Career Boost: TSC Launches Major December Promotion Drive for Teachers
The Teachers Service Commission (TSC) is planning a significant expansion of teacher promotions this year, targeting 50,000 educators—double the number promoted in 2025.
If implemented, the move will mark a sharp increase from last year’s 25,000 promotions, signaling a broader effort to address career progression concerns that have long been raised by teachers across the country.
To facilitate the exercise, the commission is seeking Sh2 billion in the upcoming July budget.
The funds will cater for salary adjustments and related costs associated with moving teachers to higher job groups.
According to sources within the education sector, the promotions are expected to be carried out in December, once budgetary allocations are approved.
The planned scale-up follows a commitment by President William Ruto, who pledged to double teacher promotions this year.
The President made the assurance during a meeting with teachers at State House, where he had invited representatives from the profession to discuss key issues affecting the sector.
The announcement is likely to be welcomed by many teachers who have faced stagnation in the same job groups for years, despite meeting qualifications for advancement.
Increased promotions are expected to boost morale, improve retention, and enhance service delivery in schools.
President William Ruto’s administration has set a new benchmark for teacher career progression, promoting 97,255 educators since taking office in 2022.
This rapid scaling of promotions is highlighted by yearly TSC data:
- December 2022: 14,034 promotions
- September 2023: 36,275 promotions
- 2024: 25,633 promotions
- August 2025: 21,313 promotions
This total represents the most significant investment in teacher promotion witnessed within a single presidential term.
TSC Defends Seniority-Based Promotions Amid Bias Concerns
TSC has also moved to demystify the criteria behind recent promotions, asserting that the process is governed by a transparent, merit-based scoring framework rather than arbitrary preference.
Responding to observations that older teachers appeared to be favored, the Commission clarified that its evaluation system is designed to reward longevity and institutional memory.
Central to this framework is a weighted scoring system that prioritizes experience and years served in a single job group.
According to the TSC, teachers nearing retirement often secure higher scores because the system intentionally awards marks for long-term commitment.
This “seniority-first” approach aims to rectify historical stagnancy, ensuring that educators who have served in the same grade for decades finally receive the advancement they deserve before exiting the service.
However, the success of this year’s promotion plan will depend on the availability of funds and the TSC’s ability to conduct the process transparently and efficiently.
Education stakeholders have in the past emphasized the need for fairness and adherence to established guidelines to ensure that all eligible teachers benefit.
As the July budget approaches, attention now shifts to Parliament and the National Treasury, whose approval will be critical in determining whether the ambitious promotion plan becomes a reality.
Below is the scoresheet that TSC published in its 2025 – 2026 promotion guidelines and will be used in the upcoming promotion interviews.
1) ACADEMIC AND PROFFESSIONAL QUALIFICATIONS
PhD – 3
Masters – 2
Degree – 1
Maximum 3 Marks
NOTE: Only one, highest qualification, to be awarded
2) TSC (TIMEC/CBC/CEMASTEA County trainers), KNEC (examiners/item developers), KICD (panelist/book evaluator)
Maximum 2 Marks
3) ADMINISTRATIVE RESPONSIBILITY AND LENGTH OF STAY IN CURRENT GRADE
i)Responsibility
(Marks awarded for performance of administrative duties – This shall apply to those who are performing duties of Head o Deputy Head Teacher OR had earlier acted as such through deployment by the Commission or BOM)
Maximum 25 Marks
| No. of years as administrator | Marks |
| 7 years and above | 25 |
| 6 Years | 22 |
| 5 Years | 18 |
| 4 Years | 14 |
| 3 Years | 10 |
| 2 Years | 6 |
| 6 months (Below 1 year) | 2 |
ii)Length of stay in current grade
(Marks awarded for length of stay in current grade)
Maximum 30 Marks
| No. of years in grade | Marks |
| 7 year and above | 30 |
| 6 years | 25 |
| 5 Years | 20 |
| 4 Years | 15 |
| 3 years | 10 |
| 2 Years | 5 |
| 6 months – 1 year | 3 |
4) PERFORMANCE MANAGEMENT
TPAD Rating
(Marks awarded for the average Marks in the last 3 years)
Maximum 10 Marks
| Rating Scale | TPAD Marks | Marks |
| 5 | 81% and above | 10 |
| 4 | 61% – 80% | 8 |
| 3 | 41% – 60% | 6 |
| 2 | 21% – 40% | 4 |
| 1 | 1% – 20% | 2 |
5) AGE
Age of the teacher
Maximum 30 Marks
| Age of Teacher | Marks |
| 57 and above | 30 |
| 52 to 56 years | 25 |
| 47 to 51 years | 20 |
| 42 to 46 years | 15 |
| 41 years and below | 10 |
TOTAL MARKS 100
Click here to download TSC circular guide and scoresheet for promotion of teachers 2025-2026 (pdf)
