TSC Circular on Guidelines for teacher promotions 2025 to 2026
TEACHERS SERVICE COMMISSION
Ref:No.TSC/ADM/192A/VOL.X/52
Date:11th August, 2025
CIRCULAR NO:8/2025
TSC Regional Directors
TSC County Directors
TSC Sub-County Directors
GUIDELINES ON PROMOTION OF TEACHERS – 2025/2026 F/Y
1.0 INTRODUCTION
The Teachers Service Commission is established under Article 237 (1) of the Constitution of Kenya (2010) with the mandate to to undertake all teacher management functions that include recruitment, employment, promotion, transfer and assignment of teachers for service in public schools.
In discharging its mandate to promote teachers, the Commission is bound to uphold the provisions of Article 10 and 232 of the Constitution which provides for the Values and Principles of Governance as well as the Values and Principles of Public Service.
Consequently, in compliance with the above constitutional principles, the Commission has developed Guidelines for Promotion of Teachers for the 2025/2026 Financial Year.
These Guidelines standardize the procedures and criteria for promoting teachers across competitive grades in public educational institutions.
The Guidelines have incorporated the salient constitutional principles of transparency, accountability, fair competition and merit.
To ensure consistency with the Commission’s legal and policy framework, the Guidelines have been aligned with the Career Progression Guidelines for Teachers (2018) and Curriculum Support Officers (2019), The Code of Regulations for Teachers (2015) and the Policy on Appointment and Deployment of Institutional Administrators (2017).
2.0 APPLICATION OF THE GUIDELINES
The Guidelines will apply to Teachers employed by the Commission. The same will be valid up-to 30th June, 2026.
3.0 OBJECTIVES
The guidelines aim to:
3.1 Adhere to the principles of equity, fairness, transparency and nondiscrimination in teacher promotion processes.
3.2 Recognize and reward merit, performance and experience in teacher promotion.
3.3 Incorporate affirmative action and inclusivity, particularly for persons with disabilities and marginalized groups into the promotion process.
3.4 Provide a consistent and structured approach to promotions at all levels of the teaching service.
4.0 GUIDING PRINCIPLES
All promotions shall be anchored on the following principles:
4.1 Equity, Fairness and non-discrimination
4.2 Meritocracy and Performance
4.3 Integrity, Transparency and Accountability
4.4 Affirmative Action.
4.5 Professionalism.
5.0 THE PROMOTION PROCESS
5.1 Vacancy Identification and Allocation
Identification will be based on available budgetary allocation, attrition and existence of vacancies in the approved establishment.
5.2 Publicity and Advertisement
5.2.1 All promotion vacancies shall be advertised through the TSC website and the mainstream print media, and any other platform as may be deemed appropriate by the Commission.
5.2.2 The application window shall remain open for a period of fourteen (14) days from the date of advertisement.
5.2.3 All applications will be submitted online through the designated TSC portal within the specified timeframe. Manual submissions shall not be accepted.
All fields in the online application portal must be accurately and fully completed. Applicants are advised to verify successful submission of their applications.
5.3 Eligibility Criteria
To be eligible for promotion, a teacher must meet the following requirements:
5.3.1 Have served a minimum of three (3) years in the current grade.
5.3.2 Pursuant to Regulation 77 of the Code of Regulations for Teachers (2015), the Commission may refuse to consider a teacher for promotion if the teacher has not completed:
a) Two (2) years from the date the teacher was found guilty following a disciplinary process; or
b) One (1) year from the date the teacher was issued with an administrative warning.
5.3.3 In line with Regulation 78 of the Code of Regulations for Teachers (2015), a teacher re-employed by the Commission shall complete at least three years of continuous service before the teacher is considered for promotion.
5.4 Shortlisting
5.4.1 Candidates shall be shortlisted at a ratio of 1:3 per advertised vacancy, based on eligibility and merit as outlined in the promotion guidelines.
5.4.2 The shortlisting process shall uphold the principles of fairness, transparency, inclusivity and non-discrimination, ensuring all qualified candidates are given an equal opportunity for consideration across counties.
5.5 Interview Process
5.5.1 Interviews shall be conducted at Sub-County, County, and Regional levels, depending on the grade and level of the position as follows;
5.5.1.1 Sub-County Panels: Will conduct interviews for all primary school teachers, including Head teachers and Deputy Head teachers.
5.5.1.2 County Selection Panels: Will oversee interviews for all postprimary school teachers including Deputy principals.
5.5.1.3 Regional Selection Panels: Will be responsible for interviews of Principals in Secondary Schools, Teachers Training Colleges (TTCs), and Curriculum Support Officers (Regular and SNE).
5.5.2 All shortlisted candidates shall be issued with a minimum of seven (7) days’ notice prior to the interview date.
5.5.3 The official invitation letter shall indicate: The date, time and venue of the interview and a checklist of documents required for presentation to the interview panels.
5.5.4 The interview process shall be guided by the highest standards of integrity, professionalism and objectivity, in line with the Commission’s commitment to fair and transparent promotion process.
6.0 SCORING CRITERIA
The Commission shall apply a standardized scoring guide to ensure a fair, transparent and merit-based evaluation of all shortlisted candidates. The following parameters shall be considered;
6.1 Academic Qualifications: Higher academic qualifications attract higher scores, reflecting a teacher’s commitment to continuous professional growth.
6.2 Acting Capacity: Teachers currently serving in acting/Performing roles (e.g. Head of Institution, Deputy Head, Senior Master/Senior Teacher) shall be awarded additional marks.
6.3 Length of Stay in One grade: Teachers who have served longer in their current grade shall earn higher scores.
6.4 Teacher Performance Appraisal and Development (TPAD): Average TPAD ratings over the past three years shall be considered, with consistently highperforming teachers earning additional points (except for CSO).
6.5 Seniority and Experience: Seniority and experience in the teaching service will accord teachers incremental scores.
6.6 Other professional assignments: Teachers involved in KNEC, KICD, MOE, KISE, KEMI, and activities conducted by the TSC – TIMEC and CBC Training will be awarded special marks in recognition of their contribution.
Note: To promote consistency, fairness and transparency, the Commission has developed 32 grade-specific scoring guides which shall be used in the 2025/2026 F/Y promotion cycle. These guides are as annexed in this guideline.
7.0 INTERVIEW PANEL STRUCTURE & ROLES
7.1 Panel Composition
| S/No | Panel Level | Chairperson | CS Representative | Director Representative |
| 1 | Regional (D3–D5) & CSOs | Director (HQ) or Regional Director or Deputy Director or Assistant Director | Deputy Director or Assistant Director | Deputy Director or Assistant Director |
| 2 | County (C2–D2) | County Director or Sub-County Director | Sub-County Director | County Human Resource Office (CHRO) |
| 3 | SubCounty (C2–D2) | Sub-County Director | Curriculum Support Officer | Curriculum Support Officer |
7.2 Panel Roles
7.2.1 Chairperson: Oversees interview proceedings, ensures adherence to policy.
7.2.2 Commission Secretary Representative: Participates in interview proceedings/scoring, maintains interview records, validates documents.
7.2.3 Director’s Representative: supports in interview proceedings, Supports scoring and process quality.
Note: There shall be an officer to manage documentation and candidate logistics.
8.0 SELECTION AND POSTING
8.1 Selection of Successful Candidates and Posting
8.1.1 The Commission’s Board shall oversight the entire process and approve the list of successful candidates.
8.1.2 Selection shall be based strictly on merit as determined by interview scores, while ensuring compliance with constitutional requirements on:
8.1.2.1 Gender representation.
8.1.2.2 Inclusion of Persons with Disabilities (PWDs), and
8.1.2.3 Regional diversity.
8.1.3 Upon approval, the Commission shall publish the list of successful candidates through its website.
8.1.4 Heads and Deputy Heads of Institution will be posted to schools with available vacancies.
8.2 Acceptance
An offer for promotion under this regulation shall lapse if not taken within thirty days as per Regulation 81 of The Code of Regulations for Teachers (2015).
9.0 SPECIAL CONSIDERATIONS
9.1 Affirmative Action
9.1.1 The Commission will endeavour to ensure that at least 5% of all promoted candidates are teachers registered as persons eith disabilities under the Persons with Disabilities Act.
9.1.2 In compliance with Article 27(8) of the Constitution, not more than two-thirds of teachers promoted shall be of the same gender, thereby upholding gender equity in career progression within the teaching service.
9.2 Accessibility for Teachers with Disabilities
9.2.1 The Commission will ensure that interview venues will be accessible for teachers with Disabilities.
9.2.2 An applicant with disabilities related to hearing and/or speech shall be allowed the company of a sign language interpreter.
10.0 MONITORING AND EVALUATION OF THE PROMOTION PROCESS
The Commission shall institute a robust monitoring and evaluation process to ensure integrity, consistency and compliance throughout the promotion process.
The implementation, monitoring and Evaluation of the promotion process will be undertaken as follows;
10.1 The Board will provide oversight of the promotion exercise to ensure adherence to policy, procedures and applicable regulations.
10.2 Management will;
10.2.1 Induct interview panel members and provide approved standardized tools and guidelines.
10.2.2 Track compliance with timelines, eligibility and procedural requirements.
10.2.3 Submit an exit report of the promotion process to the Board once the exercise is concluded to inform on operational refinement and policy direction by 27th January, 2026.
11.0 REPORTING OF FRAUD
11.1 The promotion exercise is free of charge. The Teachers Service Commission forewarns applicants against fraudsters who might extort money from unsuspecting persons and purporting to assist in teacher promotion.
11.2 Canvassing in any form will lead to automatic disqualification from the promotion process.
11.3 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 Director- Staffing (0202892136) or write to the Commission through the email address [email protected]
11.4 Further, any such fraudulent activity should be reported to the nearest police station.
NB: Details on available vacancies and the required qualifications are in the Teachers Service Commission’s website: www.tsc.go.ke
12.0 CONCLUSION
These guidelines provide a structured, transparent and equitable framework for teacher promotions. By aligning with legal standards, public service values and organizational priorities, they will enable the Commission to implement the promotion process effectively, efficiently and credibly.
Teachers Service Commission is an equal opportunity employer, applicants with disabilities are encouraged to apply
AG. SECRETARY/CHIEF EXECUTIVE OFFICER
