Classroom teachers in primary schools have a reason to smile under the Career Progression Guidelines (CPG) for teachers.
The Teachers Service Commission (TSC) changed the grading system for primary and secondary school teachers immediately after signing of the sh 54 billion Collective Bargaining Agreement (CBA) 2017 to 2021 between it and the three teachers unions.
According to the Commission CPG are clear modalities designed to enable the Commission implement the CBA.
TSC adopted the Career Progression Guidelines as a way of grading and promoting teachers to various grades.
There are eight (8) grades that a primary school teacher can go through while in service. The job grades are scaled according to the relative worth of each job.
In July 2023 all primary school teachers in job group C1 will automatically move to job group C2 which is equivalent to former job group K which is the starting job group for graduate secondary school teachers.
Primary school teachers who are in job group B5 will move to job group C1. However primary school teachers who are in job group C2 will need to attend interview for them to move to job group C3.
Job group C3 is a promotional grade for primary school teachers. It is also an entry grade into the administrative cadre. Entry into this grade is competitive and subject to availability of vacancies.
All primary school teachers who are deployed to teach in secondary schools also start in this job group.
According to the Teachers Service Commission, CPG has solved job stagnation for teachers.
It is worth noting that prior to the implementations of CPGs, the Commission was promoting teachers using three schemes of service (certificate, degree and Diploma) based on qualification and experience; this caused stagnation in one job group.
The Commission adopted CPG in 2017 to enable implementation of the Job Evaluation (JE) and the CBA that were signed in 2016. The guidelines outline the descriptions. specifications, and competencies for each job.
Job Evaluation was conducted where all the stakeholders were involved. These were the KNUT, KUPPET, KESSHA, KEPSHA and the Parents Association.
Implementation of the job evaluation report stopped any further promotion of teachers on attainment of higher qualifications.
However a report by the Salaries and Remuneration Commission (SRC) disclosed that the last job evaluation was skewed, favouring school heads while leaving classroom teachers with nothing.
The report says the present job descriptions of the classrooms teachers, based on the 2016/2017 evaluation, grossly undervalued their worth, resulting in poor pay.
It discloses that the CBA 2017 – 2021, implemented based on the last job evaluation, heavily favoured head teachers as it did not aptly capture classroom teachers’ job descriptions.
“There were significant disparities in the compensation and career progression between the institutional administrators and classroom teachers in the teaching profession as the job evaluation results for 2016/2017 did not adequately cater for the remuneration of classroom teachers. This might be attributed to poor development of job descriptions in 2016,” reads the report.
In a joint meeting between TSC and KNUT on January, 2019, it was resolved that promotions based on higher qualification was no longer tenable.
TSC argued that there is no way an employer would promote employees based on submission of certificates that are not relevant to the job they are undertaking.
Therefore, with effect from the date of that resolution, all promotions based on attainment of higher qualifications were stopped.
“There are many ways to teacher promotion, higher qualification is just but one criterion among others such as satisfactory performance, attainment of prerequisite qualifications of a mean grade of C+ in KCSE, and C+ in two teaching subjects,” said Nancy Macharia.
Under CPG teacher promotion can be accelerated without the requisite three years as was the case in the Schemes of Service (SoS).
For instance, in the financial year 2020/2021, 96,000 teachers in job group B5 were automatically moved to C1.
This implies that these teachers moved two job groups (G -J), which is not tenable under the Schemes of Service.
All teachers were promoted with effect from 1st July 2017 when CBA 2017 to 2021 implementation begun.
The salaries were immediately adjusted to reflect the promotions. The Commission also begun issuing promotion letters to the effect.
However most primary school teachers who were moved to job group C1 in the year 2020 July are yet to receive their promotion letters.
The table below demonstrates the promotions effected during the CBA 2017 to 2021 for primary school teachers and administrators.
| CATEGORY | PREVIOUS JOB GROUP | NEW GRADE | EQUIVALENT JOB GROUP | NUMBER OF BENEFICIARIES |
| Primary School teachers | G | B5 | H | 85,611 |
| Primary School teachers | H | C1 | J | 21,347 |
| Senior Teachers | G-K | C2 | K | 21,042 |
| Deputy Head Teachers | G-L | C4 | M | 17,911 |
| Head Teachers | G-L | C5 | N | 22,049 |
| Head Teachers | M-N | D1 | p | 2,797 |
When TSC implemented the Career Progression Guidelines for the first time;
• All Teachers who were in job group G were moved to B5 equivalent to job group H.
• All Teachers who were in job group H were moved to C1 equivalent to job group J.
• All Senior Teachers who were between job group G-K were moved to C2 an equivalent to job group K.
• All Deputy Head Teachers in G-L were moved to C4 equivalent to job group M.
• All Head Teachers who were in G-L moved to C5 equivalent of job group N.
• All Head Teachers in M and N moved to D1 equivalent of job group P.
However in July the Teachers Service Commission, citing hard economic times, offered unions a non-monetary 2021-2025 CBA, which teachers have protested.
Though the CBA lacked immediate changes to salaries of teachers, TSC said this is not the end of the talks as they will plan for another talk on the issue in less than twelve months that could review the signed deal.
Dr Macharia said they took into consideration the Salaries and Remuneration Commission (SRC) directive.
“Although the union’s proposal included financial component the commission beseeched them to consider the advice given by the SRC that directed a freeze on salary reviews in the public sector,” said Dr Macharia after signing the deal.
The Treasury has raised TSC budget in financial 2022 – 2023 budget proposal, the Salaries and Remuneration Commission, said that the extra money factored in the ministries’ budgets is for the annual salary increments.
“Every year, civil servants get a pay rise to cater for several factors including the cost of living and this amount is easy to determine each year. However, this is different from the salary increase through CBAs that has been frozen for two years until the economy recovers,” SRC Head of Corporate Communications Anthony Mwangi said.
Treasury Cabinet Secretary Ukur Yatani has allocated an additional Sh14.9 billion to the TSC, whose budget has risen to Sh296.6 billion from Sh281.7 billion this year.
TSC will receive an extra Sh15 billion for the 2022 – 2023 financial year, with sources saying the additional money is for a pay rise and hiring of new teachers.
Below are the eight official job groups for primary school teachers approved by TSC under CPG.
1. Primary Teacher II (T – Scale 5)
This is the entry grade for primary school teachers. All newly employed teachers fall under this category.
All Primary Teacher II teachers fall under Grade B5
2. Primary Teacher I (T – Scale 6)
This is a promotional grade for primary school teachers. For Primary Teacher II teachers to join this grade, they must serve for at least three years. Promotion to this grade is automatic.
All Primary Teacher I teachers fall under Grade C1 which is the grade where Secondary Teacher II and Lecturer III belong.
3. Senior Teacher II (T – Scale 7)
This is a promotional grade for primary school teachers. It is also an entry grade into the administrative cadre. Entry into this grade is competitive and subject to availability of vacancies.
For one to be appointed to this grade he/she must have served as Primary Teacher I T-Scale 6 for a minimum period of three (3) years.
All Senior Teacher II teachers fall under Grade C2 which is the grade where Secondary Educator II, Senior Educator II and Special Need Education Educator (primary schools) belong.
4. Senior Teacher I (T – Scale 8)
This is a promotional grade for institutional administrators. Entry to this grade is competitive and subject to availability of vacancies.
For one to be appointed to this grade he/she must have served as Senior Teacher II T-Scale 7 for a minimum period of three (3) years.
All Senior Teacher I teachers fall under Grade C3 which is the grade where Secondary Educator I, Lecture I, Special Need Education Teacher I (primary schools), Special Need Education Educator II (secondary schools) belong.
5. Deputy Headteacher II (T – Scale 9)
This is a promotional grade for institutional administrators. It is competitive and subject to availability of vacancies.
For one to be appointed to this grade he/she must have served as a Senior Teacher I at T-Scale 8 for minimum period of three (3) years.
All Deputy Headteacher II teachers fall under Grade C4 which is the grade where Senior Master IV, Special Need Education Senior Teacher (primary school), Senior Lecturer IV and Special Need Education Teacher I (secondary schools) belong.
6. Deputy Headteacher I (T – Scale 10)
This is a promotional grade for institutional administrators. It is competitive and subject to availability of vacancies.
For one to be appointed to this grade he/she must have served as a Deputy Headteacher II T-Scale 9 for minimum period of three (3) years.
For one to be appointed to this grade he/she must have acquired enough knowledge on the development and implementation of the curriculum and education policies.
All Deputy Headteacher I teachers fall under Grade C5 which is the grade where Senior Master III, Deputy Principal IV, Senior Lecture III, Curriculum Support Officer II and Head Educator belong.
7. Headteacher (T – Scale 10)
This is a promotional grade for primary school administrators. The headteacher is the lead educator and accounting offer in the school. He/she leads in the development and implementation of the school work plans, strategies, budgets and supervision of school’s operations.
Promotion to this grade is competitive and subject to availability of vacancies. For one to be appointed to this grade he/she must have served as Deputy Head Teacher II at T-Scale 9 for minimum period of three (3) years.
All Headteacher teachers belong to Grade C5.
8. Senior Headteacher (T – Scale 11)
This is a promotional grade for institutional administrators. He/she is a lead educator in addition to being the chief accounting officer.
Promotion to this grade is competitive and subject to availability of vacancies. For one to be appointed to this grade he/she must have served as Headteacher T-Scale10 for a minimum period of three (3) years.
All Senior Headteacher fall under Grade D1 which is the grade where Deputy Principal III, Senior Master II, Senior Lecture II, Curriculum Support Officer I belong.
BELOW ARE SALARIES AND ALLOWANCES TSC PAYS ITS TEACHERS COUNTRYWIDE
BASIC SALARY
| Grade | TSC Scale | Basic Pay Minimum | Basic Pay Maximum |
| B5 | 5 | 21,756 | 27,195 |
| C1 | 6 | 27,195 | 33,994 |
| C2 | 7 | 34,955 | 43,694 |
| C3 | 8 | 43,154 | 53,943 |
| C4 | 9 | 52,308 | 65,385 |
| C5 | 10 | 62,272 | 77,840 |
| D1 | 11 | 77,840 | 93,408 |
| D2 | 12 | 91,041 | 109,249 |
| D3 | 13 | 104,644 | 125,573 |
| D4 | 14 | 118,242 | 141,891 |
| D5 | 15 | 131,380 | 157,656 |
COMMUTER ALLOWANCE
| Grade | TSC Scale | Commuter Allowance p.m |
| B5 | 5 | 4,000 |
| C1 | 6 | 4,000 |
| C2 | 7 | 5,000 |
| C3 | 8 | 6,000 |
| C4 | 9 | 8,000 |
| C5 | 10 | 8,000 |
| D1 | 11 | 12,000 |
| D2 | 12 | 12,000 |
| D3 | 13 | 14,000 |
| D4 | 14 | 14,000 |
| D5 | 15 | 16,000 |
DISABILITY GUIDE ALLOWANCE
| Grade | TSC Scale | Disability Guide Allowance p.m |
| B5 | 5 | 20,000 |
| C1 | 6 | 20,000 |
| C2 | 7 | 20,000 |
| C3 | 8 | 20,000 |
| C4 | 9 | 20,000 |
| C5 | 10 | 20,000 |
| D1 | 11 | 20,000 |
| D2 | 12 | 20,000 |
| D3 | 13 | 20,000 |
| D4 | 14 | 20,000 |
| D5 | 15 | 20,000 |
LEAVE ALLOWANCE
| Grade | TSC Scale | Annual Leave Allowance p.m |
| B5 | 5 | 4,000 |
| C1 | 6 | 4,000 |
| C2 | 7 | 6,000 |
| C3 | 8 | 6,000 |
| C4 | 9 | 6,000 |
| cs | 10 | 6,000 |
| D1 | 11 | 10,000 |
| D2 | 12 | 10,000 |
| D3 | 13 | 10,000 |
| D4 | 14 | 10,000 |
| D5 | 15 | 10,000 |
HOUSE ALLOWANCE
| Grade | TSC Scale | Hse1 Nairobi | Hse2 -Major Municipalities- Mombasa, Kisumu, Nakuru, Nyeri, Eldoret, Thika, Kisii and Kitale | Hse3 -Other former Minor Municipalities | Hse4 – alI other areas |
| BS | 5 | 6,750 | 4,500 | 3,850 | 3,200 |
| C1 | 6 | 10,000 | 7,500 | 5,800 | 4,200 |
| C2 | 7 | 16,500 | 12,800 | 9,600 | 7,500 |
| C3 | 8 | 28,000 | 22,000 | 16,500 | 13,000 |
| C4 | 9 | 28,000 | 22,000 | 16,500 | 13,000 |
| C5 | 10 | 35,000 | 25,500 | 18,000 | 15,400 |
| D1 | 11 | 45,000 | 28,000 | 21,000 | 16,800 |
| D2 | 12 | 45,000 | 28,000 | 21,000 | 16,800 |
| D3 | 13 | 45,000 | 28,000 | 21,000 | 16,800 |
| D4 | 14 | 45,000 | 28,000 | 21,000 | 16,800 |
| D5 | 15 | 50,000 | 35,000 | 25,000 | 20,000 |
HARDSHIP ALLOWANCE
| Grade | TSC Scale | Hardship Allowance p.m |
| B5 | 5 | 6,600 |
| C1 | 6 | 8,200 |
| C2 | 7 | 10,900 |
| C3 | 8 | 12,300 |
| C4 | 9 | 14,650 |
| C5 | 10 | 17,100 |
| D1 | 11 | 27,300 |
| D2 | 12 | 27,300 |
| D3 | 13 | 31,500 |
| D4 | 14 | 31,500 |
| D5 | 15 | 38,100 |
Teachers those who were promoted to C1 2017 be moved to C2 by this date since they have completed three years. TSC should be structurally and procedural in terms of promotions.
This vital information. I have stagnanted in my grade since 2017. What should I do
I am seeing lies here. Entry to administration grade is C2 and not C3
C2 now becomes the stagnation pool for those who won’t afford to corrupt for interview considerations as it was for job group ATSIV whereby one met you from college,and a few years later,you are in the same job group and very quickly leaves you at that ATSIV to join ATSIII where no interviews…to2 and finally to 1……These TSC cards are too much for teachers!Different goal posts just to avoid paying well…
What is here is all that we know. Why the shouting headline with nothing to back it up on promotions? Stop playing with our adrenaline…
Thanks for the update but teachers are suffering especially in the area of house allowance. Sh 4200 cannot rent a house maybe in the slums. How can such a teacher deliver in class. Can’t he suffer from blood pressure. Really may the TSC consider that to prevent premature deaths for teachers.
Why take leave allowances to pay for our in services. It is the employer to see that employees get the best training.TSC has killed teaching which used to be a noble job.
Thank you for your belated concern. The earlier you effect this promotions, the better. You still have chances of doing it this fiscal year 2022/23. Run now Nan. Run, run Nancy.
Do something for those who have stagnated at C2 or higher