The Teachers Service Commission (TSC) is finalizing the interview results for teachers who attended interview for promotions conducted in February 2021. The interviews were carried out between February 8 and 19, 2021 at designated TSC County offices countrywide.
A total of 32,431 teachers who were shortlisted and interviewed are jostling for the 15,226 available vacancies. The Commission is seeking to fill 1,341 vacancies for Deputy Principal I and another 1,096 vacancies for Deputy Principals II. But, there will be stiff competition for the 6,680 vacancies available for teachers in grade C3 (Formerly L). Successful candidates will be promoted to grade C4 (Senior Master IV) which is the entry grade to the administrative positions in Post Primary Learning Institutions.
Sources privy to the process indicate that the TSC County Directors have since sent their merit lists to the head office for compiling and the results are expected any time soon.
According to data released earlier by TSC, Kiambu County recorded the highest number of applicants at 1,717. Kisii came in second with 1,673 applicants while Kakamega had 1,488 applicants.
Surprisingly, ten counties had no applicants who made it to the final list of shortlisted candidates. The Counties are: Kilifi, Lamu, Laikipia, Marsabet, Meru, Mombasa, Garissa, Mandera, Nairobi and Uasin Gishu.
During the interviews, the Commission was criticized for using a marking scheme that favoured teachers in well performing schools.
For instance, teachers with a low mean score in the last three years then they were poorly rated during the interviews. The maximum mark for a teacher with a mean of 11 (A- minus) and above was set at 20. Whereas a teacher with a mean of below 2 (D- minus) was awarded one mark only.
Another scoring area used was the improvement index; with teachers who had recorded a positive improvement of 2 and above garnering 20 marks.
Teacher Performance Appraisal and Development (TPAD) rating was also given weight same as a teacher’s professional development.
A salary increment and redeployment awaits teachers who will be make it to the final promotion list.
In generating the final promotion list, the Commission will consider the following:
(a) merit and ability as reflected in the teacher’s work, performance and results;
(b) seniority and experience as set out in the scheme of service; and
(c) academic and professional qualification of the teacher.
