Tag Archives: LATEST TSC NEWS 2021

TSC News Portal

RECRUITMENT OF SECONDARY SCHOOL TEACHERS TO REPLACE THOSE WHO EXITED THROUGH NATURAL ATTRITION- FEBRUARY, 2021 (431)

The Teachers Service Commission (TSC) has advertised 431 replacement vacancies for teachers who exited service in February 2021. The vacancies are for secondary school teachers who exited service due to natural attrition.

Read also; How to apply for the advertised TSC vacancies online at the https://hrmis.tsc.go.ke/ portal

RECRUITMENT OF SECONDARY SCHOOL TEACHERS TO REPLACE THOSE WHO EXITED THROUGH NATURAL ATTRITION- FEBRUARY, 2021 (431).

See the advertised vacancies below;

[embeddoc url=”https://educationnewshub.co.ke/wp-content/uploads/2021/02/RECRUITMENT-OF-SECONDARY-SCHOOL-TEACHERS-TO-REPLACE-THOSE-WHO-EXITED.pdf”]

TSC News Portal

TSC deployment letters for teachers

The Teachers Service Commission, TSC, issues a deployment letter to a teacher upon appointment. In deployment process a teacher is appointed to an administrative position or a higher administrative position. If you are lucky, you can be deployed to the Secretariat of the Commission.

Deployment also comes when you are posted from a primary institution to a post primary institution.

It is a dream of many teachers to be promoted and deployed by TSC. Not everyone, though, who gets deployed. This is because the number of administrative posts are limited and very competitive.

WHEN CAN A TEACHER BE DEPLOYED BY TSC?

Deployment comes in the form of the following:

  • When you are appointed to an administrative position;
  • If you are appointed to a higher administrative position;
  • When you are appointed to the Commission’s secretariat;
  • When appointed to perform administrative duties; and
  • When you are posted from a primary to a post primary institution.

A few teachers get appointment to administrative posts. If you are lucky, then you can be deployed by TSC as a:

(a) Head of institution;
(b) Deputy head of institution;
(c) Registrar;
(d) Dean of Curriculum;
(e) Dean of Students;
(f) Head of Department;
(g) Senior Teacher; or
(h) Head of Subject.

In all the above scenarios, a teacher receives a deployment letter from the employer. In most cases, deployment comes after you have successfully been promoted after an interview process.

A TSC deployment.
A TSC deployment.
You may also find the following useful:

TSC REDEPLOYMENT LETTER.

There are also a few unlucky teachers who get redeployed by TSC. In this case you will be served with a redeployment letter.

As captured in the Code of Regulations for teachers, the Commission may redeploy a teacher who has been deployed to any administrative position, within an educational institution to perform normal teaching duties where the teacher;

(a) is unable to perform the functions of the office so held;
(b) is incompetent or neglects administrative duties;
(c) continuously posts declining examination results;
(d) has poor financial management skills;
(e) neglects or fails to maintain proper records;
(0 is the subject of investigations for an offence under these Regulations; or
(g) performs any other act that in the opinion of the Commission justifies re-deployment.

KNEC News Portal, TSC News Portal

TSC Lesson Recovery Schedule form for the new TPAD 2

The Teachers Service Commission, TSC, has developed a Lesson Recovery Schedule Form for teachers who miss lessons. Teachers may miss lessons during the week due to official commitments or when away from school under permission. Whenever a lesson is missed, the teacher responsible is expected to arrange for remedial teaching so as to recover the lost time. This remedial teaching should be done outside the normal/ time tabled lessons.

FOR A COMPLETE GUIDE TO ALL SCHOOLS IN KENYA CLICK ON THE LINK BELOW;

Here are links to the most important news portals:

PARTS OF THE LESSON RECOVER FORM

The Lesson Recovery Schedule form is filled on a weekly basis and is maintained by the School head or Deputy. The form contains the following fields:

  • School Name
  • Class/ Form
  • Year
  • Term
  • Week
  • Dates per the specific week
  • Teacher’s details; Name and TSC Number
  • Date when lesson is missed
  • Subject
  • Lesson Number
  • Lesson recovery details; Date, week and time when the lesson was recovered.
  • Reasons for not recovering a missed lesson; if the lesson was not recovered.

To access the Lesson Recovery Schedule form from TSC click on the link below;

Also read:

KNEC News Portal, TSC News Portal

AON Minet Teachers Medical Scheme- Optical Service Providers Countrywide, including exact location of facility

AON has a contract from the Teachers Service Commission, TSC, to provide medical cover to teachers and TSC staff. Register for AON medical cover through the Mobile USSD code platform – *384*847# through Safaricom and *865# for Airtel. Read Also; Teachers medical scheme; list of required supportive documents and how to upload them to Minet (AON) online 

Related Content:

OPTICAL SERVICE PROVIDERS

Once registered, AON will provide optical cover in the following facilities; Countrywide:

Minet Teachers Medical Scheme- Optical Service Providers
Central Region
County Sub-county Town Access Facility Name
Kirinyaga . . . .
Kirinyaga . KERUGOYA DIRECT BLISS GVS HEALTHCARE LTD KERUGOYA
Murang’a
Murang’a . MURANGA TOWN DIRECT BLISS GVS HEALTHCARE LTD MURANGA
Nyandarua
Nyandarua . OL KALOU DIRECT BLISS GVS HEALTHCARE LTD OL KALOU
Nyeri
Nyeri . KARATINA DIRECT KARATINA MATERNITY NURSING HOME
Nyeri . NYERI DIRECT BLISS GVS HEALTHCARE LTD NYERI JENKIM PLAZA
Nyeri . NYERI TOWN DIRECT GREAT BATIAN OPTICAL LIMITED
Coast Region
County Sub-county Town Access Facility Name
KILIFI . . . .
KILIFI MALINDI MALINDI DIRECT BLISS GVS HEALTHCARE LTD MALINDI
KILIFI KILIFI SOUTH MTWAPA DIRECT BLISS GVS HEALTHCARE LTD MTWAPA
KWALE
KWALE MSAMBWENI DIANI DIRECT BLISS GVS HEALTHCARE LTD DIANI
LAMU
LAMU LAMU WEST LAMU TOWN DIRECT RANIV OPTICALS
MOMBASA
MOMBASA KISAUNI KISAUNI TOWN DIRECT BLISS GVS HEALTHCARE LTD MOMBASA
TAITA TAVETA
TAITA TAVETA MWATATE MWATATE DIRECT VOI EYE CARE CLINIC
TAITA TAVETA TAVETA TAVETA DIRECT SANN OPTICALS
TANA RIVER
TANA RIVER GALOLE HOLLA TOWN DIRECT MVITA EYE CARE SERVICES LTD
Eastern Region
County Sub-county Town Access Facility Name
EMBU . . . .
EMBU EMBU WEST EMBU DIRECT BLISS GVS HEALTHCARE LTD EMBU
EMBU EMBU EAST ENA DIRECT ACEF ENA HEALTH CENTRE
KITUI
KITUI MWINGI MWINGI DIRECT FAITH ANNEX OPTICAL CENTRE
MARSABIT
MARSABIT MARSABIT MARSABIT DIRECT LIBAN CHEMIST AND OPTICAL SERVICES
MERU
MERU MERU NORTH MERU TOWN DIRECT MEDICROSS KENYA MERU
IMENTI IMENTI SOUTH NKUBU DIRECT BLISS GVS HEALTHCARE LTD NKUBU
Nairobi Region
County Sub-county Town Access Facility Name
KIAMBU . . . .
KIAMBU THIKA THIKA TOWN DIRECT BLISS GVS HEALTHCARE LTD THIKA
MACHAKOS . . . .
MACHAKOS MACHAKOS MACHAKOS TOWN DIRECT BLISS GVS HEALTHCARE LTD MACHAKOS
MACHAKOS MAVOKO SYOKIMAU DIRECT MEDICROSS KENYA SYOKIMAU
MAKUENI
MAKUENI MAKUENI WOTE TOWN DIRECT BLISS GVS HEALTHCARE LTD WOTE
NAIROBI
NAIROBI KIBRA NGONG ROAD DIRECT MEDICROSS KENYA NGONG ROAD
NAIROBI EMBAKASI PIPELINE DIRECT BLISS GVS HEALTHCARE LTD PIPELINE
NAIROBI EMBAKASI UMOJA_WANANDEGE PLAZA DIRECT BLISS GVS HEALTHCARE LTD EMBAKASI
NAIROBI KAMUKUNJI KAMUKUNJI DIRECT BLISS GVS HEALTHCARE LTD CENTRAL WORKSHOP
NAIROBI KAMUKUNJI HAILESALASIE DIRECT BLISS GVS HEALTHCARE LTD HAILLESELASIE
NAIROBI STAREHE KOINANGE STREET CBD DIRECT BLISS GVS HEALTHCARE LTD COLLEGE HOUSE
NAIROBI MAKADARA BURUBURU DIRECT BLISS GVS HEALTHCARE LTD BURUBURU
NAIROBI LANGATA NAIROBI WEST DIRECT BLISS GVS HEALTHCARE LTD NAIROBI WEST
NAIROBI WESTLANDS WESTLANDS DIRECT BLISS GVS HEALTHCARE LTD WESTLANDS
NAIROBI DAGORETTI JADALA PLACE NGONG ROAD DIRECT BLISS GVS HEALTHCARE LTD JADALA PLACE
NAIROBI ROYSAMBU WENDANI DIRECT BLISS GVS HEALTHCARE LTD KAHAWA WENDANI
North Eastern Region
County Sub-county Town Access Facility Name
GARISSA GARISSA GARISSA TOWNSHIP DIRECT BLISS GVS HEALTHCARE LTD GARISSA
MANDERA
MANDERA MANDERA EAST MANDERA DIRECT LIFE CARE HOSPITALS LIMITED
WAJIR
WAJIR WAJIR SOUTH WAJIR DIRECT ALHAYAT NURSING HOME
Nyanza Region
County Sub-county Town Access Facility Name
Homabay . . . .
Homabay . HOMABAY DIRECT BAYPHARM OPTICS
Homabay . OYUGIS DIRECT BABS OPTICALS
Kisii
Kisii . SAMETA DIRECT LENMEK HOSPITAL LTD
Kisii . KISII TOWN opp CO-OP BANK DIRECT BLISS GVS HEALTHCARE LTD KISII
Kisumu
Kisumu . KISUMU TOWN DIRECT BLISS GVS HEALTHCARE LTD ALMIRAN
Kisumu . KISUMU TOWN DIRECT BOSE OPTICAL
Kisumu . KISUMU TOWN DIRECT BLISS GVS HEALTHCARE LTD NAKUMATT MEGA MALL
Migori
Migori . KEHANCHA CENTRE DIRECT LADOPHARMA NURSING HOME LTD
Migori . AWENDO TOWN DIRECT SARE FAMILY MEDICAL CENTRE
Migori . MIGORI TOWN CENTRE DIRECT BLISS GVS HEALTHCARE LTD MIGORI
Nyamira
Nyamira . TOWNSHIP DIRECT OPTEX OPTICIANS LTD NYAMIRA BRANCH
Siaya
Siaya . BONDO DIRECT BLISS GVS HEALTHCARE LTD BONDO
South Rift Region
County Sub-county Town Access Facility Name
KERICHO
KERICHO AINAMOI KERICHO DIRECT BLISS GVS HEALTHCARE LTD KERICHO
KERICHO BELGUT SONDU DIRECT MACHO OPTICIANS
LAIKIPIA
LAIKIPIA NYAHURURU NYAHURURU DIRECT OLJABET ANNEX MEDICAL & NURSING HOME
LAIKIPIA NORTH NANYUKI TOWN DIRECT BLISS GVS HEALTHCARE LTD NANYUKI
NAKURU
NAKURU NAKURU KENLANDS/SHABAAB DIRECT MEDICROSS KENYA SHABAAB NAKURU
NAROK
NAROK NAROK NAROK DIRECT OPTOMART OPTICIAN’S EYE CLINIC
Western Region
County Sub-county Town Access Facility Name
BUNGOMA . . . .
BUNGOMA BUNGOMA SOUTH KANDUYI DIRECT LIFE CARE HOSPITAL LIMITED
BUNGOMA KIMILILI KIMILILI DIRECT BLISS GVS HEALTHCARE LTD KIMILILI
BUNGOMA BUNGOMA EAST WEBUYE DIRECT BLISS GVS HEALTHCARE LTD WEBUYE
BUSIA
BUSIA TESO SOUTH MALABA_WANANCHI GUEST HOUSE DIRECT BLISS GVS HEALTHCARE LTD MALABA
BUSIA MATAYOS BUSIA DIRECT OPTEX OPTICIANS LIMITED
KAKAMEGA
KAKAMEGA LURAMBI KAKAMEGA DIRECT BLISS GVS HEALTHCARE LTD KAKAMEGA
VIHIGA
VIHIGA VIHIGA MBALE DIRECT BLISS GVS HEALTHCARE LTD MBALE
North Rift Region
County Sub-county Town Access Facility Name
Baringo
BARINGO KOIBATEK KAMBI MOI DIRECT RAVINE GLORY HEALTHCARE SERVICES
BARINGO MOGOTIO MOGOTIO DIRECT BERUR MEDICAL CLINIC
BARINGO KOIBATEK ELDAMA RAVINE DIRECT BLISS GVS HEALTHCARE LTD ELDAMA RAVINE
NANDI
NANDI CHESUMEI KAPSABET TOWN_SAFARI HOTEL DIRECT BLISS GVS HEALTHCARE LTD KAPSABET
TRANS NZOIA
TRANS NZOIA SABOTI KITALE TOWN DIRECT BLISS GVS HEALTHCARE LTD KITALE
TURKANA
TURKANA TURKANA WEST LOKICHOGGIO DIRECT AIC LOKICHOGIO HEALTH CENTRE
UASIN GISHU
UASIN GISHU SOY ELDORET DIRECT BLISS GVS HEALTHCARE LTD ELDORET
WEST POKOT
WEST POKOT POKOT WEST KAPENGURIA DIRECT BLISS GVS HEALTHCARE LTD KAPENGURIA
TSC News Portal

TSC- Here is how school heads, principals and deputies should be appointed

Do you know the procedure for appointment of school administrators (Principals, schools heads, senior teachers and masters) by the Teachers Service Commission, TSC?  Well. TSC has developed an elaborate guideline showing how the administrators are appointed and their requirements.

The guidelines also show the numbers of administrators that are required per each category of primary schools, secondary schools and colleges.

FUNCTIONS OF THE COMMISSION

The Functions of the Commission are as set out in Article 237 of the Constitution and sections 11 & 12 of the Act. They are inter alia to:-

  1. Register trained teachers;
  2. recruit and employ registered teachers;
  3. assign teachers employed by the Commission for service in any public school or institution;
  4. promote and transfer teachers;
  5. exercise disciplinary control over teachers;
  6. terminate the employment of teachers engaged in public service in accordance with the law;
  7. review the standards of education and training of persons entering the teaching service;
  8. review the national demand for, and the supply of teachers; and
  9. advise the National Government on matters relating to the teaching profession.

In addition, the Act confers powers on the Commission to:

  1. formulate policies to effectively operationalize and realize its mandate;
  2. provide strategic direction and general oversight to the Secretariat of the Commission and teaching sector;
  3. ensure that teachers comply with the teaching standards prescribed by the Commission under the law;
  4. manage the payroll of teachers in its employment;
  5. facilitate career progression and professional development of teachers in the public teaching service;

Related Content;

1.0 BACKGROUND

The Teachers Service Commission Policy on Appointment and Deployment of Institutional Administrators was last reviewed in 2007. Since then, the teaching Service has undergone transformation necessitating the review of its legal and administrative framework. The promulgation of the Constitution of Kenya in 2010 and the repeal of the Teachers Service Commission Act in 2012 have significantly altered the legal framework under which the Commission operates.

Accordingly, it has become necessary to review the Policy of Appointment and Deployment of Institutional Administrators to accord with the Constitution which provides the broad principles that guide appointments to public office as well as the values expected of state and public officers. The Policy will also be in tandem with the Job Evaluation Report which has established the relative job worth of every grade in the teaching service.

2.0  RATIONALE

The review of the Policy on Appointment and Deployment of Institutional Administrators seeks to harmonize the constitutional requirements, provisions of the Code and recommendations in the Job Evaluation Report.

3.0              POLICY STATEMENT

The Policy sets out the standards for the selection and appointment of Institutional Administrators. The Policy further aims at providing a standard operating procedure for the identification, selection, substantive appointment and deployment of Institutional Administrators with a view to realize the values and Principles embodied in the Constitution, the Act and the code.

4.0              AUTHORITY

The Policy derives its authority from:

  • The Constitution of Kenya;
  • The TSC Act Chapter 212 of the Laws of Kenya;
  • The Basic Education Act Chapter 211 of the Laws of Kenya;
  • The TSC Code of Regulations for Teachers (Revised 2015); and
  • The TSC Code of Conduct and Ethics (2015)

5.0              EFFECTIVE DATE

The effective date of the Policy shall be 8th November, 2017.

6.0              APPLICATION

The Policy shall apply to all teachers in the employment of the Teachers Service Commission.

7.0              OBJECTIVES OF THE POLICY

The Policy seeks to: –

  • Create an implementation framework for the appointment and deployment of institutional administrators in the teaching service;
  • Provide a standard procedure for the appointment and deployment of institutional administrators;
  • Set out the academic and professional qualifications and other requirements necessary for selection and deployment of institutional administrators;
  • Provide standards to ensure that institutional administrative positions are competitively filled;
  • Incorporate best practices in identification of institutional administrators; and
  • Facilitate succession management in institutional administration.

8.0              GUIDING PRINCIPLES

Article 10 of the Constitution establishes the National Values and Principles of Governance that guide every state organ when making or implementing public Policy decisions, similarly, Article 232 of the Constitution sets out the Values and Principles of Public Service which binds all state organs. Accordingly, the Commission has adopted these Values and Principles to guide its operations. Accordingly, in the implementation of this Policy, the Commission shall be guided by the following principles:

  • Fair Competition and Merit;
  • Integrity, Transparency and Accountability;
  • Equity, Fairness and Impartiality in decision making;
  • Inclusiveness and non-discrimination;
  • Affirmative Action;
  • Gender Equity and Regional Balance; and
  • Provision of timely and accurate information.

9.0              SCOPE

The Policy provides for the following thematic areas: –

  • Identification and selection process of institutional administrators;
  • Appointment and deployment of institutional administrators; and
  • Management and performance of administrators.

10.0          PERFORMANCE OF DUTY

  • In the execution of the assigned duties, Institutional administrators will be bound by the Constitution, the relevant statutes, the Code of Regulation for Teachers, the Code of Conduct and Ethics and all administrative Circulars issued by the Commission and other government agencies from time to time.
  • The appointment, deployment and retention of administrators will be subject to the satisfactory performance of duties assigned to each administrator.
  • Each administrator shall be appraised with a view to evaluate and determine his/her performance levels in accordance with Regulation 52 of the Code.
  • An administrator who fails to meet his/her performance targets as provided in the relevant performance contracting and/or appraisal instruments may have their services terminated following the due process encapsulated under the Code.

11.0          OVERRIDING POWER  OF THE COMMISSION

  • Nothing in this Policy will be construed to limit, diminish, extinguish or in any other way curtail the constitutional and statutory power granted to the Commission to transfer, deploy or assign an administrator to a public learning institution as it deems appropriate.
  • Specifically, and notwithstanding any other provision in this Policy, the Commission reserves the right to transfer an administrator from one institution to another regardless of the number of years served in that station.

12.0          IMPLEMENTATION OF THE POLICY

This Policy shall be implemented by the Commission Secretary.

13.0          IDENTIFICATION AND SELECTION PROCESS

The following procedure shall be used in the identification and selection of Administrators: –

  • Establish the vacancies;
  • Develop guidelines where necessary;
  • Advertise the vacancies and invite applications;
  • Short list the applicants based on this Policy and/or any other guidelines issued by the Commission;
  • Conduct interviews for the short listed candidates;
  • Select the candidates for appointment and deployment; and
  • Communicate to the candidates.

DEPLOYMENT

Deployment of administrators shall be guided by the following factors: –

  • Category of Institution;
  • Size and levels of enrolment;
  • Academic and professional qualifications;
  • Relevant experience in the teaching service;
  • Gender balance; and
  • Any other reasonable criteria the Commission may deem appropriate.

15.0          APPOINTMENT AND DEPLOYMENT OF HEADS OF POST PRIMARY  INSTITUTIONS

In appointing and deploying heads of institutions, the Commission shall: –

  • Substantively appoint heads of institutions and deploy them to institutions commensurate to their grade in accordance with this Policy;
  • Ensure that heads of institutions do not serve in their home Counties;
  • Consider the teacher’s Performance Contracting and/or Annual Appraisal reports;
  • Ensure that heads of institutions do not serve in one station for a period exceeding nine (9) continuous years.

16.0       REQUIREMENTS FOR APPOINTMENT AS HEAD OF POST PRIMARY INSTITUTION

To qualify for consideration as a head a Post Primary Institution, he/she must:

  • Be a qualified Graduate Teacher/Technical Teacher/Lecturer or an equivalent qualification employed by the Commission;
  • Have demonstrated competence and ability both as a classroom teacher and as a deputy head of post primary institution;
  • Be a holder of a Masters degree in a relevant area;
  • Have served as a deputy head of post primary institution for a period of at least            three (3) years;
  • Have successfully undertaken the prescribed number of Teacher Professional Development (TPD) Modules;
  • Comply with the requirements of Chapter six (6) of the Constitution; and
  • Meet any other requirement deemed necessary by the Commission.

17.0APPOINTMENT AND DEPLOYMENT OF DEPUTY HEADS OF INSTITUTIONS

In appointing and deploying deputy heads of institutions, the Commission shall:

  • Substantively appoint deputy heads of institutions and deploy them to institutions commensurate to their grade in accordance with this Policy;
  • Ensure that deputy heads of institutions do not serve in their home Counties;
  • Consider the teacher’s annual appraisal reports; and
  • Ensure that deputy heads of institutions do not serve in one station for a period exceeding six (6) continuous years.

18.0 REQUIREMENTS FOR APPOINTMENT AS DEPUTY PRINCIPAL OF POST                    PRIMARY INSTITUTION

To qualify for consideration as a deputy head of a Post Primary Institution, he/she must:

  • Be a qualified Graduate Teacher/Technical Teacher/Lecturer employed by the          Commission;
  • Have demonstrated competence and ability as a senior master of post primary          institution;
  • Be a holder of a Masters degree in a relevant area;
  • Have served as a senior master, dean or registrar of post primary institution for a period of at least three (3) years;
  • Have successfully undertaken the prescribed number of Teacher Professional           Development (TPD) Modules;
  • Comply with the requirements of Chapter six (6) of the Constitution; and
  • Meet any other requirement deemed necessary by the Commission.

19.0    APPOINTMENT AND DEPLOYMENT OF DEANS/ REGISTRARS OF TERTIARY INSTITUTIONS

In appointing and deploying deans and registrars of tertiary institutions, the Commission shall: –

  • Substantively appoint deans and registrars of tertiary institutions and deploy them to institutions commensurate to their grade in accordance with this Policy;
  • Ensure that deans and registrars of tertiary institutions do not serve in their Home Counties;
  • Consider their annual appraisal reports; and
  • Ensure that deans and registrars of tertiary institutions do not serve in one station for a period exceeding six (6) continuous years.

 

20.0    REQUIREMENTS FOR APPOINTMENT AS DEAN/ REGISTRAR IN TERTIARY INSTITUTIONS.

To qualify for consideration as a Dean or Registrar of tertiary institutions, he/she must:

  • Be a qualified Graduate Teacher/Technical Teacher/Lecturer employed by the Commission;
  • Have demonstrated competence and ability as a senior master;
  • Be a holder of a Masters degree in a relevant area;
  • Have served as a senior master for a period of at least three (3) years;
  • Have successfully undertaken the prescribed number of Teacher Professional Development (TPD) Modules;
  • Comply with the requirements of Chapter six (6) of the Constitution; and
  • Meet any other requirement deemed necessary by the Commission.

21.0APPOINTMENT AND DEPLOYMENT OF SENIOR MASTERS

In appointing and deploying senior masters, the Commission shall: –

  • Substantively appoint senior masters and deploy them to institutions commensurate to their grade in accordance with this Policy; and
  • Consider their annual appraisal reports.

22.0REQUIREMENTS FOR APPOINTMENT AS SENIOR MASTERS/MISTRESSES

To qualify for consideration as senior master he/she must:

  • Be a qualified Graduate Teacher/Technical Teacher/Lecturer employed by the Commission;
  • Have demonstrated competence and ability as a teacher;
  • Have served as a teacher for a period of at least three (3) years;
  • Have successfully undertaken the prescribed number of Teacher Professional Development (TPD) Modules;
  • Comply with the requirements of Chapter six (6) of the Constitution; and
  • Meet any other requirement deemed necessary by the Commission.

 

APPOINTMENT AND DEPLOYMENT OF HEAD TEACHERS

In appointing and deploying heads of institutions, the Commission shall: –

  • Substantively appoint heads teachers and deploy them to institutions commensurate to their grade in accordance with this Policy;
  • Ensure that heads of institutions do not serve in their home Counties;
  • Consider the teacher’s Performance Contracting and/or Annual Appraisal reports; and
  • Ensure that heads of institutions do not serve in one station for a period exceeding nine (9) continuous years.

24.0REQUIREMENTS FOR APPOINTMENT AS A HEAD TEACHER

To qualify for consideration as a head teacher, he/she must:

  • Be a qualified teacher holding a minimum of P1 Certificate employed by the Commission;
  • Have demonstrated competence and ability as a deputy head teacher
  • Be a holder of a Bachelors degree in Education;
  • Have served as a deputy head teacher for a period of at least three (3) years;
  • Have successfully undertaken the prescribed number of Teacher Professional Development (TPD) Modules;
  • Comply with the requirements of Chapter six (6) of the Constitution; and
  • Meet any other requirement deemed necessary by the Commission.

25.0APPOINTMENT AND DEPLOYMENT OF DEPUTY HEAD TEACHERS

In appointing and deploying deputy heads of institutions, the Commission shall:

  • Substantively appoint deputy heads of institutions and deploy them to institutions commensurate to their grade in accordance with this Policy;
  • Ensure that deputy heads of institutions do not serve in their home Counties;
  • Consider the teacher’s annual appraisal reports; and
  • Ensure that deputy heads of institutions do not serve in one station for a period exceeding six (6) continuous years.

26.0REQUIREMENTS FOR APPOINTMENT AS DEPUTY HEAD TEACHER

To qualify for consideration as a deputy head teacher, he/she must:

  • Be a professionally qualified teacher holding a minimum of P1 Certificate employed by the Commission.
  • Have demonstrated competence and ability as a Senior Teacher.
  • Have served as a senior teacher for at least 3 years.
  • Must have a Bachelors Degree in Education
  • Have successfully undertaken the prescribed number of Teacher Professional Development (TPD) Modules;
  • Comply with the requirements of Chapter six (6) of the Constitution; and
  • Meet any other requirement deemed necessary by the Commission.

27.0APPOINTMENT AND DEPLOYMENT OF SENIOR TEACHERS

In appointing and deploying senior teachers, the Commission shall: –

  • Substantively appoint senior teachers and deploy them to institutions commensurate to their grade in accordance with this Policy; and
  • Consider the teacher’s annual appraisal reports.

28.0REQUIREMENTS FOR APPOINTMENT AS SENIOR TEACHER

To qualify for consideration as a senior teacher, he/she must:

  • Be a professionally qualified Teacher holding a minimum of P1 Certificate employed by the Commission.
  • Have demonstrated competence and ability as a classroom teacher.
  • Have served as a classroom teacher for at least 3 years.
  • Have successfully undertaken the prescribed number of Teacher Professional Development (TPD) Modules; and
  • Comply with the requirements of Chapter six of the Constitution.

29.0 TRANSITION

  • All serving institutional administrators shall be substantively appointed and placed in institutions commensurate to their grades upon full implementation of this Policy;

 

  • Serving Institutional Administrators who decline transfer or resign from administrative positions shall be exited from service.

 

  • An institutional Administrator who is unable to perform the duties of his/her office on account of physical infirmity may be retired from service on medical grounds as provided under the Code of Regulation for Teachers.

 

  • Teachers who were converted to grades commensurate to institutional administrators positions as at 1st July, 2017 will be deployed as such, subject to availability of vacancies and suitability interviews

 

  • Any other matter relating to Appointment and Deployment of Institutional Administrators not specifically provided for under this Policy shall be addressed through Administrative Circulars issued by the Commission.

STAFFING LEVELS IN LEARNING INSTITUTIONS (PRIMARY, SECONDARY & TERTIARY)

Table 1: Deputy Head teachers and Senior Teachers of Primary Schools as per Establishment

STREAM/S CLASSES MAX. ENROLMENT CBE DEPUTY HEAD TEACHERS SENIOR TEACHERS
1 8 400 9 1 1
2 16 800 17 1 2
3 24 1200 25 2 2
4 32 1600 33 2 3
5 40 2000 41 2 4
6 48 2400 49 2 4
7 56 2800 57 2 5
8 64 3200 65 2 6
9 72 3600 73 2 7
10 80 4000 81 2 8

 

Notes:

  1. Establishment of Primary Schools is based on a minimum teaching load of 35 lessons per week and a maximum class size of 50 pupils.
  2. The CBE per school includes the Principal, Deputy Head Teacher/s and Senior Teacher/s.
  3. Where there are two Deputy Head teachers in an institution, one shall be responsible for Academics and the other Administration.
  4. Irrespective of the size and enrolment, each fully fledged Special Needs Education Institution would have at least five (5) Senior Teachers/Masters.

Table 2: Deputy Principals and Senior Masters of Secondary Schools as per Curriculum Based Established (CBE)

STREAM/S CLASSES MAX. ENROLMENT CBE D/PRINCIPALS SENIOR

MASTERS/

MISTRESS
1 4 180 9 1 1
2 8 360 19 1 2
3 12 540 28 1 4
4 16 720 38 1 5
5 20 900 47 1 5
6 24 1080 55 2 6
7 28 1260 63 2 6
8 32 1440 68 2 7
9 36 1620 76 2 7
10 40 1800 85 2 7
11 44 1980 93 2 8
12 48 2160 101 2 9

Notes:

  1. CBE based on minimum teaching load of 27 lessons per week and maximum class size of 45 students.
  2. The CBE per school includes the Principal, Deputy Principal/s and Senior Master/s.
  3. Where there are two Deputy Head teachers in an institution, one shall be responsible for Academics and the other Administration.

Table 3: Deputy Principals and Senior Masters of TVET Institutions as per CBE

ENROLMENT DEPUTY

PRINCIPALS

 SENIOR MASTER/ MISTRESS DEAN OF STUDENTS REGISTRAR
Up to 1,000 1 8 1 1
Between 1,001 and 1,500 2 12 1 1
Above 1,500 2 19 1 1

 

Table 4: Deputy Principals and Senior Masters of TTC’s (Certificate & Diploma) as per the CBE

ENROLMENT DEPUTY

PRINCIPALS

 SENIOR MASTER/ MISTRESS DEAN OF STUDENTS REGISTRAR
Up to 1,000 1 5 1 1
Between 1,001 and 1,500 2 8 1 1
Above 1,500 2 11 1 1

 

Table 5: Positions of Senior Masters/Mistresses (CEMASTEA) as per the CBE

S/NO SENIOR MASTER/MISTRESS
1. Training Coordinator ICT
2. Training Coordinator-International
3. Training Coordinator– Mathematics
4. Training Coordinator – Physics
5. Training Coordinator- Chemistry
6. Training Coordinator- Biology

 

Table 6: Positions of Senior Masters/Mistresses (KISE) as per the CBE

S/NO SENIOR MASTER/MISTRESS
1. Disabilities studies
2. Research and Educational Resources
3. Functional Assessment and Guidance and Counseling
4. Distance learning and CPD Programmes
5. Quality Assurance and Standards
6. Teaching Practice Coordinator

31.0 ESTABLISHMENT OF SENIOR TEACHERS/ MASTERS IN PRIMARY, SECONDARY AND TERTIARY INSTITUTIONS.

Secondary schools and Tertiary Institutions shall have senior masters heading the following departments.

Table 7: Positions of Senior Teachers (Primary Schools)

S/NO SENIOR TEACHERS
1 Social Studies
2 Science and Mathematics
3 Languages
4 Boarding
5 Co-Curriculum Activities
6 Guidance and Counseling/Careers
7 Quality Assurance and Standards (QAS)
8 Academic/Mentorship

 

Table 8: Positions of Senior Teachers (Special Needs Primary Schools)

S/NO SENIOR TEACHERS
1. Technical & Creative Arts
2. Boarding
3. Co-Curriculum Activities
4. Guidance and Counseling/Careers
5. Quality Assurance and Standards (QAS)
6. Academic/Mentorship

 

Table 9: Positions of Senior Masters/Mistresses (Secondary Schools)

S/NO SENIOR MASTER/MISTRESS
1 Humanities
2 Science and Mathematics
3 Languages
4 Technical & Creative Arts
5 Boarding
6 Co-Curriculum Activities
7 Guidance and Counseling/Careers
8 Quality Assurance and Standards (QAS)
9 Academic/Mentorship

 

Table 10: Positions of Senior Masters/Mistresses (Special Needs Secondary Schools)

S/NO SENIOR MASTERS/MISTRESSES
1. Technical & Creative Arts
2. Boarding
3. Co-Curriculum Activities
4. Guidance and Counseling/Careers
5. Quality Assurance and Standards (QAS)
6. Academic/Mentorship

 

Table 11: Positions of Senior Masters/Mistresses TVET Institutions (this also applies to  SNE TVET institutions)

S/NO SENIOR MASTER/MISTRESS
1 Agriculture / Agricultural Engineering
2 Applied and Health Sciences
3 Automotive Engineering
4 Chemical Engineering
5 Computer Studies / Information and communication Technology
6 Business and Entrepreneurship Studies
7 Building and Civil Engineering
8 Education and Communication
9 Liberal Studies
10 Mechanical Engineering
11. Electrical and Electronics Engineering
12. Institutional and Hospitality Management
13. Surveying / Architecture
14. Guidance & Counselling
15. Industrial Attachment Co-ordinator
16. Quality Assurance and Standards (QAS)
17. Boarding
18. Co curricular Activities
19. Academic/Mentorship

 

Table 12: Table Positions of Senior Masters/Mistresses (TTCs)

S/NO SENIOR MASTER/MISTRESS
1. Education
2. Sciences and Mathematics
3. Social Sciences
4. Languages
5. Creative Arts
6. Guidance and Counselling
7. Co-Curricular Activities
8. Quality Assurance and Standards (QAS)
9. Boarding
10. Teaching Practice Co-ordinator
11. Academic/Mentorship

 

Table 13: Establishment of Administrative Positions CEMASTEA

POSITION NUMBER GRADE TSC SCALE
Director 1 D5 T15
Deputy Director 1 D4 T14
Dean of Studies 1              D3 T13
Training Coordinators 6 D2 T12

 

Table 14: Establishment of Administrative Positions in KISE

POSITION NUMBER GRADE TSC SCALE
Director 1 D5 T15
Deputy Director 2 D4 T14
Dean 1 D3 T13
Registrar 1
Senior Masters/Mistress 5 D2 T12

 

APPOINTMENT AND DEPLOYMENT GUIDELINES

  • GRADE, QUALIFICATION AND EXPERIENCE FOR POST PRIMARY INSTITUTIONS ADMINISTRATORS

In addition to the requirements for appointments in the Policy, institutional administrators will be appointed based on the criteria outlined in the tables below: –

Table 15: Principals of Secondary Schools

CATEGORY GRADE EXPERIENCE
Sub County & All Day Schools Principal

T 13 (Grade -D3)

 Served as a Deputy Principal at D2 for 3 at least years
County Schools with minimum enrolment of 540 students Senior Principal

T 14

(Grade – D4)

 

 Served as a Principal at D3 for at least 3 years.

 
National & Extra County Schools with minimum enrolment of 1000 students Chief Principal

T 15

(Grade – D5)

 Served as a Senior Principal at D4 for at least 3 years

 

Table 16: Deputy Principals of Secondary Schools.

CATEGORY GRADE EXPERIENCE
Sub County & All Day Schools Deputy Principal III

T 11

(Grade D1)

 Served as a Senior Master at C5 for at least 3 years
County Schools with minimum enrolment of 540 students Deputy Principal II

T 12

(Grade D2)

 Served as a Deputy Principal at D1 for at least 3 years
National & Extra County Schools with minimum enrolment of 1000 students Deputy Principal I

T 13

(Grade D3)

 Served as a Deputy Principal at D2 for at least 3 years

 

 

Table 17: Senior Masters of Secondary Schools

CATEGORY GRADE EXPERIENCE
Sub County & All Day Schools Senior Master III

T 10

(Grade –C5)

 Served as a teacher at C4 for at least of 3 years
County Schools with minimum enrolment of 540 students Senior Master II

T 11

(Grade – D1)

 Served as a Senior Master III at C5 for at least 3 years
National & Extra County Schools with minimum enrolment of 1000 students Senior Master I

T 12

(Grade – D2)

 Served as a Senior Master II at D1 for at least 3 years

 

TECHNICAL VOCATIONAL EDUCATION AND TRAINING INSTITUTIONS (TVET)

The Technical and Vocational Education and Training Institutions (TVET) are classified into the following categories:

  1. National Polytechnics (NPCs): These offers up to Higher Diploma Level programmes. They are established through individual Legal Orders and are mandated among other functions to Train, Examine and Certificate programmes.
  2. Kenya Technical Trainers College (KTTC): This offers up to Higher Diploma Level programmes. It is established through a Legal Order and mandated among other functions to Train, Examine and Certificate programmes.
  • Technical and Vocational Colleges: These institutions offers up to Diploma Level Programmes and includes the former:
  • Technical Training Institutes (TTIs)
  • Institutes of Technology (ITs)
  • Special Technical Training Institutes

TABLE 18: PRINCIPALS OF TECHNICAL AND VOCATIONAL EDUCATION AND TRAINING INSTITUTIONS (TVET)

CATEGORY GRADE EXPERIENCE
National Polytechnics (NPCs)

·         Minimum Enrolment of 3000

 

·         Enrolment below 3000

 Chief Principal

T 15 (Grade-D5)

 

 

 

Senior Principal

T 14 (Grade-D4)

 Served as a Senior Principal at D4 for at least 3 years

 

 

 

Served as a Senior Principal at D3 for at least 3 years

 
Kenya Technical Trainers College (KTTC) Chief Principal

T 15 (Grade-D5)

 

 Served as a Senior Principal at D4 for at least 3 years

 
Technical and vocational colleges

·         Minimum enrolment of 1000

 

 

·         Minimum enrolment of 500

  

 

Senior Principal

T 14 (Grade-D4)

 

 

 

Principal

T 13 (Grade –D3)

  

 

Served as a Senior Principal at D4 for at least 3 years

 

 

Served as a Senior Deputy Principal at D2 for at least 3 years

 

 

Table 19: Deputy Principals of TVET Institutions

CATEGORY ENROLMENT GRADE EXEPERIENCE
1 Up to 500 students Deputy Principal TVET IV Grade-D1 T 11 Must have served as Senior Master III or Senior Lecturer III for at least 3 years
2. up to 1000 students Deputy Principal TVET III

Grade – D2 T 12

 Served as a Registrar/Dean at D1 for at least 3 years
3. Up to 1500 students Deputy Principal TVET II

Grade – D3 T 13

 Served as Deputy Principal at D2 for at least 3 years
4. Above 1500 Deputy Principal TVET I  Grade –D4 T 14 Served as Deputy Principal at D3 for at least 3 years

 

Table 20: Registrar/Deans of TVET Institutions

CATEGORY ENROLMENT GRADE EXEPERIENCE
1. up to 1000 students Registrar/Dean of Students TVETIII  Grade D1 T 11 Served as Senior Master at C5 for at least 3 years
2. Up to 1500 students Registrar/Dean of Students TVETII  Grade D2 T 12 Served as Dean/Registrar at D1 for  at least 3 years
3. Above 1500 students Registrar/Dean of Students TVET I Grade D3 T 13 Served as Dean/Registrar at D2 for at least3 years

Table 21: Senior Masters of TVET Institutions

CATEGORY ENROLMENT GRADE EXEPERIENCE
1. Up to 1000 students Senior Master TVET III

Grade C5 T 10

 Served as a teacher at C4 for at least 3 years
2. Up to 1500 students Senior Master TVET II

Grade D1 T 11

 Served as a Senior Master at C5 for at least 3 years
3. Above 1500 students Senior Master TVET I

Grade D2 T 12

 Served as a Senior Master at D1 for at least 3 years

Table 22: Principals of Teacher Training Colleges (Primary and Diploma)

CATEGORY ENROLMENT GRADE EXEPERIENCE
1. Up to 1000 students Principal TTC

Grade – D3 T 13

 

 Served as Deputy Principal at D2 for at least 3 years
2. Up to 1500 students Senior Principal TTC

Grade – D4 T14

 

 Served as Principal at D3 for at least 3 years
3. Above 1500 students Chief Principal TTC

Grade –D5 T 15

 Served as Principal at D4 for at least 3 years

 

Table 23: Deputy Principals of Teacher Training Colleges (Primary and Diploma)

CATEGORY ENROLMENT GRADE EXEPERIENCE
1. Up to 1000 students Deputy Principal TTC III

Grade – D2 T 12

 Served as Dean/ Registrar at D1 for at least 3 years
2. up to 1500 students Deputy Principal TTC II

Grade – D3 T 13

 Served as Deputy Principal at D2 for at least 3 years
3. Above 1500 students Deputy Principal TTC I

Grade –D4 T 14

 Served as Deputy Principal at D3 for at least 3 years

 

Table 24: Dean/Registrar of Teacher Training Colleges (Primary and Diploma)

CATEGORY ENROLMENT GRADE EXEPERIENCE
1. Up to 1000 students Dean/ Registrar

TTC III

Grade – D1 T 11

 Served as Senior Master at C5 for at least 3 years
2. Up to 1500 students Dean/Registrar TTC II

Grade – D2 T 12

 Served as Dean/Registrar at D1 for at least 3 years
3. Above 1500 students Dean/Registrar TTC I

Grade –D3  13

 Served as Dean/Registrar at D2 for at least 3 years

Table 25: Senior Masters of Teacher Training Colleges (Primary and Diploma)

CATEGORY ENROLMENT GRADE EXEPERIENCE
1. Up to 1000 students Senior Master

TTC III

Grade – C5 T 10

 Served as Senior Lecturer at C4 for at least 3 years
2. Up to 1500 students Senior Master TTC II

Grade – D1 T 11

 Served as Senior Master at C5 for at least 3 years
3. Above 1500 students Senior Master TTC I

Grade –D2 T 12

 Served as Senior Master at D1 for at least 3 years

 

Table 26:  CEMASTEA Establishment and Requirement for Appointment of Administrators

POSITION NUMBER GRADE EXEPERIENCE
Director 1 D5 TSC Scale 15 Must have served as Principal at D4 for at least 3 years or as a Deputy Director at CEMASTEA at D4 for at least 3 years.
 

 

Deputy Director

  

 

 

1

 D4 TSC Scale 14 Must have served as a Principal at D3 for at least 3 years or as Dean of Studies/Training Coordinator at D3 for at least 3 years.
Dean of Studies

 

  

4

 D3 TSC Scale 13 Must have served either as a Deputy Principal at D2 for at least 3 years and be a County CEMASTEA Trainer; or a Senior Master at D2 for at least 3 years and a CEMASTEA County Trainer; or a CEMASTEA ICT Coordinator at D2 at for at least 3 years.
Training Co-coordinator 1
ICT Co-odinator 1 D2 TSC Scale 12 Must have served either as a Deputy Principal at D1 for at least 3 years and be a County CEMASTEA Trainer; or a Senior Master at D1 for at least 3 years and a CEMASTEA County Trainer.

 

Table 27:  KISE Establishment and Requirements for Appointment of Administrators

POSITION NUMBER GRADE EXEPERIENCE
Director 1 D5 TSC Scale 15 Must have served as a Deputy Director at D4 at KISE for at least 3 years.
Deputy Director 2 D4 TSC Scale 14 Must have served as a Dean at D3 at KISE for at least 3 years.
Dean  

1

 D3 TSC Scale 13 Must have served either as a Senior Master/Mistress at D2 at KISE for at least 3 years.
Registrar 1

 

GRADE, QUALIFICATION AND EXPERIENCE FOR ADMINISTRATORS IN PRIMARY INSTITUTIONS

In addition to the requirements for appointment in the Policy, administrators in Primary institutions will be appointed based on the criteria outlined in the tables below: –

Table 28: Head Teacher

CATEGORY ENROLMENT GRADE EXEPERIENCE
1. Up to 1000 students Head Teacher  T 10 (Grade C5) Served as a Deputy Head Teacher at C4 for at least 3 years
2. Above 1000 students Senior Head Teacher  T 11 (Grade – D1) Served as a Head Teacher at C5 for at least 3 years

 

Table 29: Deputy Head Teacher

CATEGORY ENROLMENT GRADE EXEPERIENCE
1. Up to 1000 students Deputy Head Teacher II   T  9 (Grade C 4) Served as a Senior Teacher at C3 for at least 3 years
2. Above 1000 students Deputy Head Teacher I  T 10 (Grade– C5) Served as Deputy  Head Teacher  C4 for at least 3 years

 

Table 30: Senior Teacher

CATEGORY ENROLMENT GRADE EXEPERIENCE
1. Up to 1000 students Senior Teacher II   Grade C 2 Served Primary Teacher I at C1 for at least 3 years
2. Above 1000 students Senior Teacher I  Grade – C3 Served as Senior Teacher at  C2 for at least 3 years

 

KNEC News Portal, TSC News Portal

Teachers now to pay Sh2,000 for TSC to review their disciplinary cases

The Teachers Service Commission, TSC, will now require teachers to pay for a review of their disciplinary cases. The teachers who may be unsatisfied with the Commission’s decision (once their cases are first heard) will now part with Sh2,000 for the cases to be heard again. This is per the latest circular from the the teachers’ employer and which reads;

‘Pursuant to the Fifth Schedule of the Code of Regulations for Teachers 2015, the Commission charges two thousand shillings (Ksh. 2000/-) for application for Review of a discipline case.
 In case of application for review of a discipline case, deposit Ksh. 2000 in your name to the bank details below. Forward the bank deposit slip to TSC Headquarters (Discipline Division) to enable processing of your application.
 BANK NAME: NATIONAL BANK OF KENYA
 BANK BRANCH: HARAMBEE AVENUE
 ACCOUNT NAME: TSC – SECRETARIAT
 ACCOUNT NUMBER: 01001005707400.’

Teachers who violate the provisions of the Code of Regulations for Teachers and the TSC Code of Conduct and Ethics always face disciplinary action from their employer; the Teachers Service Commission (TSC). This may include warning or interdiction.

Disciplinary Process

  1. A Head of institution may initially issue a verbal warning or caution the teacher in writing on minor breaches.
  2. In case of persistent misbehaviour, the teacher may be required to show cause why disciplinary action should not be taken against him/her.
  3. From the teacher’s response, the head of institution may serve the teacher with a warning or present the case before the agent.

The agent shall;

  1. Investigate and assemble relevant evidence.
  2. Invite the accused teacher in writing to defend himself/herself against specified allegation.
  3. Call witnesses to give evidence in the presence of the accused teacher.
  4. Allow the teacher to cross-examine each witness.
  5. In case of desertion where teacher’s whereabouts is unknown, the agent will interdict without any delay.

After the preliminary hearing the agent may reach any of the following decisions;

  1. No case to answer.
  2. Warn the teacher administratively.
  3. Interdict the teacher.

NB: In some cases TSC or agent can interdict a teacher without inviting him/her for preliminary hearing.

An interdicted teacher should write a defense statement within 21 days from the date of interdiction and provide contact address.

A case will normally be heard within three months after interdiction. In case of delay the teacher is advised to make enquiries.

Salary during interdiction

Teachers interdicted on cases of incitement, insubordination, infamous conduct and negligence of duty will be paid half salary during the period of interdiction.

FOR A COMPLETE GUIDE TO ALL SCHOOLS IN KENYA CLICK ON THE LINK BELOW;

Here are links to the most important news portals:

Here is a summary of the interdiction and disciplinary process of a teacher:

  1. Reporting a misconduct: Any allegations of misconduct against a teacher are reported to any of the following: the TSC Secretary, the County Director, the head of institution/ head teacher/ Principal, the Board of Management Secretary or any government law enforcing agency e.g the EACC and Police. The report may be made through writing or verbally
  2. Investigating the allegations: Upon receiving the report on the allegations, the TSC carries out investigations; directly or through its agents like: the BOM, Head of institution or the County Director.
  3. Interdiction process: If the investigations reveal glaring gross misconducts, the TSC or BOM serves the teacher with a letter of interdiction specifying the actual allegations against the teacher.
  4. Proceeding for interdiction: The interdicted teacher or head of institution must clear and leave the educational institution within 48 hours (2 days) upon receiving the letter of interdiction.
  5. Salary status during interdiction: An interdicted teacher shall be paid half salary during the period of interdiction except if the interdiction is due to: Chronic absenteeism, desertion of duty, having been jailed or held in legal custody, misappropriation or mismanagement of public funds, fraudulent claims and funds receipt, use of false certificates, Forgery, impersonation, collusion and immoral behaviour.
  6. Reporting status of interdicted teacher: An interdicted teacher shall be required to report to the Teachers Service Commission’s nearest Sub-County office once a month. This is done in order to ascertain progress of discipline case and to provide an updated contact address.
  7. Invitation to appear before a disciplinary panel: An interdicted teacher shall receive official written communication for the hearing of the discipline case at least a month before the date of hearing. The communication is done through: the teacher’s last known address, the address of the teacher’s next of kin, hand delivery, the last station of work (before interdiction) through the head of institution, the permanent address provided by the teacher at recruitment, a telephone call to the teacher, an email to the teacher, an SMS to the teacher’s phone number and the TSC’s website. 
  8. Composition of the Disciplinary Panel: Administration of a disciplinary process shall be either at the County offices of Commission’s head quarters. The panel shall consist of: A TSC’s represemntative (Chair), 2 directors, An officer from division dealing with matters touching on the discipline(EACC, Children’s,)
  9. Powers of the disciplinary panel: Administer oaths, invite witnesses, require the teacher to produce identification and professional documents, inform teacher of offence committed and allowing such a teacher to give defense, examine witness and allow the teacher to cross examine witnesses.
  10. Determination of a discipline case: TSC shall, within 28 days after hearing date, inform the teacher of its decision regarding the disciplinary case and give adequate reasons for decision arrived at.
  11. Administering disciplinary action: The TSC, after hearing the disciplinary case, may determine that:
    • the teacher is not guilty of the offence and shall revoke the interdiction.
    • a teacher has committed an offence that does not warrant removal from the register and may: warn the teacher in writing, surcharge the teacher, suspend the teacher for a period not exceeding 6 months without pay, retire the teacher in the public interest, dismiss the teacher from the teaching service, refer the teacher for medical evaluation to determine suitability of the teacher to continue executing teaching services.
    • a teacher is guilty of the offence and his name be removed from the register.

Also read;

 For all details about other schools in Kenya, please visit the link below;

KNEC News Portal, TSC News Portal

Teacher deficits per county: TSC News

Kakamega county has the highest teacher shortage in the country. This is according to the latest data provided by the Teachers Service Commission, TSC. The Western region county, Kakamega, needs about 3,544 more teachers in order to attain its curriculum based establishment (CBE).

Bungoma county, also from the western region, has a shortfall of 2,813 teachers while Bomet county (from the Rift Valley region) requires an extra 2,813 tutors.

Kirinya county (in the central region) has the lowest teacher deficit as it requires only 30 more teachers.

TSC says primary schools currently have a total of 211,046 teachers out of  the required number of 259,219. This gives a shortfall of 48,173 teachers in the whole country.

Related news
Table: Staffing gaps for primary school teachers per county
S/NO COUNTY TEACHER SHORTAGE
2 Kakamega county 3,544
7 Bungoma county 2,813
9 Bomet county 2,813
8 West Pokot county 2,489
10 Narok county 2,272
12 Homa Bay county 1,897
13 Turkana county 1,762
14 Kwale county 1,571
15 Migori county 1,495
16 Nandi county 1,441
17 Siaya county 1,438
18 Makueni county 1,398
19 Busia county 1,381
20 Mandera county 1,125
21 Kajiado county 1,000
22 Kisumu county 969
23 Baringo county 907
24 Machakos county 897
25 Kisii county 848
26 Wajir county 847
27 Trans Nzoia county 844
28 Vihiga county 762
29 Kericho county 727
30 Meru county 705
31 Garissa county 687
32 Tana River county 462
33 Marsabit county 460
34 Murang’a county 423
35 Embu county 367
36 Elgeyo Marakwet county 347
37 Tharaka Nithi county 336
38 Nyandarua county 329
39 Nyeri county 321
40 Samburu county 315
3 Laikipia county 241
4 Mombasa county 229
5 Lamu county 113
6 Isiolo county 78
1 Kirinyaga county 30

 

In terms of percentage shortfalls, Kirinyaga, Kiambu, Uasin Gishu, Nyeri, Nyandarua, Murang’a, Meru, Laikipia, Isiolo, Elgeyo Marakwet, Embu and Nairobi have the least shortage of teachers. Kakamega, Kitui, Bungoma and Nakuru have the highest percentage shortfalls.

Dr. Nancy Macharia the TSC CEO. She says the country is faced with a shortfall of about 50,000 primary school teachers.

The commission says it has become difficult to address the teething gaps due to budgetary constraints. The commission has since started employing teachers on internships (alongside those on permanent and pensionable terms) to try and address the shortages. This is because lesser funds are required to enlist teachers’ services under the internship programme as opposed to the permanent and pensionable terms. The redeployment of teachers from primary to secondary schools has further created staffing gaps in the primary schools.

The commission uses set recruitment guidelines to ensure fairness during the process of employing new teachers. read the latest guidelines here; TSC Teachers’ mass recruitment guidelines and marking scheme.

TSC News Portal

TSC revised recruitment dates, venues and merit lists per County

Here are the TSC October 2020 mass recruitment merit lists, interview dates and venues per County. You can now download all the lists here.

BELOW ARE THE TSC RECRUITMENT SCHEDULES PER COUNTY

Latest TSC recruitment schedule.

DOWNLOAD LISTS FOR SHORTLISTED APPLICANTS PER COUNTY, BELOW;

TSC News Portal

Latest PDF download of the TSC Bank Form

The Teachers Service Commission (TSC) Bank Form is filled whenever you want to change your pay point particulars. It is the form that the Commission uses to capture your correct bank account details that will be used when paying your monthly salary.

For newly employed TSC teachers,this form is one of the mandatory requirements that is sent together with the employment form after interviews. If you fail to send this form, then you will not receive your salary.

You must also be very keen whenever you are filling this form. This is because if you capture your bank details incorrectly then your TSC salary will be wired to the wrong individual. This is how you should fill out this form; Filling the TSC bank Form correctly.

This form is also whenever you want to change your bank account. Let us say if your salary is passing through Equity Bank and you want to change it to Mwalimu National Sacco, then, this is the form to fill. For full guidelines on how to fill this form, click here; How and when to successfully change your TSC Salary pay point.

DETAILS ON THE TSC BANK FORM.

The TSC Bank Form contains the following details;

S/No TSC Bank Form Detail Description
1 Bank Name The Name of the Bank where you opened your account e.g Equity
2 Branch Branch where you opened the account
3 Street/ Building Street where branch is found
4 County County were branch is based
5 Sub County Sub County where branch is based
6 TSC Number Your TSC Number as recorded on your TSC Certificate
7 Bank Code Ask from your bank
8 Branch Code Ask from your bank
9 Account Number Account number as recorded on your ATM Card
10 Account Name Your Name as it appears on the Bank ATM Card
Get all TSC Forms here; Free PDF Downloads of all TSC Forms.

What to attach on the TSC Bank Form.

Here are mandatory documents to be attached on the filled out TSC Bank Form:

  1. Most recent payslip; For teachers applying for change of pay point. See guidelines here; The TSC Payslip portal and how to download your payslips.
  2. Bank ATM Card; Attach a clear copy of your ATM Card.
  3. National ID Card; A clear Copy of your ID.
TSC Bank Form For Teachers

Click here to download a free PDF Copy of the Latest TSC Bank Form.

Quick TSC Links

TSC Home

TSC Teachers Online

Access adverts, entry/exit returns and teacher registration services

Update Profile

Update biodata and additional documents

TSC TPAD

Access Teacher Perfomance, Appraisal & Development

Pension Status

View pension claims that have been delivered to the Treasury

T-PAY

Access payslips, P9 for tax returns and 3rd party services

TSC FAQs

Get answers to recurrent questions about general HR issues

De-registered Teachers

Approved Study Leave

TSC Returned Certificates

TSC Medical Scheme

TSC Downloads

TSC Commissioners

TSC Secretariat

TSC Functions and Mandate

TSC Structure/ Organogram

TSC Teacher Recruitment and Selection

TSC Transfers

TSC Determination of a discipline case

TSC Offences

TSC Teacher Registration

TSC Allowances

TSC Promotions

TSC Leaves Information

Teachers Email Activation

Contact Us.

TSC News Portal

New TSC TPAD Lesson Observation Form

TEACHERS SERVICE COMMISSION NEW LESSON OBSERVATION FORM (LOF)- The Teachers Service Commission (TSC) has produced a new Lesson Observation Form for teachers. This form is to be used during the TPAD 2 online appraisal process.

The new form has a total mark load of 100% as opposed to the old form which had 25%. The new form has 5 assessment areas, namely:

The five (5) assessment areas in the new lesson observation form.

S/No Assessment Area Maximum Marks
1 Introduction and Lesson Organisation 16 marks
2 Content Delivery 20 marks
3 Teaching Methods/ Techniques 20 marks
4 Learner Involvement and Communication 24 marks
5 Classroom Management 20 marks
6 Total 100 marks

 

Get all TSC Forms here; Free PDF Downloads of all TSC Forms.

The new TSC Lesson Observation Form.

TEACHERS SERVICE COMMISSION LESSON OBSERVATION FORM(LOF)
Name of the Institution:
Teacher’s Name:

TSC.NO.

 Observer’s Name:

TSC. NO
Class/Grade: Learners Present: Time:

Date :

 Subject/Learning Area:

Topic/Strand:
Lesson Sub-Strand:
Observation Areas Performance indicators What was Observed Marks
 
  1. Introduction and Lesson Organisation

 

(Each 4 Marks = 16)

 i. Review of the previous lesson/content related to the current lesson

ii. State the objective of the current lesson

iii. Link the previous lesson to the current lesson

iv. Quality of introduction: captivating/ capture learners interest

 i.

 

ii.

 

iii.

 

iv.

  
2. Content Delivery

 

(Each 4 Marks =20)

 i. Mastery of content in line with the syllabus

ii. Answering of students questions accurately

iii. Teaching with lesson notes and lesson plan

iv. summarized the lesson by highlighting the key points

v. Covering the lesson within the stipulated time (Started on time and ended on time)

 i.

 

ii.

 

iii.

 

iv.

 

v.

  
3. Teaching Methods/ Techniques

 

(Each 4 Marks =20)

 i. Use of appropriate teaching methods (Question and answer, Demonstration, experimentation, Discussion/Group work, Field work) ii. Use of appropriate teaching/learning aids

iii. Use of varied teaching methods

iv. Demonstrate innovation and creativity in teaching

v. Ability to simulate learners

 i.

 

ii.

 

iii.

 

iv.

 

v.

  
4.Learner Involvement and Communication

 

(Each 4 Marks = 24)

 i. Answering and asking question

ii. Observation

iii. discussion and presentation

iv. experimentation

v. Field work/presentation

vi. Discovery/presentation

 i.

 

ii.

 

iii.

 

iv.

v.

  
5. Classroom Management

 

(Each 4 Marks =20

 i. Arrangement of desks to enable a teacher to reach an individual student

ii. . Moving in class to observe students work

iii. Marking/checking students in class

iv. No chorus answers/knowing learners by name

v. Cleanliness of the classroom.

 i.

 

ii.

 

iii.

 

iv.

 

v

  
Total =100      
To convert to Likert Scale: Marks scored in a performance area are divided by total marks in that performance area then multiplied by five (5). This will give a Likert rating scale of between 1-5. Once these marks are uploaded by the appraiser/observer on TPAD System, the conversion to likert scale will be calculated automatically by the system and reflected on the target number 3 under standard number 1: Professional Knowledge and Practice.
Observer’s Summary Report:
Observer’s Recommendation:
Teacher’s Signature:

Date:

 Observer’s Signature: Date:

Observer’s Signature: Date:

 

NB: There should always be a preparatory meeting before the lesson observation and a feedback session after the lesson observation.

  1. Lesson observation portal is provided in TPAD online system.
  2. The observer is required to enter the marks on the online lesson observation portal after observing a teacher.
  3. This is a compulsory target the online appraisal will remain incomplete to at least 97% if the marks on the duly filled lesson observation form(LOF) are not uploaded on the teacher’s online appraisal.

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