUSIA BUNYALA BUDALANGI SECONDARY SCHOOL Protus Malala Tatwa
BUSIA BUNYALA BUDALANGI SECONDARY SCHOOL Wilkister Tatu Orano
BUSIA BUNYALA BUDALANGI PRIMARY SCHOOL Benedict Oruma Wanjala
BUSIA BUNYALA BUDALANGI PRIMARY SCHOOL Joseph Utuba Wekuke
BUSIA BUNYALA BUDALANGI PRIMARY SCHOOL Shivachi Robert Masindi
BUSIA BUNYALA BUDUBUSI PRIMARY David Akollo Ndullah
BUSIA BUNYALA BUKOMA PRIMARY SCHOOL Issa Ibrahim Ofwera
BUSIA BUNYALA BUKOMA PRIMARY SCHOOL Johnstone Ouma Khabweri
BUSIA BUNYALA BUKOMA PRIMARY SCHOOL Mathilda Kechula Maira
BUSIA BUNYALA BUKOMA SECONDARY SCHOOL Florence Charity Olayo
BUSIA BUNYALA BULEMIA PRIMARY SCHOOL Caroline Nanjala Kundu
BUSIA BUNYALA BULEMIA PRIMARY SCHOOL Collins Wekesa Khaemba
BUSIA BUNYALA BULEMIA PRIMARY SCHOOL Hellen Achieng Otieno
BUSIA BUNYALA BULEMIA PRIMARY SCHOOL Henry Baraza Magongwe
BUSIA BUNYALA BULEMIA PRIMARY SCHOOL Nancy Chemtai Chebus
BUSIA BUNYALA BULEMIA PRIMARY SCHOOL Rose Nabangala Kelas
BUSIA BUNYALA BULWANI A.C PRIMARY SCHOOL Francis Okumu
BUSIA BUNYALA BULWANI A.C PRIMARY SCHOOL Winfrida Atieno Onyango
BUSIA BUNYALA Bunyala Model Secondary School George Mukasa Okanda
BUSIA BUNYALA Bunyala Model Secondary School Samuel Odenyo Ooko
BUSIA BUNYALA Bunyala Model Secondary School Wilberforce Ogesa Tumaini
BUSIA BUNYALA Buongo Primary School Austin Nakhabuka Muduih
BUSIA BUNYALA Buongo Primary School James Babu Adinga
BUSIA BUNYALA Buongo Primary School Janipher Majimbo Obara
BUSIA BUNYALA John Osogo Boys’ High School Aggrey Walter Wasonga
BUSIA BUNYALA John Osogo Boys’ High School Paul Obuya Owuor
BUSIA BUNYALA Lakeview Primary School – Nandekere Margaret Apondi Barasa
BUSIA BUNYALA Lakeview Primary School – Nandekere Mayeku Monica Nyahera
BUSIA BUNYALA LUGALE PRIMARY SCHOOL Lucas Ojiambo
BUSIA BUNYALA LUNYOFU PRIMARY SCHOOL Jackline Simiyu
BUSIA BUNYALA LUNYOFU PRIMARY SCHOOL Samuel Indimuli
BUSIA BUNYALA MADUWA PRIMARY SCHOOL Benson Onjoro Achola
BUSIA BUNYALA MADUWA PRIMARY SCHOOL Sylvester Silas Osogo
BUSIA BUNYALA MADUWA PRIMARY SCHOOL Zachary A Okello
BUSIA BUNYALA MAKUNDA PRIMARY SCHOOL Ezakiel Madakwah Ojiambo
BUSIA BUNYALA MAKUNDA PRIMARY SCHOOL Martin S. Wanjala
BUSIA BUNYALA MUBWAYO PRIMARY SCHOOL Gonzaga Okondo Onalo
BUSIA BUNYALA MUBWAYO PRIMARY SCHOOL Linus “Nanjala Bwire” Nalami
BUSIA BUNYALA MUBWAYO PRIMARY SCHOOL Moses Osale Eshikumo
BUSIA BUNYALA MUBWAYO PRIMARY SCHOOL Paul Ndeda
BUSIA BUNYALA MUDEMBI PRIMARY SCHOOL Alex Sami Bwire
BUSIA BUNYALA MUDEMBI PRIMARY SCHOOL Charles Ojiambo Wandera
BUSIA BUNYALA MUDEMBI PRIMARY SCHOOL Dorrice Emali Makhapila
BUSIA BUNYALA MUDEMBI PRIMARY SCHOOL Fintan Ajiambo Paska
BUSIA BUNYALA MUDEMBI PRIMARY SCHOOL Merceline Nabwire Wangira
BUSIA BUNYALA MUDEMBI PRIMARY SCHOOL Sara Kwena Enete
BUSIA BUNYALA MUNDERE PRIMARY SCHOOL Lucas Dienya Onyango
BUSIA BUNYALA Mundika B Primary School Cornel Gaunye Kudedi
PRIMARY Consolata Okimaru Otaga
BUSIA TESO NORTH KAKOIT PRIMARY Harry Angaya Ondolo
BUSIA TESO NORTH KAKOIT PRIMARY Nyongesa Simiyu Clement
BUSIA TESO NORTH KAKURIKIT PRI SCH Arnold Ekirapa Odeke
BUSIA TESO NORTH KAKURIKIT PRI SCH Jeremiah Canon Ekirapa
BUSIA TESO NORTH KALALARAN PRI Beatrice “Rachael O” Okware
BUSIA TESO NORTH KAMOLO PRI SCH Anthony Simiyu Ngali
BUSIA TESO NORTH KAMOLO PRI SCH Quintus Ikamari Osune
BUSIA TESO NORTH KAMURIAI Grace Mary Amoit
BUSIA TESO NORTH KAMURIAI Phanice Olivia Emukuleh
BUSIA TESO NORTH KAMURIAI SECONDARY SCHOOL Oswald Etyang
BUSIA TESO NORTH KAMURIAI SECONDARY SCHOOL Silas Libese Mundenyo
BUSIA TESO NORTH KAMURIAI SECONDARY SCHOOL Wekesa Jenipher Nafula
BUSIA TESO NORTH KANGELEMUGE Josphine Namakoye
BUSIA TESO NORTH KANGELEMUGE Linet Agarth Odeke
BUSIA TESO NORTH KAPESUR PRY SCH Sophy Wasikeh
BUSIA TESO NORTH KASONGOLIKAPEL PRY SCH Caroline Chepkwemoi Barasa
BUSIA TESO NORTH KASONGOLIKAPEL PRY SCH Fidelia Adungo
BUSIA TESO NORTH KASONGOLIKAPEL PRY SCH John “J Jakaa” Idewa
BUSIA TESO NORTH KASONGOLIKAPEL PRY SCH John Erone Ikaal
BUSIA TESO NORTH KATAKWA PRI SCH Geoffrey Obunde Walubokho
BUSIA TESO NORTH KATANYU PRI SCH Agnes Eseza Amuya
BUSIA TESO NORTH KATANYU PRI SCH Daniel Papa
BUSIA TESO NORTH KATANYU PRI SCH Jonah Opurru Motokaa
BUSIA TESO NORTH KATANYU SECONDARY SCHOOL Davis Kipkoech
BUSIA TESO NORTH KATOTOI PRI SCH Cornel Iyese Otwane
BUSIA TESO NORTH KATOTOI PRI SCH Emojong J.Peter Juma
BUSIA TESO NORTH KAUKOTOIT PRIMARY SCHOOL Kennedy Imoo Okasida
BUSIA TESO NORTH KAWALUN David Ekwenye
BUSIA TESO NORTH KEKALET PRIMARY SCHOOL Bonface Emoit Emuria
BUSIA TESO NORTH KEKALET SECONDARY SCHOOL Emily Nabawire Owaya
BUSIA TESO NORTH KENGATUNY Everlyn Nanyama Bita
BUSIA TESO NORTH KETEBAT PRY SCH Denis Itubo Sylvester
BUSIA TESO NORTH KETEBAT PRY SCH Gilbert Ejuma Iseka
BUSIA TESO NORTH KETEBAT PRY SCH Patrick Abraham Papa

TSC TEACHERS’ PAY SLIPS NOW A BATTLEFIELD FOR SUPREMACY WARS BETWEEN KUPPET and KNUT

TSC TEACHERS’ PAY SLIPS NOW A BATTLEFIELD FOR SUPREMACY WARS BETWEEN KUPPET and KNUT

Teachers’ unions, KUPPET and KNUT are yet to come to an agreement over TSC teachers’ salary loan deductions.

Whereas KUPPET wants the Teachers Service Commission to have tutors’ loan interests waived, KNUT feels like the TSC should not tamper with teachers’ payslips due to the coronavirus pandemic.

The punch line is, between KUPPET and KNUT which union is fighting for TSC teachers’ welfare?

Read also:

panic-as-a-section-of-teachers-may-not-receive-their-april-2020-salaries

replacing-tsc-boss-nancy-macharia-is-not-an-emergency-but-covid-19-is/

 

The outbreak of the covid-19 world pandemic has opened yet another bandora’s box.

Contrary to the usual TSC and KNUT tussles that have become the order of the day, this time around the battle line has been drawn between the two giant unions: KNUT and KUPPET.

The two unions seem to be reading from different scripts in as far as teachers’ salary deductions are concerned.

The beginning of this battle was when KUPPET Secretary General Akelo Misori wrote to the TSC requesting for teachers’ loans to be waived following the coronavirus pandemic in Kenya.

Mr. Sossion however wrote to the TSC disapproving KUPPET’s proposal to have tutor’s interest loans waived and withhold deductions.

His point of departure was that KUPPET wants to “bring down teachers savings” and SACCOs.

 

Illegal and unfounded

KNUT Secretary General Mr. Sossion described KUPPET’s proposal as illegal and retrogressive since SACCOs are the lifeline of teachers.

Therefore if deductions are withheld, they are bound to destroy the future of the teachers and their families.

If KUPPET’s proposals get implemented, the SACCOs will be brought down to their knees and therefore will not be able to carry on with their day to day business.

KNUT boss also said that third-party deductions on TSC employed teachers’ salaries should continue although there was no explanation given to justify this.

 

Pettiness

In a quick rejoinder KUPPET boss told Mr. Sossion to stop dipping his nose in the wrong cookie jar.

He said that Sossion should keep off KUPPET’s affairs. Besides, KUPPET will continue fighting for teachers’ welfare without fear of intimidation from its rival union, KNUT.

“All he does is to imagine new ways of picking up fights with KUPPET. Having turned KNUT into a one-man show, all Sossion does is stalk KUPPET,” added Mr. Misori.

Misori said that he had requested KUPPET members to avoid engaging in petty tussles with KNUT.

He further added that KNUT’s stance is misguided. Mr. Sossion has confused interest on loans and SACCO subscriptions.

Below are important TSC links and simplified procedures on how to perform some functions

tsc-news-how-effective-are-tsc-internships-and-how-many-graduate-teachers-in-kenya-are-willing-to-work-on-an-internship-basis

/tsc-internship-2020-the-standard-media-apologises-to-the-tsc-for-misreporting-about-the-recruitment-of-8-141-teacher-interns-on-permanent-and-pensionable-terms-in-march-2020/

tsc-deregistration-2020-only-one-lady-among-the-40-tutors-dismissed-and-deregistered-by-the-teachers-service-commission-tsc-in-march-2020-is-teaching-a-risky-job-for-male-teachers/

/how-to-file-kra-tax-returns-individual-online-using-p9-form-via-the-official-kra-itax-portal-step-by-step-guide/

 

 

 

TPAY Update- This Is How To Know If Your HeadTeacher Has Approved Your TPAY Profile. By The 8th Of July, 2022

TPAY Update- This Is How To Know If Your HeadTeacher Has Approved Your TPAY Profile. By The 8th Of July, 2022

 

TPAY Update- This Is How To Know If Your HeadTeacher Has Approved Your TPAY Profile. By The 8th Of July, 2022

In line with the Data Protection Act 2019, the Teachers Service Commission (TSC) is determined to protect the personal information of all teachers and the Secretariate staff from possible threats by online fraudsters. To achieve this end, the teachers’ employer is enhancing security by directing all her teachers to update their TPAY Profile by the 15th of July, 2022 through a Circular numbered 2/2021. HOW TO UPDATE THE TPAY PROFILE
To this effect, the Commission is leaving nothing to chance as far as this exercise is concerned (Updating the TPAY Profile) by holding the School heads responsible for their respective teachers’ compliance.
The heads of the institutions are expected to verify and approve the profile of teachers under their supervision before or on the 8th of July, 2022.
It is important for the Primary School heads to note that their TPAY Updated Profiles will be verified and approved by the Sub-County Directors while their Post Primary counterparts will be confirmed by the County Directors within the same issued time frame.
This means that the entire process of TPAY Updating for teachers can only be complete after the aforementioned seniors verify them!
Therefore heads of institutions who will not have validated their teachers’ details and updated theirs within the established time frame will not have access to the TPAY system for any related service. Some of these services that they may not be able to access are;
  • Access to the crucial P9 Form for filing the mandatory KRA tax returns
  • The third-party transactions
  • Application and Approval of loans
  • Control sheets
  • The Payslips

How Can A teacher know whether his supervisor has validated his/her details?

A teacher can know if a school head has validated his particulars if the ‘UPDATE DETAILS’ banner on the T-Pay portal disappears by stopping blinking.
All teachers and the Secretariate staff have been officially directed to ensure that they have updated their TPAY profiles before or on the 15th of July 2022.
TSC boss Dr. Nancy Macharia observed that the exercise which started on the 9th of June 2022 is aimed at protecting its employees from fraudsters and at the same time assisting in the enhancement of security particulars of its several systems.
She further noted that the TPAY system handles the teachers’ and the Secretariates’ Pay Slips, P9 Statements, Control Sheets, Third Party transactions, Application, and Approval of Loans processes.
Given the sensitive nature of the information handled by the TPAY System, the commission is purposing to buttress security. This is getting achieved by the introduction of a two-level authentification process where the OTP is sent to the user’s official registered phone number or email to enable login.
This security measure was thought of and is getting executed following a series of reported cases of fraud. It is reported that fraudsters used legit particulars of Users to access the portal for their intended manipulation! A case in point is where some teachers have been forced to pay loans that they had not applied for but had been initiated and processed by fraudsters.
To Stop this, the commission has enhanced security by introducing a two-level authentification process, where the OTP is sent to the user’s registered phone number or email to enable log-in. In addition, the user’s passport size photograph which is one of the requirements of updating the TPAY Profile will go a long way in the physical identification of the loan applicant by financial institutions, automatically keeping the fraudsters at bay! STEP BY STEP GUIDE ON TPAY PROFILE UPDATE

 

TSC Teachers Trending News 2021-2022: All In-service TSC-Employed Teachers With The Following Qualifications Should Get Ready For These New TSC Refresher Courses

TSC Teachers Trending News 2021-2022: All In-service TSC-Employed Teachers With The Following Qualifications Should Get Ready For These New TSC Courses

 

TSC: All In-service Teachers With The Following Grades To Be Ready For These New TSC Assignments.

 

The Latest TSC Trending Teachers’ News Today 2021-2022

Teachers currently teaching in secondary schools in Kenya will henceforth be compelled to teach a third subject on top of the two subjects that each teacher is currently teaching .

This follows the publicizing of a proposal  drafted and suggested by the teachers service commission in the year 2021.

TSC Suggestions on Implementation of the New CBC curriculum in Secondary Schools 2021-2022

The commission also suggests that the current education degree programs that are offered in various universities are supposed to be scrapped.

This happens to be among the reasons as to why tsc is seriously pushing for clearly contentious teachers upgrading Program dubbed TPD Modules, Teacher Professional Development.

It means that all highschool teachers employed and those who are yet to be employed by the teachers service commission will have to enroll for a mandatory post training course which is expected to last for 9 months.

TSC Teachers’ Upgrading Program 2021-2022 Updates

In the upgrading exercise , it will be required that the teachers are taken through pedagogical approaches alongside other course units.

This therefore means that teachers should be ready to get the third subject which they will use to train inorder to teach together with the current two subjects in the competency based curriculum that is highly taking roots in Kenya.

New Qualifications for TPD TSC Teachers’ Training 2021-2022

Teachers with ALL the following Highlighted qualifications will be teaching in senior secondary school according to the proposal in the policy document:

1. minimum KCSE mean grade score of C+ or its equivalent.

2. minimum of B- (minus) in the tree teaching subjects.

3. A three year bachelor of arts /science degree followed by a post graduate diploma.

However, the commission is soon expected to clarify on whether the employed teachers more especially those who scored below a B- (minus) in any of the teaching subjects will be allowed to teach in senior secondary schools .

Related News

TSC Teacher Professional Development, TPD, modules programme by TSC: Teachers’ Employer  Officially Launches TPD Modules, Lists Minimum Requirements, Training Dates, Universities and Fee. Read the Full Details Below

Teacher Professional Development, TPD, modules by TSC Now Officially launched, Get the Full Details Instantly by Clicking Here or Subscribing to our News channel at Newspro.co.ke

 

The newly rolled out TSC Teacher Professional Development, TPD Modules’ history date back to the wilson Sossion era. However, most teachers are still in shock trying to fathom how and why their employer would incessantly fight for the roll out of a refresher program in spite of having been trained for up to four academic years and garnering the prerequisite knowledge and skills before being finally registered and employed on either Internship or Permanent and Pensionable terms.

The Teachers Service Commission, TSC, has now launched in service training programmes for all practicing teachers. The Commission has already contracted institutions that will be offering the refresher training programme christened Teacher Professional Development (TPD) modules.

The first intake will be in December, 2021.

The teachers will be expected to meet the training costs for the modules that will be offered during school holidays. Of importance to note is the fact that the training will be mandatory for all practicing teachers.

A teacher who will fail to undertake the short courses would be deemed to have violated the TSC code of regulation and may face disciplinary action from the employer.

Kenyatta University, Mount Kenya University, Riara University and Kenya Education Management Institute (KEMI) have been identified to offer the Teacher Professional Development modules. A teacher will be at liberty to choose an institution of his/ her choice where to take the TPD modules.

According to TSC, the starting date will be announced once all logistics are addressed. Teacher Professional Development will continuously update teacher knowledge, skills, attitude and values encourage teachers’ learning communities.

The good news for teachers is that most of the TPD modules will be available online. “Many components of the TSC Teacher Professional Development programme will be available to teachers online and will be accessed through mobile phones,” says the Commission.

Continue reading;
TSC finally rolls out Teacher Professional Development, TPD, modules: Details

TPD Modules Advert for teachers (Requirements, how to apply, intakes)

Teacher Professional Development, TPD, Course Modules- TSC latest news

TSC Teacher Professional Development, TPD, modules at MKU (Course details, fees, requirements, how to apply)

FULL DETAILS ON THE TPD MODULES
All teachers will now be required to undergo professional development training six times in their career with each module taking a period of five (5) years. This means training will be done after every five years for a maximum of thirty years.

The number of modules to be undertaken will, though, depend on the number of years that a teacher still has in service.

Consequently, the type of module to be taken will largely depend on the number of years that a teacher still has in service; before attaining retirement age.

A teacher beginning the training will be required to complete seven sections of module one in order to be re-certified.

According to a policy statement paper prepared by TSC in 2018, Teachers will be trained for about five (5) days during school holidays.

Upon commencement of the programme, a teacher will be required to acquire a certificate, which is renewable every five years while subsequent applicants for certificate of registration will be issued with both certificates.

After completing all Teacher Professional Development modules, teachers will be eligible for re-certification and promotion; as the TPD modules have been anchored in the Career Progression Guidelines, CPG.

The training will also enhance the teacher’s knowledge and skills in order to address gaps in the Teacher Performance and Appraisal Development, TPAD. They will also keep teachers informed, enable them improve their pedagogical skills and acquire new, relevant, knowledge in their teaching areas.

On the flip side, teachers who would fail after the TPD assessment will have their teaching certificates withdrawn.

 

 

 

TSC response to MPs on Teachers’ Promotions Dated 20th May, 2025

TSC response to MPs on Teachers’ Promotions Dated 20th May, 2025

TSC KENYA RESPONSE to Education committee

We wish to acknowledge that the prolonged stagnation of teachers in various job groups is the result of several compounding factors accumulated over time. The Commission has taken a critical review of these issues and outlines the following:

1. Lack of Regular Promotions

Over the past ten years, the Commission has only conducted promotion interviews on three occasions. This irregularity has led to a significant backlog of eligible teachers awaiting promotion, contributing to widespread stagnation across all cadres.

Recommendation:

We propose that Parliament allocates a dedicated annual budget for teacher promotions. Regular and predictable promotion cycles will prevent future backlogs and sustain motivation among educators.

2. Career Progression Guidelines (CPG)

We extend our apologies to teachers and the nation for the negative outcomes resulting from the implementation of the Career Progression Guidelines. While introduced with reformative intentions, the CPG framework has inadvertently led to the stagnation of thousands of teachers.

In response, we have committed to reviewing the guidelines. Specifically, we are eliminating Job Groups C5 and D2 and merging them with adjacent grades. This restructuring will streamline the promotion process and ensure a more equitable career progression system.

3. Promotion Irregularities and Corruption

A recent audit of the promotion list revealed unexplainable anomalies, including cases where teachers with minimal years of service were elevated to higher job groups. These promotions did not align with the established criteria.

As a corrective measure, we have removed such individuals from the list and re-advertised the affected positions to uphold fairness and meritocracy.

We reiterate: corruption has no place in the teaching service. We remain committed to transparency, equity, and integrity in all our processes.

4. New Job Groups: T1, T2, and T3

We have introduced new job groups — T1, T2, and T3 — to create a clear path for teachers who do not hold administrative positions but qualify for promotions beyond Job Group C4.

This initiative allows classroom teachers to rise through the professional ranks without being limited to scarce administrative roles. We no longer wish to peg higher job groups exclusively to administrative duties. This change opens up opportunities in the upper cadres for all deserving teachers based on merit and experience.

DETAILED RESPONSE FROM TSC

ADDITIONAL INFORMATION SUBMITTED TO THE DEPARTMENTAL COMMITTEE ON EDUCATION REGARDING TEACHERS’ PROMOTIONS

20TH MAY, 2025

  1. BACKGROUND
  • The Teachers Service Commission is established under Article 237 (1) of the Constitution with the overall mandate of teacher management and regulation of the teaching service as provided under Article 237(2) and (3) of the Constitution.
  • As a public organ, the Commission is bound by the National Values and Principlesof Governance set out under Article 10 of the Constitution as well as the Values and Principles of Public Service set out under Article 232 of the Constitution.
  • To operationalize the mandate of the Commission, the Parliament enacted the Teachers Service Commission Act and the Code of Regulations for Teachers (CORT). The two legislations provide for powers and procedures within the functions of the Commission. Notably, section 11 of the Act requires the Commission to among others, formulate policies to achieve its mandate.

RESPONSES TO THE SPECIFIC QUESTIONS

  1. Provide the interview template used for the ongoing promotion cycle
  • The interview tools used during the promotions for Adverts 1 to 32are attached herein asAppendix 1.
  1. Submit a comprehensive three-year promotional data set including the list of all the teachers interviewed their scores and interview outcomes
  • The Commission is still processing this data and will be shared once finalized.
  1. Provide a list of teachers promoted in the current cycle who were also promoted in the last three years, including age, gender and ethnicity
  • Before the advert was published, the Commission conducted an analysis of its data base to determine the adequacy of potential applicants who had completed the requisite three (3) years in one grade.
  • The analysis indicated that there were certain promotional grades that lacked enough applicants in certain counties who had the required experience of three years as stipulated in the Career Progression Guidelines.
  • The findings revealed that the shortage of potential applicants affected both ASAL and Non ASAL counties.In-order to ensure that promotions were distributed across the country and that no County was disadvantaged, the Commission adopted a flexible approach:
  1. The requirement of three years in a grade was reduced up to a minimum of six months of service for teachers in counties that lacked adequate numbers of eligible candidates
  2. This flexibility was applied across specific adverts and specific counties both in ASAL and Non ASAL areas.
  • The reduction of the mandatory three years requirement was to ensure fair opportunities for all teachers in the country while considering historical staffing challenges including consideration for teachers in acting positions and marginalized groups to ensure succession management.
  • For example, in gradeD3(Principal), the analysis showed that there were no adequate teachers in grade D2 who had served for the requisite three years. In this regard, a waiver was granted from three years to six months in all the forty-seven counties to attract applicants. In addition, for Deputy Principal III (D1) position, the Commission waived the three-year requirement for eighteen counties (18) including Migori, Narok, Busia, Bomet,Homabay, Kwale, Mandera among others.
  • The Commission’s decision was also informed by the need to minimize delocalization of teachers, enabling them to serve within their localities where possible and to progressively promote administrators in acting capacities to substantive grades.
  • As a result of the waiver a total of 5,291 teachers who had not served for at least three years in their grades were promoted.
  1. Provide raw data on interview results for each teacher as recorded at the Sub County level
  • The collection of raw data from all the sub-counties is ongoing and will be availed to the Committee.
  1. Provide the length of service in Current positions for both promoted and not promoted teachers since their last promotions
  • Attached as Appendix 2 is the list of teachers, indicating the length of stay in their current grade for both promoted and non-promoted teachers.
  1. Give an Analysis of Promotions disaggregated by Sub County, Ethnicity, Gender, Age and Disability status
  • Attached is the disaggregated analysis of promotions conducted during the current cycle by Sub-County(Appendix 3A), Ethnicity(Appendix 3B), Gender(Appendix 3C), Age(Appendix 3D), and Disability Status(Appendix 3E).
  1. Give a detailed explanation of how affirmative action was applied in the current promotion cycle including clear definitions and clarifications on any changes from the definition of affirmative action applied between 2017 and 2021.
  • Affirmative action measures applied during the 2024/2025promotionsincluded: –
  • Gender Parity:The Commission made deliberate efforts to ensure gender inclusivity in teacher promotions in line with the constitutional requirements in the public service. As a result, the promotions achieved a gender distribution of 04% female and 52.96% male, exceeding the one-third gender rule.
  • Persons with Disabilities (PWD):A total of 1,275 teachers with disabilities (5.049% of promotions) were promoted in 2024/2025 F/Yhencethe Commission ensured compliance with the national disability framework.
  • Progressive Promotion in ASAL and Hard-to-Staff Areas:

The Policy on Appointment and Deployment of institutional Administrators requires the following, that Principals be in D3, D4 and D5 grades, Deputy Principals be in D1, D2 and D3 grades. Head teachers be in C5 and D1 grades and Deputy Headteachers be in C4 and C5 grades.

The Job Evaluation conducted in 2016 reinforced this grade expectation to reflect the worth and complexity of the duties undertaken by these teachers. An analysis of the current staffing situation in ASAL counties and other listed hard to staff areas reveals that institutional administrators are performing in lower grades that do not match the level of responsibility they carry.

Majority of these teachers serve in grades C2, C3, C4  and C5 rather than the required D grades for Principals and Deputy Principals. Head teachers and Deputy Head teachers are similarly under-graded some serving in C1, C2 or C3 instead of the requisite grades. These teachers have been performing administrative duties for many years without substantiative appointments.

In addition, they do not earn acting allowances or special duty allowance despite carrying out full administrative duties. This mismatch has compromised succession management, school leadership and motivation of teachers in these marginalized regions.

In this regard, the Commission progressively promotes these teachers holding administrative positions until they attain the grades that are commensurate to their administrative positions on affirmative action. The 2021-2025 CBA between the Commission and the teacher unions entrenched this commitment under Clause 9.3

Honorable Members, we wish to clarify that the 2017-2021 CBA did not have a specific term on promotions based on affirmative action. The CBA was founded on a job evaluation conducted by the Salaries and Remuneration Commission. Following the recommendations of the job evaluation report, the salary of all teachers in the public sector across all the grades were reviewed.

On the other hand, the teachers’ unions negotiated for promotions on affirmative action in the 2021–2025 CBA. Specifically, Clause 9.3 provides that the Commission shall progressively promote teachers in ASAL and hard to staff areas holding administrative positions, until they attain the grades that are commensurate to their administrative positions.

  1. Give a formal response to the allegations that some promoted teachers were subsequently assigned to different regions
  • Following the promotions, the Commission is in the process of assigning and posting teachers. This process will take into consideration the availability of vacancies, especially for teachers in administrative grades. Teachers who are in non-administrative grades will be retained at their current stations.
  • Accordingly, allegations that promoted teachers were reassigned to different regions are inaccurate, as the process has not yet been finalized.
  1. Give the strategic plan detailing the measures in place to ensure that future promotions are fair, transparent, predictable and automatic where applicable.
  • In discharging its mandate, the Commission endeavours to apply the values and principles of public service enumerated under Article 232 of the Constitution in its processes.
  • Specifically, in promotion of teachers, the Commission has put in place the following strategies to ensure the process is transparent, fair, predictable and automatic where applicable: –
  • Alignment with Legal and Regulatory Frameworks: The promotion process strictly adheres to Regulation 73 of the Code of Regulations for Teachers (CORT), the Career Progression Guidelines (CPG), and the ‘Policy on Selection and Appointment of Institutional Administrators’. The scoring criterion aligns with Regulation 73 of CORT by scoring teachers on performance, seniority and experience, academic qualifications, merit, among others. Further, in-line with clause 9.3 of the 2021-2025 CBA the Commission promotes teachers in ASAL and hard to staff areas on affirmative action. This alignment to legal and regulatory frameworks provides the foundation for fair, transparent and predictable promotion practices.
  • Development of Promotion Guidelines:Going forward the commission will develop promotion guidelines clearly setting out standardized promotion criteria and procedures to ensure the process is fair, transparent and accountable.
  • Automation of Teacher Promotion Process through Teachers Online System: This digitized system will provide a platform for online application for advertised promotion vacancies, shortlisting, and notification of interview outcome and generation of promotion letters. Automation of these processes not only eliminates human error but also enables teachers to track the status of their applications in real-time thus fostering transparency and fairness in the promotion process.
  • Development and use of standardized evaluation criteria: The Commission has developed a standardized scoring criterion used during interviews to assess candidates objectively. This criterion encompassed various factors such as performance appraisal, institutional leadership experience, age, and contribution to academic excellence. This rigorous evaluation process is designed to prioritize meritocracy, ensuring fairness and consistency while minimizing potential favoritismand bias.
  • Publication of vacancies and results: Vacancy announcements are publicly advertised through the print media and the TSC website, ensuring transparency and enabling wider dissemination of information. The advertisement specifies specific advert requirement, ensuring that teachers fully understand the qualifications and timelines required. Additionally, the Commission publishes the list of all successful applicants on its website to enhance transparency in the promotion process.
  • Common cadre promotions: The Commission has established a predictable promotion policy that provides for the automatic progression of teachers serving in common cadre grades, without the need for competitive interviews. This policy applies to the following categories:-

a) P1 Certificate Holders: Teachers appointed at entryGrade B5 are eligible for automatic promotion to Grade C1 after serving a minimum of three years, subject to satisfactory performance.

b) Diploma Certificate Holders: Teachers entering serviceatGrade C1 are eligible for automatic promotion to Grade C2 upon completion of three years of service, subject to satisfactory performance.

c). Bachelor’s Degree Holders: Teachers entering serviceat Grade C2 qualify for automatic promotion to Grade C3 after three years of service, subject to satisfactory performance.

  1. CONCLUSION

The Commission remains steadfast in fulfilling its constitutional mandate of managing and regulating the teaching service in Kenya and takes this opportunity to appreciate the unwavering support from the Departmental Committee on Education. Particularly, the Committee has facilitated budgetary allocation that has enabled the Commission to recruit additional teachers and the promotion of those in service. This support has been instrumental in addressing staffing gaps, teacher motivation and retention across the country.

However, a significant number of teachers have continued to stagnate in the same grade for extended periods of time due to budgetary constraints. The Commission therefore humbly requests the continued support of this Committee in securing additional funds to enable promotion of all its teachers from time to time.

The Commission remains committed to working closely with the committee and all the stakeholders to ensure efficient and effective implementation of its mandate.

 

 

TSC TPD MODULES WILL BE ROLLED OUT AFTER CONSULTATIONS WITH KEY PLAYERS SAYS TSC

TSC TPD MODULES WILL BE ROLLED OUT AFTER CONSULTATIONS WITH KEY PLAYERS SAYS TSC

TSC TPD MODULES, KUPPET AND KNUT’S TAKE

TSC head of communications Beatrice Wababu in a statement has assured teachers that the rollout of Teacher Professional Development modules, TPD will be done after consultations with all key players, KUPPET and KNUT.

According to Ms Wababu, the modalities of TPD programmes are still being developed.

She further added that the Teachers Service Commission, TSC is aware of the existing Labour Court order stopping the implementation of TPD modules as they are not in line with TSC code of regulations.

READ ALSO: 2020-tsc-salaries-and-promotions-for-diploma-tsc-teachers-in-secondary-schools-and-primary-school-teachers-in-grade-b5-previously-referred-to-as-p1

https://newspro.co.ke/2020-tsc-salaries-and-promotions-for-diploma-tsc-teachers-in-secondary-schools-and-primary-school-teachers-in-grade-b5-previously-referred-to-as-p1/

She said that the implementation of TPD modules will only be undertaken after the requirements stipulated by the court have been met.

KUPPET AND KNUT’S TAKE

The Kenya Union of Post Primary Education Teachers (KUPPET) and the Kenya National Union of Teachers (KNUT)

have opposed the move by TSC to roll out TPD modules saying the Commission failed to involve them in the process of developing them.

According to KNUT Secretary General Mr Wilson, Sossion KNUT strongly feels that the upcoming TPD modules will alter the terms and conditions of service for TSC teachers.

Therefore, the Commission should fully engage KNUT before rolling out the TPD modules.

Besides, Mr Sossion said that TPD programmes should not be used as a level playground to replace certificates, diplomas, degrees, masters degrees and PhD qualifications.

(TANA RIVER COUNTY) A FULL LIST OF THE 2019 ONLINE WEALTH DECLARATION NON-COMPLIANT TSC TEACHERS PER COUNTY- TANA RIVER COUNTY: A LIST OF 2019 WEALTH DECLARATION TSC NON-COMPLIANT TEACHERS, ONLINE WEALTH DECLARATION DEADLINE AND PROCEDURE FOR DECLARING YOUR WEALTH ONLINE VIA THE TSC PORTAL

(TANA RIVER COUNTY) A FULL LIST OF THE 2019 ONLINE WEALTH DECLARATION NON-COMPLIANT TSC TEACHERS PER COUNTY- TANA RIVER COUNTY: A LIST OF 2019 WEALTH DECLARATION TSC NON-COMPLIANT TEACHERS, ONLINE WEALTH DECLARATION DEADLINE AND PROCEDURE FOR DECLARING YOUR WEALTH ONLINE VIA THE TSC PORTAL

TSC FULL LIST OF 2019 ONLINE WEALTH DECLARATION NON-COMPLIANT TEACHERS PER COUNTY- TANA RIVER COUNTY

EXTERNAL LINKS WITH RELATED CONTENT

https://teacher.co.ke/tsc-lists-45986-non-compliant-teachers-hours-to-wealth-declaration-deadline/

https://newsblaze.co.ke/full-list-of-2019-wealth-declaration-non-compliant-teachers-per-county-tana-river-county/

The Teachers Service Commission has just released a full list of TSC-employed teachers who failed to comply by declaring their wealth online via the TSC portal.

According to the TSC statistics, approximately 46, 000 teachers have not yet declared their income, assets and liabilities online despite the TSC portal being open since 1st November 2019.

According to the TSC Online Wealth Declaration statistics, Bungoma County has got the highest number of TSC non-compliant teachers- 3, 1117 TSC teachers with some schools such as St. Cecilia Misikhu Girls having 7 non-compliant teachers.

In the second position is Kakamega County with 2, 682 teachers who failed to declare their wealth online for the year 2019. In Kakamega County, Butere Girls High School set the record by producing the highest number of the 2019 TSC non-compliant teachers- 18 teachers.

Tana River County was among those counties that had the lowest 2019 TSC wealth declaration, non-compliant teachers.

363 TSC- employed teachers failed to declare their wealth online in time for the year 2019.

The deadline for the declaration of wealth online is today on December 31 2019.

TSC FULL LIST OF 2019 ONLINE WEALTH DECLARATION NON-COMPLIANT TEACHERS PER COUNTY-TANA RIVER COUNTY

FOR A FULL LIST OF TEACHERS WHO HAVE NOT DECLARED THEIR ONLINE WEALTH, CLICK ON THE FOLLOWING LINK:

https://newsblaze.co.ke/full-list-of-2019-wealth-declaration-non-compliant-teachers-per-county-tana-river-county/

SERIOUS CONSEQUENCES

As the deadline nears, the 46, 000 non-compliant teachers need to be aware of the fact that failure to comply will attract serious penalties including denial of salary.

Besides, this action gives room for the government to suspect them of illegally acquiring wealth.

According to the Kenyan Constitution 2010, all public officers are required to declare their wealth online within the stipulated time lest they attract heavy penalties.

This law is clearly stipulated under the Public Ethics Act  (2003). It requires all public officers such as teachers and civil servants to declare their wealth online after every two years.

The first cycle of online declaration of wealth took place in the year 2017.

BELOW IS A QUICK BREAK-DOWN OF THE 2019 TSC WEALTH DECLARATION  NON-COMPLIANT TEACHERS PER COUNTY (ESSENTIAL STATISTICS)

  1. BUNGOMA COUNTY- 3, 117 2019 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  2. KAKAMEGA COUNTY- 2682 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  3. MERU COUNTY- 2646 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  4. NANDI COUNTY- 2436 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  5. KIAMBU COUNTY- 2236 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  6. NAKURU COUNTY- 2198 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  7. KISII COUNTY: 2132 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  8. KITUI COUNTY- 2083 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  9. NAROK COUNTY- 1911 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  10. MACHAKOS COUNTY- 1844 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  11. KISUMU COUNTY- 1840 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  12. KERICHO COUNTY- 1760 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  13. MIGORI COUNTY- 1430 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  14. BOMET COUNTY-1395 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  15. KAJIADO COUNTY- 1374 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  16. NAIROBI COUNTY- 1369 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  17. KILIFI COUNTY- 1366 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  18. EMBU COUNTY- 1365 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  19. UASIN GISHU COUNTY- 1333 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS
  20. BARINGO COUNTY- 1331 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS

FOR A COMPLETE LIST OF THE 2019 TSC WEALTH DECLARATION NON-COMPLIANT TEACHERS FOR ALL THE 47 COUNTIES, CLICK ON THE LINK BELOW

https://teacher.co.ke/tsc-lists-45986-non-compliant-teachers-hours-to-wealth-declaration-deadline/

 

TSC 2019 ONLINE WEALTH DECLARATION: HOW TO DECLARE YOUR WEALTH ONLINE VIA THE TSC PORTAL, A SIMPLIFIED PROCEDURE

All TSC employees and other civil servants are expected to declare their income, assets and liabilities for the year 2017 to 2019 online by 31st December  2019.

This is a mandatory requirement in line with Section 26 and 27 of the Public Officer Ethics Act which directs all civil servants to declare their (IAL) Income, Assets and Liabilities.

It is a way through which public officers are held accountable in case of any abnormal acquisition of wealth.

The exercise is conducted after a span of two years and the latest begun in the year 2017.

The Teachers Service Commission introduced an online wealth declaration portal in 2017.

The 2019 wealth declaration exercise starts on 1st 0ctober.

Online declaration of wealth can be done through the Teachers Online Portal https://tsconline.tsc.go.ke.

Click on the portal then select “Declaration of income, assets and liability” tab.

IMPORTANT DETAILS FOR THE DECLARATION OF WEALTH

You should have the following details in order to successfully complete the process:

  1. Name
  2. Birth Details (DOB and Place of birth)
  3. Marital status
  4. Address- physical and postal
  5. Employment Details- Designation, Name of Employer, TSC Number, Current Work Station and Sub-county.
  6. Name of Spouse(s)
  7. Name(s) of Dependent children who are below 18 years.
  8. Income- salary and other alternative sources of income such as businesses
  9. Assets such as land, buildings, machinery and vehicles
  10. Liabilities such as loans
  11. A witness, for instance, your colleague at work.

HOW TO DECLARE YOUR WEALTH ONLINE

  1. Access the wealth declaration portal online using the link: https://tsconline.tsc.go.ke
  2. Enter your TSC Number then click Next.
  3. Enter your TSC Number in the next window and click on the “Log in” tab.
  4. After logging in, check on the Wealth Declaration tab at the top.
  5. Click on “Basic Information”. The following details will be already available: First Name, Middle Name, Last Name, Phone Number, ID no, D.O.B and e-mail.
  6. Enter the following details: Gender, Place of Birth, Marital Status and Postal address.
  7. Once you have filled all the details, click “Next.” This will take you to the next Section, Section B where you will fill in your approximate income, assets and liabilities.
  8. In the next window, fill the details of your dependents ie spouse and children who are below 18 years.
  9. Enter the details of your witness- Name, Address and ID.
  10. To complete the process, upload the information.

 

 

 

TSC PROMOTIONS NOW A THORN IN THE FLESH FOLLOWING INACCURATE AND MISLEADING DATA LEADING TO ERRONEOUS PROMOTIONS OF CLASSROOM TEACHERS; LATEST TSC CIRCULAR ON TEACHERS’ PROMOTIONS

TSC PROMOTIONS NOW A THORN IN THE FLESH FOLLOWING INACCURATE AND MISLEADING DATA LEADING TO ERRONEOUS PROMOTIONS OF CLASSROOM TEACHERS; LATEST TSC CIRCULAR ON TEACHERS’ PROMOTIONS

“SOME CLASSROOM TEACHERS WERE ERRONEOUSLY PROMOTED TO GRADES EXCLUSIVELY MEANT FOR SCHOOL ADMINISTRATORS,” DR. NANCY MACHARIA

TSC PROMOTIONS NOW A THORN IN THE FLESH FOLLOWING INACCURATE AND MISLEADING DATA LEADING TO ERRONEOUS PROMOTIONS OF CLASSROOM TEACHERS; LATEST TSC CIRCULAR ON TEACHERS’ PROMOTIONS

EXTERNAL LINKS WITH RELATED CONTENT

The Teachers Service Commission, TSC has released a circular on TSC promotions 2020/2021 showing the extent to which the erroneous capturing of data by some field officers has paralyzed the commission’s operations especially when it comes to finalizing the promotions for teachers.

According to the circular, several school administrators who should have been moved to the next grades are yet to enjoy the privileges that come with the promotions.

Ironically, it is regular classroom teachers who have been enjoying higher salaries following an error during the process of collecting data by TSC County and Sub-County Directors.

 

TSC FIELD OFFICERS’ ERROR, A BLESSING IN DISGUISE FOR TSC CLASSROOM TEACHERS

In June 2017, the teachers’ employer, the TSC collected data for all educational administrators in June 2017. This data was meant to be used to validate and move the administrators to their rightful, higher grades once the 2017-2021 Collective Bargaining Agreement, CBA was implemented.

Details now emanating from the TSC however indicates that the Commission’s county and sub-county education directors submitted inaccurate data leading to disparities in promotions for school administrators.

This data seems to affect school heads, deputies, senior masters, and senior teachers.

“It has been established that some of you (TSC field officers) provided misleading data leading to erroneous conversions (promotions into new grades) after implementing THE SRC SALARY GUIDELINES IN 2017,” wrote Dr. Macharia, the TSC CEO.

“Classroom teachers were converted to grades exclusively reserved for institutional administrators. In other cases, deputies and senior teachers were wrongly captured as heads. In some schools, staffing levels in terms of the required administrators exceeded the required number, contrary to the TSC staffing norms,” added Nancy Macharia.

 

TSC TO COLLECT DATA AFRESH BY JUNE 30, 2020 AND CLEAN ITS PAYROLL

To address this problem, the Commission has now decided to collect data afresh to clean its payroll.

The TSC Boss further added that having inaccurate data in the TSC database has greatly affected the operations of the commission since it cannot manage its payroll effectively.

The unreliable data’s implications delve deeper into the process of selection, appointment, and deployment of new school administrators.

DEADLINE

The commission now wants its field officers to collect data afresh and submit it to the TSC headquarters by June 30, 2020.

“You are hereby directed to critically analyze data and reconfirm all institutional administrators,” wrote Dr. Macharia.

Data for schools with extra administrators (teachers in grade C4 in secondary schools and C2 in primary schools) should also be submitted before the afore-mentioned deadline so that they can be appointed to serve in their respective positions by the Commission.

 

PROMOTIONS FOR SECONDARY SCHOOL TEACHERS IN GRADE C3 (FORMER JOB GROUP L)

TSC Promotions for secondary school teachers in Grade C3 (Former L) still remains a thorn in the flesh made worse by the fact that the Commission does not advertise promotion vacancies for this grade due to financial constraints.

With the commission giving a blind eye to these regular classroom teachers, most affected tutors have since stagnated in this job group for over 15 years.

The Commission is set to implement the last phase, phase 4 of the 2017-2021 CBA in July 2020 which shall see some categories of teachers especially diploma holders promoted.

Related News

 

 

 

 

TSC JUNE/JULY RECRUITMENT ADVERTISEMENTS, LIST OF AVAILABLE TEACHING VACANCIES FOR PRIMARY AND SECONDARY SCHOOL TEACHERS ASAL,  RECRUITMENT GUIDELINES, APPLICATION PROCEDURE, AND DEADLINE

TSC JUNE/JULY RECRUITMENT ADVERTISEMENTS, LIST OF AVAILABLE TEACHING VACANCIES FOR PRIMARY AND SECONDARY SCHOOL TEACHERS ASAL,  RECRUITMENT GUIDELINES, APPLICATION PROCEDURE, AND DEADLINE

TSC ADVERTISES 500 JUNE/JULY 2020 CONTRACT TEACHING POSITIONS; LATEST TSC NEWS

TSC ADVERTISES 1 517 VACANCIES FOR PRIMARY AND SECONDARY SCHOOL TEACHERS: JUNE/ JULY 2020

 

 

The Teachers Service Commission has advertised 500 vacancies on contractual basis and 1, 517 vacancies on permanent and pensionable terms.

Interested applicants are expected to submit their applications online before the June 30, 2020 deadline.

TSC LIST OF AVAILABLE VACANCIES FOR PRIMARY SCHOOL TEACHERS IN GARISSA, WAJIR AND MANDERA COUNTIES IN JUNE/ JULY 2020

The number of vacancies for primary school teachers within Garissa, Wajir and Mandera Counties stands at 1, 148.

Garissa County has got 287, Mandera 404, and Wajir 457 available teaching posts.

 

 

S/NO COUNTY NUMBER OF VACANCIES
1 Garissa 287
2 Mandera 404
3 Wajir 457
4 TOTAL 1148

 

RECRUITMENT GUIDELINES

The recruitment exercise should be fair and transparent.

Candidates who are not shortlisted should be notified and made to understand the reasons behind it.

In case of a tie, preference should be given to:

  1. Disabled candidates
  2. Applicants with 44-45 years with teaching experience but not employed by the Commission before.
  3. Quality of certificates presented with special reference to the candidates’ KCSE Mean grade. In case of a tie, it should be broken by considering the candidates’ subject grades.

Names of interviewed applicants should be ranked in order of merit and presented to the Commission.

Applicants who previously turned down an offer of employment from the Commission are not legible to apply.

Preference will be given to candidates who have never been employed by the Commission before.

Applicants previously employed by the Commission have to declare their past employment history and reasons backed up by evidence for termination.

ACADEMIC, PROFESSIONAL AND OTHER RELEVANT DOCUMENTS

Applicants must present the following documents:

  1. National ID card
  2. NCPWD card for Persons living with Disabilities
  3. KCPE certificate (s)
  4. KCSE certificate (s)
  5. Diploma or degree certificates and transcripts.

Note: provisional transcripts will not be accepted

  1. Primary and secondary school leaving certificates

 

 

 

 

 

 

TSC makes final ruling on promotions for 25,252 teachers; to send promotion letters

The Teachers Service Commission (TSC) has made a significant move by promoting 25,252 educators, lifting the previous requirement that mandated teachers to serve a minimum of three years in one position before advancing.

In a recent announcement, the commission revealed that 5,291 teachers were elevated despite not fulfilling the three-year service condition. Many of these promotions were to principal and deputy headteacher roles, where the number of qualified candidates was insufficient to meet the demand.

“In our recent promotion initiative, we found that the number of teachers who met the three-year criterion in the feeder grades was far below the available vacancies,” the commission stated in a release dated May 22.

This decision follows the National Assembly’s allocation of Sh1 billion to facilitate promotions, which only addressed 5,690 of the 25,252 open positions.

The commission noted that 1,410 teachers were promoted to principal positions under Grade D3, while 3,686 ascended to deputy headteacher roles under Grade C4. Only 598 teachers had the requisite tenure to qualify for the 1,410 principal positions, and 7,460 were eligible for the 3,686 deputy headteacher roles.

To remedy the shortfall, the commission temporarily reduced the requirement to just six months of service in one grade.

The TSC explained that this waiver was designed to attract a broader pool of candidates and tackle the ongoing challenge of teachers serving in acting capacities. “This policy shift has ensured that vacancies are filled competitively, particularly in arid and semi-arid regions where recruitment and retention have posed challenges,” the commission noted.

Among the 5,291 teachers promoted without the three-year service, 3,427 were appointed to the vital roles of principal and deputy headteacher. The commission has urged that all teachers promoted under this temporary measure be retained, emphasizing that the waiver was crucial in addressing significant staffing shortages.

Looking forward, the commission plans to develop and disseminate standardized promotion guidelines, incorporating feedback from teachers, unions, and other stakeholders. This new framework will adhere to constitutional principles of equity, inclusiveness, and non-discrimination.

“The commission is dedicated to ensuring transparent and fair processes in future promotions,” the statement concluded.

While there has been contention regarding the promotion criteria, with Members of Parliament expressing strong criticism towards the Commission, the final decision on promotions has brought relief to teachers.

The promotion letters, which have already been prepared, will soon be sent to counties for collection by the successful candidates. The TSC is also expected to release the final promotions list after removing 1,864 teachers from it and making the necessary replacements.