Your TSC Payslip for November 2021 has now been posted online. You can log into your T-Pay account to view and download your payslip. Enter your TSC or ID number as the user name and your password in order to log in and view your payslip.
If you have forgotten your password, then click on the ‘reset password’ to generate a new password.
Log in below to view your November 2021 payslip.
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.
“Through CPGs (Career Progression Guidelines) the Commission has been selectively promoting teachers to the said positions and, therefore, discriminating against deserving cases. All Maasai teachers in Kajiado, are being denied promotion opportunities as a result of the policy,” the petitioners said.
According to the petition, the policy has disadvantaged teachers in Kajiado County who have the requisite experience and skills an opportunity to get promoted.
The teachers say that none of the resident teachers in the county have attained the Job groups L, M and N.
The petitioners, wants the Senate to intervene with a view to have affirmative action by the TSC for appointment to leadership positions of resident teachers and the policy be reviewed to give priority for promotion to leadership positions to resident teachers after which other teachers serving in the county could be considered
Nominated Senator Judith Pareno accused TSC of open bias and demanded investigations, claiming non-Masaai teachers from one community have taken over schools leadership in the “entire Masaailand”.
“All headteachers and their deputies are non-Masaai, most of them are from one community. We will be seeking to show the committee that there is discrimination,” complained Pareno.
On her defense, the TSC Boss told the Senators that the commission is guided by the Code of Regulations for Teachers in effecting promotion.
“To this end, all promotion above common cadre grades and to administrative positions are filled competitively as per the provisions of the Code of Regulation for Teachers and the Constitution of Kenya,” Said Dr. Macharia.
“Once a vacancy is established, the commission advertises the same through print and electronic media for interested teachers across the country to make applications for the positions.” She added.
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. Also ongoing are promotions and deployments of primary school teachers (who have attained degrees) to secondary schools.
Also in the pipeline is Diploma teachers’ promotions interviews.
TSC Promotions 2021- Joy for Diploma Teachers as TSC sets new dates for interviews
Access adverts, entry/exit returns and teacher registration services
Update biodata and additional documents
Access Teacher Perfomance, Appraisal & Development
View pension claims that have been delivered to the Treasury
Access payslips, P9 for tax returns and 3rd party services
Get answers to recurrent questions about general HR issues
TSC Teacher Recruitment and Selection
TSC Determination of a discipline case
The Teachers Service Commission, TSC, has issued a statement on the supposed mass transfers, delocalization, of teachers in April this year. TSC Boss Dr. NAncy Macharia has refuted claims of planned mass transfer of teachers.
Media reports had indicated the the Commission was priming itself for mass transfers of school administrators during the coming holiday. But, Dr. MAcharia says a circular dated February 26th, 2021, was only meant to carry out routine data collection of staffing status in schools.
While urging the media to give accurate information, the TSC Boss said they will not transfer teachers owing to the current Covid 19 pandemic and forth coming national examinations.
“The Commission, therefore, wishes to assure teachers that the Commission does not plan to effect any mass transfers as alleged in the newspaper story. Teachers must be left to continue conducting their normal teaching duties and conduct national examinations without any interference. Meanwhile, we urge the media to always report accurately” said Dr. Macharia via a presser.
She added that the Commission will only fill those positions that have been left vacant through natural attrition.
This news will be a sigh of relief to thousands of teachers who would have been targeted in the transfer exercise.
The Commission kicked off the delocalization exercise in January, 2018. Other massive deployments would then follow in April, August and December of the same year. Though in April, 2019 the Commission slowed down the transfers as only a few administrators were moved.
Related news; Massive teachers transfers, delocalization looming- TSC news
The exercise has seen the execution of transfers for thousands of long serving principals and school heads; with some supporting and others opposed to the delocalization policy. A number of school administrators moved, so far, were those serving in their homes.
Others had also served in the same stations for a long time. Targeted administrators were mostly transferred to other counties and in some instances different regions.
The TSC TPAD2 portal is specifically designed for primary school Head Teachers, secondary school and college Principals. The TPAD Head of Institution (HoI) portal is used by the head of institution to conduct the following appraisal functions; Self-Appraisal, Schedule a Lesson Observation, Schedule an Appraisal Meeting and Countersign Teachers’ Appraisals.
The portal also allows the HoI to Schedule arbitration meetings, Fill in weekly attendance, View all Teachers’ appraisals in the institution and View all cancelled and failed appraisals.
In addition, through this portal, the HoI is able to access the Institution Set- up menu that enables the HOI to; Manage teachers, Admit incoming staff, Manage institution data and to Input School Performance data.
After logging into his/ her portal, the HOI is able to search a teacher by entering the TSC number or ID number and click on search button.
Through the manage teachers menu, the HOI will also be able to;
From this menu, the HOI will be able to view incoming teachers. This is done by entering the teacher’s details and clicking on the search button and add them into the institution database.
Get all TPAD 2 procedures and documents here.
This portal enables the HOI to add or edit the Institution’s details. Institution data that can be managed here include:
The HOI is able to input the performance of the institution every year by clicking on the School Performance tab under institution set – up menu. A page will appear that will have a tab labelled Add Performance.
On clicking on the Add Performance tab, a pop up window will appear which will allow the HOI to input the mean attained and the year. This is saved into the database by clicking on the Save button.
| DATE | Venue |
| 23rd to 28th November, 2020 | County level venues |
| 29th November to 5th Dec, 2020 | Zone level Venues (Regular) |
| 29th November to 5th Dec, 2020 | County level venues (SNE) |
| S/N | County | Prposed Venues For County Level Training |
| 1 | Kiambu/Nairobi | Thika school for the Blind |
| 2 | Nyeri/Kirinyaga | Tetu Girls |
| 3 | Muranga | Muranga high |
| 4 | Isiolo/Marsabit | Isiolo primary |
| 5 | Kilifi/Tana River/Lamu | Sahajanad special school |
| 6 | Mombasa/Taita Taveta/Kwale | Mama Ngina girls |
| 7 | Kitui/Garissa | Kitui School for VI |
| 8 | Meru/Tharaka Nithi | Meru school |
| 9 | Embu/Laikipia | Kigari TTC |
| 10 | Wajir/Mandera | Wajir high |
| 11 | Migori/Homabay | Kuja school for the deaf |
| 12 | Kisii/Nyamira | Kereri Girls high school |
| 13 | Kisumu/Siaya | Joy land special school |
| 14 | Uasin Gishu/Baringo/Elgeyo Marakwetr | Eldoret school for the deaf |
| 15 | Bomet/Kericho/Narok | Bomet Boys |
| 16 | Machakos/Makueni/Kajiado | Machakos school for the deaf |
| 17 | Nakuru/Samburu/Nyandarua | Ngala school for the deaf |
| 18 | West Pokot/Turkana | St Francis Kapenguria |
| 19 | Nandi/Vihiga | Kapsabet school for the deaf |
| 20 | Kakamega/Busia | Kakamega high school |
| 21 | Bungoma /Trans Nzoia | Misikhu Girls |
| S/NO | COUNTY | SUB COUNTY | PROPOSED TRAINING VENUES |
| 1 | Baringo | Baringo Central | Kabarnet Vocational Rehabilitation Centre |
| 2 | Bomet | Bomet | Tenwek High |
| 3 | Bungoma | Bungoma South | Bungoma Baptist Girls Secondary |
| 4 | Busia | Teso South | St. Monica Chakol Girls High School |
| 5 | Elgeyo Marakwet | Keiyo North | Iten School For The Deaf |
| 6 | Embu | Embu West | Kangaru School |
| 7 | Garissa | Garissa | Garissa Primary |
| 8 | Homabay | Homabay | Homabay High School |
| 9 | Kajiado | Isinya | Moi Girls Isinya |
| 10 | Kakamega | Kakamega East | Sigalagala National Polytechnic |
| 11 | Kericho | Kericho | Kericho Tea Boys Sec |
| 12 | Kiambu / Nairobi | Juja | Mang’u High School |
| 13 | Kilifi / Lamu | Kilifi North | St. Thomas Secondary / Malindi High |
| 14 | Kisii | Kisii Central | Kisii High School |
| 15 | Kisumu | Kisumu | St. Teresa Kibuye Girls |
| 16 | Kitui | Kitui Central | Multi Purpose Training Centre |
| 17 | Laikipia | Laikipia Central | Nanyuki High Secondary School |
| 18 | Machakos | Machakos | Machakos Ttc |
| 19 | Makueni | Makueni | Makueni Boys |
| 20 | Mandera | Mandera | Moi Girls Secondary |
| 21 | Marsabit / Isiolo | Marsabit Central | Moi Girls Secondary |
| 22 | Meru | Imenti North | Meru Teachers Training College |
| 23 | Migori | Migori | Onyalo Secondary School |
| 24 | Mombasa / Kwale | Central | Coast Girls |
| 25 | Murang’a | Murang’a East | Technology Primary |
| 26 | Nakuru | Nakuru East | Upper Hill Sec School |
| 27 | Nandi County | Nandi Central | Kapsabet High School |
| 28 | Narok County | Narok North | St. Mary’s Girls Secondary |
| 29 | Nyamira | Nyamira Sounth | Nyamira Boys |
| 30 | Nyandarua | Central | Nyandarua Hifgh School |
| 31 | Nyeri / Kirinyaga | Central | Tetu |
| 32 | Samburu | Samburu Central | Aic Moi Girls |
| 33 | Siaya | Siaya | Siaya Central Secondary School |
| 34 | Taita Taveta | Voi | Coast Institute Of Technology (Cit) |
| 35 | Tana River | Tana River | Hola Boys |
| 36 | Tharaka Nithi | Meru South | Kiereni Sec.School |
| 37 | Trans Nzoia | Kwanza | St. Monica’s Girls High School-Kitale |
| 38 | Turkana | Turkana Central | Lodwar Mixed Sec |
| 39 | Uasin Gishu | Kesses | Hill School Primary |
| 40 | Vihiga | Sabatia | Igunga Girls Secondary School |
| 41 | Wajir | Wajir | Wajir Primary |
| 42 | West Pokot | West Pokot | Nasokol Girls |
The Teachers Service Commission, TSC, has presented new salary increments to the Salaries and Remuneration Commission, SRC. The salaries increment are to be approved so as to be included in the next next Collective Bargaining Agreement, CBA; cycle. In the proposals, the Commission wants a basic salary increment of between 16 percent and 32 percent; with classroom teachers getting the higher perks.
The 16 percent rise in basic pay should be for teachers in administrative grades (C4 to D5) who reaped big from the 2016-2021 CBA. Classroom teachers in lower grades (B5 to C3) are to be awarded an increment of 30 percent.
But, the teachers’ unions ,Kenya National Union of Teachers (KNUT) and Kenya Union of Post Primary Education Teachers (KUPPET), are vehemently opposed to the proposals terming them a drop in the ocean. The unions claim there were no talks between them and TSC to come up with the new salary scales; as should be the case during the CBA negotiations.
KNUT is proposing a basic pay rise of between 120 and 200 percent, while KUPPET wants 30 to 70 percent increment.
For allowances, TSC is proposing a 20 percent increment in commuter and leave allowances. On its part, house allowance is to be increased by 10 percent. These proposals are by far much lower than what the unions are proposing.
KUPPET is rooting for the expansion of teachers’ allowances so as to include post graduate and township allowances (meant for teachers staying in towns). The union also wants the Commission to harmonize house allowances for all teachers. Currently, tutors plying their trade in towns and former municipalities earn higher house allowances as opposed to their counterparts in rural areas. Harmonization of house allowances should be based on job group as opposed to regions.
Another allowance being fronted by KUPPET is special school allowance to be paid at a rate of Sh15,000 per month.
They also want the readers’ facilitation allowance to be reviewed by 30 percent so as the teachers will get Sh.19,500 per month. This allowance is paid to a visually impaired teacher who has engaged a reader whose minimum qualification is not below KCSE D+/KCE Division III. The allowance is paid at a fixed rate determined from time to time by the commission.
Also called facilitation or aid allowance, reader’s allowance is currently paid at a rate of Sh15,000 per month to the blind teachers and those confined to wheel chairs by virtue of their disability.
The current CBA cycle has expired, paving the way for implementation of the new one with effect from July 2021.
Still on allowances, KUPPET demands that leave allowance be paid based on one’s basic pay i.e. an equivalent of one month’s basic pay for all cadres.
KUPPET says the Commission has no scheme of service for teachers who have attained a Masters and Doctorate degrees. Instead, the employer awards three increments to the holders of such qualifications. The proposed scheme seeks to allow TSC recruit teachers possessing post-graduate qualifications at entry level.
The Union is demanding that the Post graduate scheme of service be developed and be eligible to all teachers holding a Master’s and Doctorate degree. The said teachers shall be paid an allowance equivalent to 40% of the basic salary. Finer details show that the union is seeking to have a holders of Masters Degree getting an increment of 20 percent that is pegged on their basic salaries and 40 percent for PHD degree holders.
The Sossion led outfit is agitating for a 50 percent increment in both house and Commuter allowances. Just like KUPPET, KNUT also wants an upward adjustment on leave allowance equivalent to a teacher’s basic pay for one month.
For hardship allowance, KNUT wants the Commission to award a rise of 50 percent of basic salary.
The medical scheme currently being offered by Minet will still be in place.
The Commission is willing to offer an increase of 20 percent for both commuter and leave allowances. It is also keen to retain the current clusters used to determine the teachers’ house allowances but review it upwards by 10 percent.
Also to be retained is hardship allowance at the current rates.
Proposals by KUPPET to have the TSC introduce new allowances have fell on deaf ears. The Commission has declined the introduction of special school, township and post graduate allowances.
Every teacher working with the Teachers Service Commission, TSC, yearns for a promotion; that comes with increased allowances, salaries and even new responsibilities. Once promoted a teacher receives a promotion letter which details the new job grade, salary scale and allowances.
The Teachers Service Commission, TSC, introduced the Career Progression Guidelines (CPG) for teachers in 2017. These Career Progression Guidelines outline the academic and professional criteria for teacher career advancement. The guidelines link a teacher’s career progression, to his/her performance and professional conduct.
Under these Career Guidelines, promotion of teachers is subject to the following conditions:
i. existence of funded vacancies in the approved establishment;
ii. attaining minimum qualifications per grade;
iii. pursuing relevant Teacher Professional Development(TPD) modules;
iv. having relevant Experience; and
v. giving satisfactory performance.
Promotion of teachers is done in three different ways:
This applies to a category of teachers who may move from one job group to another without the need for a competitive selection process or availability of vacancies, provided they meet the minimum qualifications for the grade.
This involves teachers in Job Group J (C1), K (C2) and L (C3). Promotion from Job Group J to K and K to L is done after three years satisfactory performance.
To get the common cadre promotion, all you need to do is to fill the TSC promotion form.
Read more news on the new teachers’ job groups, qualifications and responsibilities here.
In considering the promotion of a teacher under the common cadre establishment, TSC considers the following minimum conditions:
This type of TSC promotion covers non-graduate teachers in Job Groups G (B5) and H (C1), who must undertake a Teacher Proficiency Course. This has since become defunct.
Promotion of teachers to Job Groups M (C4), N (C5), P (D1), Q (D2) and R (D3) is done through competitive selection. The Commission usually advertises for these vacancies after some time (subject to availability of funds). Interested and qualified applicants are then supposed to apply through the TSC online portal.
Shortlisting of applicants is done at the TSC headquarters. Names of shortlisted candidates for Job Groups M and N and guidelines are then forwarded to County Directors and Regional Coordinators who conduct the interviews at the county and Regional Levels; respectively.
In the latest TSC guidelines, appointment and deployment of of all primary school institutional administrators and all institutional administrators for county, sub county and day (secondary) schools are to be coordinated by the Regional Coordinator.
The regional selection panel shall have the regional director (who shall be the chair), the host county director (secretary), the host county Human Resource Officer and all other county directors from the region.
Similarly, the county selection committee shall be composed of: the county director (chairperson), host sub county director (secretary), the county Human Resource Officer and all other sub county directors from the county.
The Commission may refuse to consider a teacher for promotion if the teacher has not completed:
You are now more informed on TSC promotions and letters. Feel free to share this great news to your friends.
The Teachers Service Commission, TSC, has released a new TPAD 2 lesson observation form. The form is used during the actual lesson observation process in class by the appraiser.
Scores and comments entered in the new lesson observation form are then uploaded to the appraisee’s TPAD 2 form online. This manually filled lesson observation form can then be uploaded as one of the many documents to be attached as evidence for the teaching standards.
Below is the new TPAD 2 lesson observation form. You can also click on this tpad 2 lesson observation form link to download a pdf copy of the the form.
| TEACHERS SERVICE COMMISSION | |||
| LESSON OBSERVATION FORM | |||
| TEACHERS’S | SUBJECT | ||
| FULL NAME | |||
| TSC NUMBER | TOPIC | ||
| ID NUMBER | LESSON TOPIC | ||
| CLASS | NO. OF LEARNERS | ||
| OBSREVER’S | OBSERVER’S I.D NO. | ||
| NAME | |||
| INTRODUCTION AND LESSON ORGANISATION | |||
| PERFORMANCE INDICATORS | MAX | OBSERVER’S | OBSERVER’S COMMENTS |
| SCORE | SCORE | ||
| (MAX IS 1) | |||
| Review of the previous lesson/content related to | 1 | ||
| the current lesson | |||
| State the objective of the current lesson | 1 | ||
| Link the previous lesson to the current lesson | 1 | ||
| Quality of introduction: captivating/capture | 1 | ||
| learners interest | |||
| CONTENT DELIVERY | |||
| PERFORMANCE INDICATORS | MAX SCORE | OBSERVER’S | OBSERVER’S COMMENTS |
| SCORE | |||
| (MAX IS 1) | |||
| summarized the lesson by highlighting the key | 1 | ||
| points | |||
| Teaching with lesson notes and lesson plan | 1 | ||
| Mastery of content in line with the syllabus | 1 | ||
| Answering of students questions accurately | 1 | ||
| Covering the lesson within the stipulated time | 1 | ||
| (Started on time and ended on time) . | |||
| TEACHING METHODS/TECHNIQUES | |||
| PERFORMANCE INDICATORS | MAX SCORE | OBSERVER’S | OBSERVER’S COMMENTS |
| SCORE | |||
| (MAX IS 1) | |||
| Use of appropriate teaching methods (Question | 1 | ||
| and answer, Demonstration, experimentation, | |||
| Discussion/Group work, Field work) | |||
| Use of appropriate teaching/learning aids | 1 | ||
| Use of varied teaching methods | 1 | ||
| Demonstrate innovation and creativity in teaching | 1 | ||
| Ability to simulate learners | 1 | ||
| LEARNER INVOLVEMENT AND COMMUNICATION | |||
| PERFORMANCE INDICATORS | MAX SCORE | OBSERVER’S | OBSERVER’S COMMENTS |
| SCORE | |||
| (MAX IS 1) | |||
| Answering and asking question | 1 | ||
| Observation | 1 | ||
| discussion and presentation | 1 | ||
| Experimentation / Demonstration / Discussion / | 1 | ||
| Discovery / Question and answer | |||
| Field work/presentation | 1 | ||
| Discovery/presentation | 1 | ||
| CLASSROOM MANAGEMENT | |||
| PERFORMANCE INDICATORS | MAX SCORE | OBSERVER’S | OBSERVER’S |
| SCORE | COMMENTS | ||
| (MAX IS 1) | |||
| Cleanliness of the classroom | 1 | ||
| Arrangement of desks to enable a teacher to reach | 1 | ||
| an individual student | |||
| Moving in class to observe students work | 1 | ||
| 1 | |||
| Marking/checking students in class | |||
| 1 | |||
| No chorus answers/knowing learners by name | |||
| OBSERVER’S SUMMARY REPORT…….………………………………………………………………………………….. | |||
| OBSERVER’S RECOMMENDATION………………………………………………………………………………………. |
TSC Medical Scheme- Are you looking for a list of all Teachers’ Medical Scheme Service Providers (Hospitals) List 2021 per County, Minet Managers’ Contacts and office locations? You can now get the latest list of all medical scheme service providers and Minet Offices in Nandi County.
You may also like;
| County | Sub-county | Town | Name of Service Provider | Mode Of Access |
| Nandi | Chesumei | Baraton | Jeremic Baraton Community Medical Centre | Direct |
| Nandi | Chesumei | Kapsabet | The White Crescent Hospital | Direct |
| Nandi | Chesumei | Kapsabet Town | Reale Hospital Ltd Kapsabet | Direct |
| Nandi | Chesumei | Kapsabet Town_Safari Hotel | Bliss Medical Centre Kapsabet | Direct |
| Nandi | Chesumei | Mosoriot | Mosoriot Medical Services | Direct |
| Nandi | Mosop | Kimngoror | Ack Kimngoror Health | Direct |
| Nandi | Mosot | Kabiyet | Eagle Medical Centre Kabiyet | Direct |
| Nandi | Nandi | Nandi | Alpha Hill Medical Centre | Direct |
| Nandi | Nandi Hills | Nandi Hills | Nandi Hills Medicare | Direct |
| Nandi | Nandi Hills | Nandi Hills | Bethesda Health Care Services | Direct |
| Nandi | Nandi South | Maraba | Chepsoo Medical Centre Maraba | Direct |
| COUNTY | NAME | DESIGNATION | MOBILE NO. | EMAIL ADDRESS | OFFICE TYPE | EXACT LOCATION |
| Nandi | Linah Agwata | Care Manager | 799447797 | linah.agwata@minet.co.ke | County Office | White Crescent Hospital- Kapsabet |
Access adverts, entry/exit returns and teacher registration services
Update biodata and additional documents
Access Teacher Perfomance, Appraisal & Development
View pension claims that have been delivered to the Treasury
Access payslips, P9 for tax returns and 3rd party services
Get answers to recurrent questions about general HR issues
TSC Teacher Recruitment and Selection
TSC Determination of a discipline case
Are you wondering what is the meaning of the new provident fund deduction that is appearing on your payslip? well. The provident fund in your payslip is public service superannuation scheme. It is a deduction for pension for civil servants, teachers, disciplined forces and judges except the Chief Justice and the Deputy Chif Justice.
For men the 2% deduction for this scheme has been taken care of by the Widows and Children’s Pension Scheme (WCPS) that has been stopped.
The deduction will gradually be raised up to 7.5%. The government will provide another 7.5% to make it 15%.
To make the burden lighter for employees, they will contribute only 2% of their basic pay in the first year (2021). In 2022 (the second year), teachers will contribute 5% of their basic pay while the full 7.5% deduction will be effected as from the third year (2023).
Under this scheme, if you quit your current job and join another field, your accrued pension will be transferred to that field.
The scheme will be mandatory for all employees aged below 45 years. On the other hand, the current Public Service Pension arrangement will be closed to all new employees and all serving employees who will be aged below 45 years as at 1st January, 2021. Employees aged 45 years and above as at that date will be given an option to join the new Scheme or remain in the old Scheme.
Read all the details on this scheme here; Government now rolls out the Provident Fund deduction.
A total of 32,431 teachers applied and were shortlisted for the recently advertised TSC promotion vacancies. According to data released 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 to the final list of shortlisted candidates. The Counties are: Kilifi, Lamu, Laikipia, Marsabet, Meru, Mombasa, Garissa, Mandera, Nairobi and Uasin Gishu.
Meanwhile, the Commission has released the lists of shortlisted applicants per County. Teachers who applied for promotions vacancies can now download the lists and check their respective interview dates, venues and time. The lists feature names of applicants for Deputy Principal I, Deputy Principal II, Senior Lecturer, Deputy Principal III, Curriculum Support Officers, Head Teacher, Senior Master IV, Deputy Head Teacher II, Senior Lecturer IV and Senior Master IV promotion vacancies.
See also; TSC promotion interview questions and their answers 2021
Interviews for these promotions will be carried out between February 8 and 19, 2021 at designated TSC County offices countrywide.
| County | Venue | Number of candidates | Number of Interview panels |
| Kiambu | Kiambu | 1717 | 6 |
| Kisii | Kisii | 1673 | 5 |
| Kakamega | Kakamega | 1488 | 5 |
| Isiolo | Meru | 1407 | 5 |
| Nakuru | Nakuru | 1395 | 5 |
| Murang’a | Murang’a | 1363 | 5 |
| Machakos | Machakos | 1362 | 5 |
| Bungoma | Bungoma | 1346 | 4 |
| Kitui | Kitui | 1233 | 4 |
| Wajir | Nairobi | 1168 | 4 |
| Makueni | Makueni | 1146 | 4 |
| Kisumu | Kisumu | 1142 | 4 |
| Hamabay | Hamabay | 1009 | 3 |
See also; TSC lists of shortlisted applicants for promotions in 2021 per County; Interview dates and venues
Get the full list, below;
[embeddoc url=”https://educationnewshub.co.ke/wp-content/uploads/2021/02/TSC-STATISTICS-FOR-SHORTLISTED-CANDIDATES-PER-COUNTY.pdf”]
TSC Medical Scheme- Are you looking for a list of all Teachers’ Medical Scheme Service Providers (Hospitals) List 2021 per County, Minet Managers’ Contacts and office locations? You can now get the latest list of all medical scheme service providers and Minet Offices in Garissa County.
You may also like;
| County | Sub-county | Town | Name of Service Provider | Mode Of Access | Services |
| Garissa | Dadaab | Hagadera | Asad Medical Centre | Direct | OP/IP/MAT |
| Garissa | Garissa Township | Garissa Township | Al- Maqdis Medical Centre | Direct | IP/Dental/OP |
| Garissa | Garissa Township | Garissa Township | Antaliya Hospital Ltd | Direct | OP/IP/MAT/Dental |
| Garissa | Garissa Township | Garissa Township | Garissa Mother And Child Care Nursing Home | Direct | MAT |
| Garissa | Garissa Township | Garissa Township | Bliss Medical Centre Garissa | Direct | OP/Dental/Optical |
| Garissa | Ijara | Ijara | Shamsu Healthcare Limited | Direct | IP/OP |
| COUNTY | NAME | DESIGNATION | MOBILE NO. | EMAIL ADDRESS | OFFICE TYPE | EXACT LOCATION |
| Garissa | Ali Halake | Care Manager | 729407766 | ali.halake@minet.co.ke | County Office | BLISS GVS -Opposite Immigration Office Sankuri Road, Off KMTC – Garissa |
Access adverts, entry/exit returns and teacher registration services
Update biodata and additional documents
Access Teacher Perfomance, Appraisal & Development
View pension claims that have been delivered to the Treasury
Access payslips, P9 for tax returns and 3rd party services
Get answers to recurrent questions about general HR issues
TSC Teacher Recruitment and Selection
TSC Determination of a discipline case
As a teacher employed by the Teachers Service Commission (TSC) you may find yourself on the wrong side of the TSC Code of Conduct and Regulations for teachers. You may be involved in an offence and is thus necessary that you understand the TSC discipline process for teachers.
The discipline process begins in the institutions where teachers are based. To enhance quality teaching and learning, it is prudent that teacher managers, administrators/ supervisors are thoroughly conversant with the provisions of legal documents governing the conduct of teachers in the performance of their duties.
Administrators/ are expected to be more knowledgeable of these provisions in order to advise teachers appropriately.
Allegations of misconduct against teachers may be reported to any of the following administrative structures:
Any person who believes that a teacher’s conduct is un-professional may lodge a complaint in the following manner:-
Investigation is the examination, study, search for, tracking and gathering of factual information or establish the truth to ensure that miscarriage of justice is not done.
The Code of Regulations for teachers and the TSC Act 2012 mandates the Commission and Boards Of Management to investigate and assemble evidence.
Upon receiving a complaint about a teacher’s conduct, the Commission may proceed to investigate the matter as follows:
Where the allegation is made against a teacher
Where the allegation is made against a head of institution:-
The investigating officer records the Complaints as follows:-
The Reporting Officer to record main points in summary as follows:-
In case of sexual intercourse, the reporting party should ensure that the students/pupils, append their name, age signature, admission no./class. There is need for the officer to read the statement and be satisfied that it gives enough information to support the case/claim/ allegation leveled against the accused.
The recorded statement to be read back to her/him. The investigating officer to record that it was read out and both append their names, signature and identification number. This is to certify that the record is a true account.
In cases where the complainant can neither read nor write the investigating officer writes the oral evidence in the presence of a credible witness and both to append their signatures/thumb print.
Witnesses must record statements and append their names, signature, identification number, admission numbers, class and date. These too should read aloud to the witnesses and should be recorded that this was done in the presence of the witnesses.
Statements written in vernacular should be translated by a credible person who indicates and signs accordingly
Statements written for witnesses who can not write be acknowledged accordingly and read out to them before they thumb stamp.
In Law the right to be heard fairly includes the following elements:-
During the hearing stage the following should be observed:-
During this stage the investigating panel should:-
If the panel is satisfied that there is sufficient evidence of a breach of the Code by a teacher:-
c) Where a teacher’s misconduct is as result of a medical condition, the BOM shall not interdict the teacher but shall investigate, assemble evidence and submit a report to the Commission for administrative action, which may include:
– Grant sick leave;
– Terminate services;
– Recommend his/her case to the Medical Board for assessment;
– Retire the teacher in public interest;
– Retire the teacher compulsorily;
The interdiction letter should be in the prescribed format as provided in the CORT
Only the designated TSC officers shall interdict. The Secretary to the Board shall only interdict after he/she has been authorized by a minute of the full BOM.
The interdiction letter should be forwarded to the TSC Headquarters with certified copies of all supportive documentary evidence and the investigation report/minutes of the BOM duly authenticated by the investigating officers should accompany it.
NB: The Commission has the discretion to undertake direct investigation or re-investigate into any allegations as it may deem necessary.
The Commission/TSC County Director/BOM:
TSC Medical Scheme- Are you looking for a list of all Teachers’ Medical Scheme Service Providers (Hospitals) List 2021 per County, Minet Managers’ Contacts and office locations? You can now get the latest list of all medical scheme service providers and Minet Offices in Tharaka Nithi County.
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| County | Sub-county | Town | Name of Service Provider | Mode Of Access | Services |
| Tharaka Nithi | Maara | Chogoria | Holiday Medical Centre | Direct | OP |
| Tharaka Nithi | Maara | Chogoria | Pcea Chogoria Hospital | Direct | OP/IP/MAT |
| Tharaka Nithi | Chuka/igambangombe | Chuka | Komarock Modern Hospital Chuka | Direct | OP/IP/MAT/Dental |
| Tharaka Nithi | Chuka/igambangombe | Chuka | Optimal Family Medical Centre Chuka | Direct | Optical/Dental |
| Tharaka Nithi | Tharaka North | Gatunga | Gatunga Catholic Health Centre | Direct | OP/Dental/MAT/IP |
| Tharaka Nithi | Tharaka North | Mukothima | Mukothima Health Centre | Direct | OP/IP/MAT |
| Tharaka Nithi | Tharaka South | Kathwana | Komarock Modern Hospital Kathwana | Direct | OP/IP/MAT/Dental |
| COUNTY | NAME | DESIGNATION | MOBILE NO. | EMAIL ADDRESS | OFFICE TYPE | EXACT LOCATION |
| Tharaka Nithi | Eric Kubai | Care Manager | 702969609 | eric.kubai@minet.co.ke | County Office | PCEA Chogoria Hospital – Karuma-Kilifi Rd, Chogoria – Tharaka Nithi |
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TSC Determination of a discipline case
The Teachers Service Commission, TSC, has announced the sacking of thirty teachers for gross misconduct. The dismissal of the tutors was announced on Monday October 12, 2020, as schools reopened after a closure of close to seven months. According to the list at our disposal, most of those sacked are male teachers.
While noting that the said teachers are yet to be formally dismissed, Wababu confirmed that there was enough evidence to warrant their dismissal.
“The teachers are in the process of being dismissed, and after the CEO (TSC Chief Executive Officer, Dr. Nancy Macharia)has approved the list, then it will be gazetted; thereby confirming their dismissal,” She explained.
She said the offences committed by the teachers included: immoral behaviour and forging of academic certificates among others; as prescribed in the Teachers Code of Conduct.
In August, TSC released a list of 40 teachers who had been de-registered for committing similar offences.
The Commission has at the same time announced the registration of 8,500 new teachers. TSC Head of Corporate affairs, Betty Wababu, says the registered teachers are not part of the 11,000 who are being recruited; explaining that registration is different from hiring.
“Registration is different from hiring. The recruitment process is not over yet. Those are just teachers that have been registered with us. The number of teachers being recruited still stand as reported and when the process ends we are not going to to recruit more teachers because we are funded by the National Treasury to do the recruitment,” Wababu said.
