Tag Archives: TSC Payslip 2021

TSC News Portal

TSC merit lists for the 2020 teachers’ recruitment per County

The Teachers Service Commission, TSC, has released the lists of shortlisted teachers for the September/ October 2020 recruitment exercise. The Merit lists have been dispatched to Counties and will be used during the upcoming interviews.

Samburu county 2020 September tsc job applicants list.

Name Tsc no. Combination Schools applied
1. Leriano mark leamalio 888639 Kisw/hist Baragoi girls

Wamba  boys
2. Patricia ndilayo lesampei 884569 Hist/cre Baragoi girls

Barsaloi mix

Marti mix

Aic moi girls
3.David lekarabi 828975 Geo/Bis Wamba boys
4. Lesupeer. Alfonzo Ltipikwa 842340 Kisw/Hist Baragoi girls

Wamba sec
5. Joseph Lengala 819681 Kisw/cre Maralal High

Kisima girls
6.William Leipele  840531 Kisw/cre Maralal high

Kisima girls
7.Joyce Furaha Lengerded 884924 Math/Bis Wamba girls

Waso sec
8. Lesokoyo Daniel 878191 Geo/Bis Wamba boys
9.Loong’onyo Mangistu Peter 770357 Hist/cre Barsaloi mix

Aic moi girls
10. Domnic Lteekwa Leparkeri 884131 Eng/Lit Kisima girls

Samburu mix

Wamba mix

 
11.Lemedero Lewis Saruni 801602 Kisw/Hist Wamba sec

Baragoi girls
12. Lekamario Jethro Galo 876036 Kisw/Hist Baragoi girls

Wamba sec
13. Letoole Peter 767160 Hist/cre Barsaloi mix

baragoi girls

Aic moi girls

 
14. Daniel Lerantilei 827757 Maths/chem Maralal high

Maralal mix

Tuum girls
15.Joseph kaseita Lologol 874109 Kisw/Hist Baragoi girls

Wamba boys
16.Joyce Naboo Lekuchula 828123 Hist/cre Aic moi girls

Barsaloi mix
17.Lekisolish p. Resiana 846659 Kisw/cre Kisima girls
18. Letowon Sainapu Benson 842675 Hist/cre Baragoi girls

Marti mix

Aic moi girls

Barsaloi mix
19. Petro kikai Lereete 769595 Hist/ cre Baragoi girls

Barsaloi mix

Marti mix
20. Lepiile Moses Longwari 886489 Hist/cre Baragoi girls

Barsaloi mix

Aic moi girls

Marti mix
21.John Lolmeweti 773450 Hist/cre Barsaloi mix

Aic moi girls
22.Lesampei Stephen 777734 Hist/cre Barsaloi mix

Aic moi girls

Baragoi girls
23.Job Letitoya 829057 Kisw/cre Maralal High

Kisima girls
24. Lenamuge Loisia Jeremiah 831937 Geo/maths Emining boys – Baringo county
25. Stephanie Leparmarai 814431 Eng/lit Samburu mix

Kisima girls

Wamba mix

 
26. Margaret Kipllangat 814125 Kisw/cre Kisima girls
27. Victor Lenaitamany 826894 Eng/lit Wamba mix
28.Ndedeu melvina lekalkuli 781487 Hist/cre Barsaloi mix

Aic moi girls
29. Jackson lelasin  882642 Eng/lit Samburu mix
30. Philip lesepe 829520 Maths/bis Wamba girls

Waso boys
31. Lemanyaro Daniel 767592 Hist/cre Barsaloi mix

Aic moi girls
32.benard loishorua lekitaiyet 821269 Kisw/hist Wamba boys

Baragoi girls
33.leitore ltushukwa hosea 857353 Hist/cre Marti mix

Aic moi girls

Barsaloi mix
34.lekupano ronkoi Daniel 857172 Kisw/cre Maralal high

Kisima girls
35. Jeremiah lodan 786154 Hist/cre Barsaloi mix

Marti mix

Aic moi girls

Baragoi
36. Leparsaiya james 829102 Kisw/cre
37. Melin lalatap 808115 Maths/geo Umoja day -laikipia west
38. Boniface lekulal 884373 Kisw/hist Baragoi girls
39. Lagat kemboi george 774851 Kisw/cre Maralal high

Kisima girls
40. Lemasaiyo Samuel 870597 Kisw/cre Maralal high

Kisima girls
41. Philomena lororua 849981 Eng/lit Kisima girls

Wamba mix

Samburu mix
42. Moses letitoyia 820714 Eng/ lit Samburu mix

Kisima girls

Wamba mix
43. Lenairoshi  Samuel lpatasi 856041 Hist/kisw Wamba boys

Baragoi girls
44. Lelekong rapunye 872653 Hist/cre Barsaloi mix

Baragoi girls

Aic moi girls
45. Sylvester chomba 883367 Maths/ phy Kisima mix

Kirisia boys

Wanna boys
46. Domnic lekulal 809553 Hist/cre Aic moi girls

Barsaloi mix

Marti mix
47.Theophilus lengupae 863069 Kisw/cre Baragoi girls

Wamba boys
48.january lereete 854655 Kisw/hist Wamba boys
49.sylvester  adero 878648 Eng/lit Wamba mix
50.ezekiel lenengwesi 826172 Eng/lit Wamba mix

Samburu mix

Kisima girls

 

TSC News Portal

How do I get a duplicate TSC certificate? See simple procedure here

The Teachers Service Commission (TSC) can issue you with a Duplicate Certificate of Registration. Replacement of the TSC Certificate is done in case your certificate of registration is lost, destroyed or misplaced upon payment of non-refundable fee.

Application for a TSC Certificate Replacement is done purely online at the TSC Online Portal (sc-online-portal-https-teachersonline-tsc-go-ke).

APPLICATION FOR DUPLICATE CERTIFICATE OF REGISTRATION

A teacher will be required to fulfil the following requirements in order for him or her to be issued with a duplicate certificate:-

  • Make an application online on TSC website www.tsc.go.ke
  • Pay a non-refundable fee of Ksh. 2055 deposited to TSC Registration Account: National Bank of Kenya – Direct Banking A/C No. 0100100570400.
  • In case of:-
     Lost, destroyed or misplaced certificate an original police abstract must be uploaded.
     Change of names on the certificate, an affidavit or marriage certificate must be uploaded.
  • Any other relevant document as the case may be.

You may also like; How to apply for your TSC Number/ Certificate with ease.

 Important Notes for Applicants (TSC Does Not Accept Paper Applications).

  1. All sections of this registration application MUST be completed in full.
  2. Please fill in all the required information.
  3. It is a serious offence to willfully give false information to the Teachers Service Commission. The law provides that any person convicted of the offence may be fined up to Ksh 100,000 or imprisoned for Twelve (12) months or both (Section 44 of TSC Act No. 20 of 2012).
  4. You can save part of this form and complete it on a later time if necessary.
  5. Scan and Attach Only the  Required Documents:
  • Only original documents should be scanned and uploaded.
  • For example ID, affidavit, marriage certificate, police abstract as is applicable
  • For Duplicate Certificate Application a non refundable fee of Kshs. 2055/- deposited to the TSC Registration Account National Bank of Kenya Direct Banking to A/C No. 01001005707400.

Ensure you have Bank Deposit Slip before proceeding with the duplicate certificate application.

How to apply for a TSC Duplicate Certificate.

Application for this certificate is done online. For a complete and simplified guide on how to apply and get your certificate in the shortest time possible, click here; Step by step guide on how to successfully apply for your TSC duplicate Certificate.

TSC News Portal

TSC releases new requirements for pension processing and payments

Are you a retired TSC teacher? Are you wondering how you can have your pension paid immediately? Worry no more. The Teachers Service Commission, TSC, has made necessary adjustments to ensure quick processing of pension for retired teachers.

The mandatory retirement age is sixty (60) years. A notice will be issued two years before the date of retirement. The Commission may issue a shorter retirement notice under special circumstances.

Upon receipt of the retirement notice a teacher shall;

  1. Promptly forward all the required documents listed in the notice.
  2. Indicate full particulars of his/her bank account in the bank forms.
  3. Commute a fraction of his/her pension up to a quarter.
  4. Confirm Tax status with KRA and settle any tax liabilities.

Scenarios where one has to wait for a long time for the pension to be paid are now long gone.

Documents required by TSC to process pension for retired teachers

To ensure faster processing of pension payments, retiring teachers need to avail the following documents:

  • Duly filled TSC clearance certificate.
  • Two copies of bank plate both sides.
  • Two copies of national ID card both sides.
  • Duly completed option to commute pension form in duplicate.
  • Duly completed lump sum payment form (bank form).
  • Two copies each of all promotion letters/certificates.
  • The earliest copy of pay slip showing Women’s and Children’s Pensions Scheme (WCPS) deductions for male teachers.
  • Copies of marriage certificates/affidavits to confirm names for married teachers whose documents have different names.
  • Teachers who served as Untrained Teachers to attach NSSF statement.
  • Two copies of KRA PIN certificate

The Commission then forwards the approved pension cases to the National Treasury which effects the payments. Find full details on how pension is calculated in the link below;

Related news: TSC: Retirement Benefits/ Pension paid to teachers; when can a teacher qualify for pension and all you need to know about the current pension and the new proposed contributory pension scheme

TSC News Portal

TSC Recruitment Marking Scheme

Have you applied for the advertised 1,550 vacancies to replace teachers who exited service through natural attrition (1,119 posts for primary schools and 431 posts for secondary schools)? Well. The Teachers Service Commission, TSC, has released a marking scheme/ score sheet to be used during the recruitment.

TSC RECRUITMENT MARKING SCHEME 2021

SCORE SHEET FOR SECONDARY SCHOOLS TEACHERS RECRUITMENT

A). AWARDING OF MARKS BASED ON ACADEMIC AND PROFESSIONAL QUALIFICATIONS

Teachers are awarded marks, here, depending on the strength of their academic papers. If you have a better qualification, you will definitely score more marks, here. The maximum score for this part is 35 percent.

HOW MARKS ARE AWARDED FOR TEACHERS WITH BACHELOR OF EDUCATION (BED) DEGREE.

Scoring areas Maximum score
BED Degree First Class Honors 35
BED Degree Second Class Upper 30
BED Degree Second Class Lower 25
BED Degree Pass 20

 

HOW MARKS ARE AWARDED FOR TEACHERS WITH BACHELOR OF ARTS (BA) PLUS PGDE OR BACHELOR OF SCIENCE (BSC) PLUS PGDE.

Scoring areas Maximum score
First Class Honors 35
Second Class Upper 30
Second Class Lower 25
Pass 20

 

HOW MARKS ARE AWARDED FOR TEACHERS WITH DIPLOMA PLUS DIPLOMA IN TECHNICAL EDUCATION.

Scoring areas Maximum score
Distinction 25
Credit 20
Pass 15

HOW MARKS ARE AWARDED FOR TEACHERS WITH DIPLOMA IN EDUCATION

Scoring areas Maximum score
Distinction 25
Credit 20
Pass 15

 

Related content;

B). AWARDING OF MARKS BASED ON LENGTHY OF STAY SINCE QUALIFYING AS A TEACHER.

The marking scheme in this area favours those teachers who have stayed at home for longer periods since qualifying as a teacher. The maximum score for this area is 50 percent.

The year of completion of professional training (BED or PGDE) whose certificate is used for scoring in part A of the score sheet determines the length of stay but not the year of enhancement.

AWARDING MARKS BASED ON THE LENGTH OF STAY SINCE QUALIFYING AS A TEACHER FOR THOSE WHO HAVE NEVER BEEN EMPLOYED BY TSC

Length of Stay Maximum Score
2012 and before 50
2013 45
2014 40
2015 35
2016 30
2017 25
2018 20
2019 15
2020 and after 10
Maximum Score 50

 

AWARDING MARKS BASED ON THE LENGTH OF STAY SINCE EXISTING FROM SERVICE FOR THOSE PREVIOUSLY EMPLOYED BY TSC

Length of Stay Maximum Score
2020 and after 50
2019-2018 45
2017-2016 40
2015-2014 30
2013-2012 25
2011-2010 20
2009-2008 15
2007 and before 10
Maximum Score 50

C). AWARDING OF MARKS BASED ON COMMUNICATION AND OTHER ABILITIES

This section is very important as many candidates tie on parts A and B. This part, therefore, is used to break ties. You must be well versed with TSC and current affairs apart from having a clear understanding of your teaching areas.

You, at the same time, must have certified co-curricular certificates to ensure you scoop the maximum 5 marks in this section. Please note that no candidate should score zero in this area.

Scoring area Maximum Score
Communication skills 1
Presentation 1
Participation in Co-curricular activities while teaching 1
Students’ academic performance 1
Special talents 1
Maximum Score 5

 

E). Teachers who have served as interns, before, are awarded an extra 10 marks provided they show evidence of internship service.

THE RECRUITMENT SCORE SHEETS FOR SECONDARY SCHOOL TEACHERS ON PERMANENT AND PENSIONABLE TERMS- 2020/2021

TSC News Portal

TSC to move teachers in April

The Teachers Service Commission, TSC, is gearing up for massive teacher transfers in April this year. The Commission will be targeting Principals in County and Sub-County schools plus primary school head teachers.

Those to be moved are administrators who have overstayed in the same station for nine years and above. Also targeted are teachers working in their home counties.

The Commission’s Deputy Director in charge of staffing Dorothy Owuor through a circular dated February 26 asks all regional directors to prepare a list of school administrators who have overstayed and those working in their home counties.

“This information should reach this office on or before 4th March 2021.” She directs.

“Schools to be filled by the newly appointed Principals in Grade D3 to be left vacant.” She adds.

Those to be exempted from the transfers are teachers aged above 55 years. The delocalization exercise had been slowed down as a result of the Corona virus pandemic and prolonged closure of schools.

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.

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.

See also; TSC releases new procedure for appointment and deployment of head teachers, principals, deputies, senior teachers and masters

Deployment of school administrators

The Commission is currently compiling lists of successful candidates in the just concluded promotions interviews. The interviews were carried out between February 8 and 19, 2021 at designated TSC County offices countrywide. Apart from increased perks, some of the candidates will be deployed to administrative positions.

The responsibility of appointing all primary school and secondary schools’ administrators (apart from extra county and national schools) has since been decentralized to the counties and regional offices.

It is the sole responsibility of the Regional Director (RD) to select, appoint and deploy successful candidates. This shall be done in liaison with the respective county directors. A merit list and copies of appointment letters are then be sent to the head quarter (addressed to the Secretary TSC) by the RD.

It is important to note that the appointment and deployment of the principals of extra county and national secondary schools is done at the head quarter by the Director in charge of staffing.

These new changes to deployment process took effect from February 13, 2020.

TSC News Portal

New TSC Career Progression Guidelines for Curriculum Support Officers (CSOs)

TSC CAREER GUIDELINES (CPG) FOR CURRICULUM SUPPORT OFFICERS (CSOs)

1.0 INTRODUCTION AND BACKGROUND

These Career Progression Guidelines outline the academic and professional criteria for curriculum support officers career advancement. The guidelines link an officer’s career
progression, to his/her performance and professional conduct.

Teachers Advisory Centres (TACs) were established in Kenya 1963 to provide inservice
courses to help teachers improve professionally and to offer aid in developing curriculum
and using new instructional materials. The centers were manned by Tac tutors.

In 2015 the commission decided to change the designation to curriculum support officers and deployed them to zones with an expanded mandate .Consequently,it become necessary provide for substantive appointment of the cadre and develop a career progression guideline for curriculum support officers .

This “career based strategy” is aimed at embracing the principles of performance management that integrate performance appraisal system with an officer’s career path. The guidelines set out career progression for curriculum support officers.

They provide minimum entry required if a serving teacher wishes to pursue a career as a curriculum support officer. Henceforth, teachers employed by the Teachers Service Commission will take personal responsibility for their professional/career development.

1.1 RATIONALE FOR THE CAREER GUIDELINES

In 2015 the Teachers Service Commission establish a cadre of curriculum support
officers. The following designations were declared absolete, Tac Tutors,Dicece lectures and Special Education Assessors. The commission adopted curriculum support officers as the new designation for this cadre of staff whose critical mandate is to support curriculum implementation in schools.

The positions are to be filled competitively hence the need for career guidelines to guide their recruitment and progression.

Do not miss any TSC news. Click here for the latest TSC News; TSC News Portal.

1.2 AIMS OF CAREER PROGRESSION GUIDELINES

(i) To provide for minimum requirements for recruitment;
(ii) To provide for a well-defined career structure that will attract, motivate and facilitate retention of suitably qualified and competent staff;
(iii) To provide for Clearly defined job descriptions and specifications with clear duties and responsibilities at all levels within the career structure, which will ensure proper deployment, advancement and utilization of personnel;
(iv) Incorporation of human resource planning principles to address career progression and succession management;
(v) Provision of minimum qualifications for career advancement;
(vi) To establish standards for recruitment, training and development, and advancement within the career structure on the basis of knowledge, competence, merit, experience and ability as reflected in work performance and results; and
(vii) A mechanism for monitoring and evaluating career progression.

1.3 SCOPE OF THE CAREER PROGRESSION GUIDELINES

The Career Guidelines provide for entry requirements for Curriculum Support Officers (CSOs) their promotion and capacity building.

These Guidelines are applicable to:-

(i) Curriculum Support Officers;

1.4 ADMINISTRATION AND TRAINING SCOPE

(a) Responsibility for Administration

This Career Progression Guidelines will be administered by the Commission Secretary/Chief Executive Officer, in consultation with the Commission. In implementing the Guidelines, the Commission Secretary will ensure that the provisions of the guidelines are strictly observed for fair and equitable treatment of officers.

(b) Training Scope

In administering the Career Progression Guidelines, the Commission will provide conducive environment to enable staff advance their careers. The officers should also be
encouraged to undertake training privately for self-development.

(C) Professional Development

Officers will be expected to undergo Teachers continuous professional development .

1.5 PROVISION OF POSTS

These Career Progression Guidelines do not constitute authority for creation of posts. Any additional post(s) required under the new grading structure provided in the Career
Progression Guidelines must be included in the staff establishment proposals for consideration and approval by the Commission.

1.6 SERVING OFFICERS

Serving officers will adopt and convert as appropriate to the new grading structure and
designations though they may not be in possession of the requisite minimum qualifications and/or experience prescribed in the Career Progression Guidelines.

However, for advancement to higher grades, officers must possess the prescribed
minimum qualifications and/or experience required for appointment to the grades.

1.1.8 ADVANCEMENT WITHIN THE CAREER PROGRESSION GUIDELINES

These Career Progression Guidelines sets out the minimum qualifications and/or
experience required for advancement from one grade to another. It is emphasized,
however, that these are the minimum requirements entitling an officer/teacher to be
considered for appointment or promotion to the next grade.

In addition, advancement from one grade to another will depend on: –

(i) Existence of a vacancy in the approved establishment;
(ii) merit and ability as reflected in work performance and results; and
(iii) the approval by the Commission.

1.9 RECOGNIZED QUALIFICATIONS

Recognized qualification as spelt out in this Career Progression Guidelines will be those attained from recognized institutions, colleges, and the Government approved Examination Bodies.

These will include among others:-

(i) Recognized universities and institutions;.
(ii) Kenya National Examination Council (KNEC);
(iii) Approved institutions for TPD
(iv) Kenya School of Government;
(v) Any other accredited institutions by the Council for University Education (CUE) or the relevant Government Departments as examining bodies.

1.10 IMPLEMENTATION OF THE CAREER GUIDELINES

The Career Progression Guidelines will become operational with effect from t 11th September 2019 and supersedes the existing Schemes of Service . All serving curriculum officers will automatically become members of the Career Progression Guidelines.

JOB CLASSIFICATION AND GRADING STRUCTURE

The Curriculum Support Officers are charged with the responsibility assessing teachers needs ,training them ,providing professional guidance and assessing learning outcomes
among other responsibilities.They also ensure that teachers comply with the set teaching
standards, advise on career progression and professional development for teachers,
monitoring the conduct and performance of teachers and collection and maintenance of teacher management data.

GRADING STRUCTURE AND SCOPE

The Career Progression Guidelines establishes four (4) grades of Curriculum Support Officers, who will be designated and graded as follows:

S/N Designation Teacher Scale Length of Service
1 Curriculum Support Officer (11) 10 9
2 Curriculum Support Officer (1) 11 10
3 Senior Curriculum Support Officer 12 12
4 Chief Curriculum Support officer 13 15

JOB DESCRIPTIONS AND SPECIFICATIONS

I. CURRICULUM SUPPORT OFFICERS (11) – Tsc Scale 10

(a) Duties and Responsibilities

This is the entry grade for curriculum support officers. An Officer appointed to this grade may be assigned any of the following duties and responsibilities.

(i) Carrying out regular visits to schools, observe teaching techniques, give demonstration lessons and advice teachers on methods and resources needed for effective teaching and learning.
(ii) Collecting, collating and submitting data on school enrollment, establishment, staffing and other related information.
(iii) Participating in the organization and management of co-curriculum activities.
(iv) Identifying the training needs of teachers and heads of institutions and advice the Commission accordingly.
(v) Providing support services to teachers and advice on curriculum implementation, supervision and evaluation.
(vi) Organizing and conducting courses on curriculum delivery and implementation through seminars, workshops, retreats and in service programs in conjunction with the sub county director.
(vii) Assisting in identification and acquisition of appropriate teaching and learning resources.
(viii) Assisting teachers to develop teaching aids and other reference materials.
(ix) Updating teachers on curriculum changes, pedagogy, content coverage and other emerging issues in the teaching service.
(x) Developing work programs and prepare progress reports for the teachers
advisory Centre.
(xi) Working with the quality assurance officer to improve teaching and learning.
(xii) Assisting in teacher Performance Appraisal and Development.
(xiii) Identifying and assess children with special needs and recommend them for appropriate placement in SNE institutions.
(xiv) Advising the Commission on the staffing needs of special schools and career progression and professional development of SNE teachers.
(xv) Providing support services to teachers in special schools and advise on curriculum implementation, supervision and evaluation.
(xvi) Assisting SNE teachers to develop/acquire teaching and learning materials.
(xvii) Monitoring and ensure compliance with special needs education delivery standards.
(xviii) Monitoring the conduct of special needs education teachers in the management of special needs learners.
(xix) Coordinating teacher Performance Appraisal and Development.
(xx) Organizing and conducting courses, seminars, workshops, retreats and in service program s for SNE teachers on matters related to SNE learners.
(xxi) Collecting and maintaining data on SNE schools and learners.
(xxii) Participating in the organization and management of co-curriculum activities for SNE schools
(xxiii) Mentoring and coaching teachers

(b) Requirements for Appointment

For appointment to this grade, a teacher must have:

Served as a teacher for a cumulative period of not less than six (6) years;

(i) A Bachelor’s degree in Education from a recognized institution,
OR A Bachelor’s degree plus a Post Graduate Diploma in Education from a recognized institution;d
(ii) Certificate in computer applications
(iii) Demonstrated merit and ability as reflected in work performance and results; and
(iv) Meets the requirements of chapter 6 of the Constitution.’

II. CURRICULUM SUPPORT OFFICERS Tsc Scale 11

(a) Duties and Responsibilities.

Duties and responsibilities at this level will entail:

(i) Carrying out regular visits to schools, observe teaching techniques, give demonstration lessons and advice teachers on methods and resources needed for effective teaching and learning;
(ii) Collecting, collating and submitting data on school enrollment, establishment, staffing and other related information;
(iii) Participating in the organization and management of co-curriculum activities;
(iv) Identifying the training needs of teachers and heads of institutions and advise the Commission accordingly;
(v) Providing support services to teachers and advise on curriculum implementation, supervision and evaluation;
(vi) Organizing and conducting courses on curriculum delivery and implementation through seminars, workshops, retreats and in service programs in conjunction with the sub county director;
(vii) Assisting in identification and acquisition of appropriate teaching and learning resources;
(viii) Assisting teachers to develop teaching aids and other reference
materials;
(ix) Updating teachers on curriculum changes, pedagogy, content coverage and other emerging issues in the teaching service;
(x) Developing work programs and prepare progress reports for the teachers advisory Centre;
(xi) Working with the quality assurance officer to improve teaching and learning.
(xii) Assisting in teacher Performance Appraisal and Development;
(xiii) Identifying and assessing children with special needs and recommend them for appropriate placement in SNE institutions;
(xiv) Advising the Commission on the staffing needs of special schools and career progression and professional development of SNE teachers;
(xv) Providing support services to teachers in special schools and advise on curriculum implementation, supervision and evaluation;
(xvi) Assisting SNE teachers to develop/acquire teaching and learning materials;
(xvii) Monitoring and ensuring compliance with special needs education delivery standards;
(xviii) Monitoring the conduct of special needs education teachers in the management of special needs learners;
(xix) Assisting in teacher Performance Appraisal and Development;
(xx) Organizing and conducting courses, seminars, workshops, retreats and in service programs for SNE teachers on matters related to SNE learners;
(xxi) Collecting and maintaining data on SNE schools and learners; and
(xxii) Participating in the organization and management of co-curriculum activities SNE schools.
(xxiii) Mentoring and coaching teachers

(b) Requirements for Appointment

For appointment to this grade, one must have:

(i) Served as a teacher for a minimum period of 10years;
(ii) Bachelor’s degree in Education from a recognized institution; OR Bachelor’s degree plus a Post Graduate Diploma in Education from a recognized institution;
(iii) Masters degree in Education/special education from a recognized institution;
(iv) Certificate in computer applications skills;
(v) Demonstrated merit and ability as reflected in work performance and results;
(vi) Meet the requirements of chapter 6 of the Constitution.
(vii) Attended a Management course lasting for not less than 2 weeks

III. SENIOR CURRICULUM SUPPORT OFFICER, Tsc Scale 12

(a) Duties and Responsibilities

Duties and responsibilities at this level will entail:

(i) Carrying out regular visits to schools, observe teaching techniques, give demonstration lessons and advice teachers on methods and resources needed for effective teaching and learning;
(ii) Coordinating the Collection, collation and submission of data on school enrollment, establishment, staffing and other related information;
(iii) Coordinating the organization and management of co-curriculum activities;
(iv) Coordinating training needs of teachers and heads of institutions and advise the Commission accordingly;
(v) Organizing and conducting courses on curriculum delivery and implementation through seminars, workshops, retreats and in service programs in conjunction with the sub county director;
(vi) Coordinating the identification and acquisition of appropriate teaching and learning resources;
(vii) Ensuring teachers develop teaching aids and other reference materials;
(viii) Ensuring teachers are updated on curriculum changes, pedagogy, content coverage and other emerging issues in the teaching service;
(ix) Working with the quality assurance officer to improve teaching and learning.
(x) Carry out Performance Appraisal of staff below them;
(xi) Coordinating identification, assessment and placement of children with special needs in SNE institutions;
(xii) Advising the Commission on the staffing needs of special schools and career progression and professional development of SNE teachers;
(xiii) Monitoring and ensure compliance with special needs education delivery
standards;
(xiv) Monitoring the conduct of special needs education teachers in the management of special needs learners; and
(xv) Maintaining data on SNE schools and learners;
(xvi) Mentoring and coaching teachers.

(b) Requirements for Appointment

For appointment to this grade, one must have:

(i) Served as a teacher for a minimum period of 12years;
(ii) Bachelor’s degree in Education from a recognized institution; OR Bachelors degree plus a Post Graduate Diploma in Education from a recognized institution;
(iii) Masters degree in Education/special education from a recognized institution;
(iv) Certificate in computer applications skills
(v) Demonstrated merit and ability as reflected in work performance and results;
(vi) Meet the requirements of chapter 6 of the Constitution; and
(vii) Attended a Management course lasting not less than 2 weeks.

IV. CHIEF CURRICULUM SUPPORT OFFICER, Tsc Scale 13

(a) Duties and Responsibilities:

Duties and responsibilities at this level will entail:

(i) Carrying out regular visits to schools, observe teaching techniques, give demonstration lessons and advice teachers on methods and resources needed for effective teaching and learning;
(ii) Coordinating the Collection, collation and submission of data on school enrollment, establishment, staffing and other related information;
(iii) Coordinating the organization and management of co-curriculum activities;
(iv) Coordinating training needs of teachers and heads of institutions and advise the Commission accordingly;
(v) Organizing and conducting courses on curriculum delivery and implementation through seminars, workshops, retreats and in service programs in conjunction with the sub county director;
(vi) Coordinating the identification and acquisition of appropriate teaching and learning resources;
(vii) Ensuring teachers develop teaching aids and other reference materials;
(viii) Ensuring teachers are updated on curriculum changes, pedagogy, content coverage and other emerging issues in the teaching service;
(ix) Working with the quality assurance officer to improve teaching and learning.
(x) Carry out Performance Appraisal of staff below them;
(xi) Coordinating identification, assessment and placement of children with special needs in SNE institutions;
(xii) Advising the Commission on the staffing needs of special schools and career progression and professional development of SNE teachers;
(xiii) Monitoring and ensure compliance with special needs education delivery standards;
(xiv) Monitoring the conduct of special needs education teachers in the management of special needs learners; and
(xv) Maintaining data on SNE schools and learners.

(b) Requirements for Appointment

For appointment to this grade, one must have:

(i) Served as a teacher for a minimum period of 15years;
(ii) Bachelor’s degree in Education from a recognized institution; OR Bachelors degree plus a Post Graduate Diploma in Education from a recognized institution;
(iii) Masters degree in Education/special education from a recognized institution;
(iv) Certificate in computer applications skills;
(v) Demonstrated merit and ability as reflected in work performance and results;
(vi) Meet the requirements of chapter 6 of the Constitution; and
(vii) Management course for not less than 2 weeks.

TSC News Portal

TSC to transfer heads and deputies in mixed schools

TSC LATEST NEWS TODAY- The Teachers Service Commission (TSC) is planning a major shake up in schools’ administration after this year’s national examinations. This is after the Commission adopted a new policy that will govern deployment of administrators. According to the new policy, principals and deputies of mixed schools are not supposed to be of the same gender.

TSC Boss, Dr. Nancy Macharia, has directed all the TSC Regional Directors implement the policy that is aimed at fostering inclusivity in public schools. She directs regional directors are to liaise with the county directors who are to identify mixed schools that have heads and deputies of same gender and subsequently place the deputies appropriately after the national examinations.

“Identification and deployment of institutional administrators is premised on career progression guidelines and the policy on appointment and deployment of institutional administrators (2017). The process is underpinned on values and principles of governance which include but not limited to: equity, equality, inclusiveness, non-discrimination and affirmative action,” Macharia says in a circular addressed to all Regional TSC Directors.

Mixed schools with Principals who both are of the same gender will see one of them getting the marching orders. Macharia wants the list of the heads and deputies sent to her before April 30 once the placement is completed. This will lead to massive transfers of the affected administrators; mostly deputies.

See also;

Implementation of this new policy follows the commission’s research findings that showed a majority of the mixed schools in the country having heads and deputies of the same gender.

Macharia says a scenario where both heads and deputies are of the same gender leads to unprecedented gender imbalances in the learning institutions.

“The scenario neither fosters gender-inclusive learning environment nor provides a supportive atmosphere for all learners…Accordingly, to ensure a supportive learning environment for learners of both gender the commission’s policy is to appoint and deploy administrators of applicable gender to head and deputise learning institutions,” notes Dr.Macharia.

This policy will supplement the contentious delocalization exercise that has seen thousands of heads and their deputies moved away from home counties.

Related news; Massive teachers transfers, delocalization looming- TSC news

TSC News Portal

TSC latest news on teachers salaries 2021

The Teachers Service Commission (TSC) is in the process of preparing a new Collective Bargaining Agreement (CBA) for teachers that will be implemented in July 2021. In the new CBA, classroom teachers have been given more salary increment as opposed to the administrators (who reaped big from the previous CBA).

Ahead of the next CBA implementation, below are the latest salary scales for all teachers as at 2021.

See also; List of all allowances paid to TSC teachers per job group in 2021: Latest TSC News

THE LATEST TSC SALARY SCALES FOR TEACHERS IN 2021

CHIEF PRINCIPALS (T- Scale 15)

These are Heads of Institutions in National and Extra County Schools with over 1000 students. Effective 1st July, 2020, they  got a salary increment of up to Sh9,496. The lowest earner in this group gets a salary of Sh131,380 while the highest earner in this group earns Sh157,656 per month.

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

CURRENT SALARY 2021

1

Q

D5

121,814

131,380

2

Q

D5

125,573

131,380

3

Q

D5

125,573

131,380

4

Q

D5

125,573

131,380

5

Q

D5

129,528

131,380

6

Q

D5

129,528

131,380

7

Q

D5

129,528

131,380

1

R

D5

129,528

131,380

2

R

D5

129,528

131,380

3

R

D5

129,528

131,380

4

R

D5

129,528

131,380

5

R

D5

148,360

148,360

6

R

D5

152,937

152,937

7

R

D5

157,656

157,656

SENIOR PRINCIPALS (T- Scale 14)

Senior Principals head County Schools with over 540 students. These Principals previously pocketed a monthly salary of between Sh109,249 and Sh118,169. They received an increase of between Sh3,721 and Sh8,993.

These tutors currently earn a monthly perk of Sh118,242 and 121,890 per month

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

CURRENT SALARY 2021

1

P

D4

109,249

118,242

2

P

D4

109,249

118,242

3

P

D4

111,201

118,242

4

P

D4

114,432

118,242

5

P

D4

114,432

118,242

6

P

D4

114,432

118,242

7

P

D4

118,169

121,890

PRINCIPALS (T- Scale 13)

These are Principals heading Sub- County and All Day schools who previously earned between Sh93,850 and Sh102,807 per month. The lowest earner in this category got an increase of Sh10,794 to earn a new salary of Sh104,644 while the highest earner got a top up of Sh1,837 to receive a new monthly salary of Sh104,644.

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

CURRENT SALARY 2021

1

M

D3

93,850

104,644

2

M

D3

93,850

104,644

3

M

D3

93,850

104,644

4

M

D3

96,745

104,644

5

M

D3

96,745

104,644

6

M

D3

96,745

104,644

7

M

D3

96,745

104,644

1

N

D3

96,745

104,644

2

N

D3

96,745

104,644

3

N

D3

96,745

104,644

4

N

D3

96,745

104,644

5

N

D3

99,730

104,644

6

N

D3

102,807

104,644

7

N

D3

102,807

104,644

DEPUTY PRINCIPALS III

These administrators of Sub- County and All Day schools who previously earned a monthly pay of between Sh82,717 and Sh87,900. The lowest earner in this grade now pockets a monthly pay of Sh91,041 while, the highest earner gets Sh91,041 after receiving an increment of Sh8,324 and Sh3,141 respectively.

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

CURRENT SALARY 2021

1

N

D2

82,717

91,040

2

N

D2

87,900

91,040

3

N

D2

87,900

91,040

4

N

D2

87,900

91,040

5

N

D2

87,900

91,040

6

N

D2

87,900

91,040

7

N

D2

87,900

91,040

SENIOR HEAD TEACHERS, SENIOR MASTER II AND DEPUTY PRINCIPALS IV

Primary schools with enrolment of over 1000 learners are headed by Senior Head Teachers with Grade D1 (T- Scale 11). While, Senior Master II with Grade D1 (T- Scale 11) are administrators in County Schools with with over 540 students. These administrators formerly earned between Sh74,703 and Sh82,717 per month. They got a latest increment of up to Sh3,137.

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

CURRENT SALARY 2021

1

M

D1

74,703

77,840

2

M

D1

74,703

77,840

3

M

D1

74,703

77,840

4

M

D1

74,703

77,840

5

M

D1

74,703

77,840

6

M

D1

74,703

77,840

7

M

D1

74,703

77,840

1

N

D1

74,703

77,840

2

N

D1

74,703

77,840

3

N

D1

74,703

77,840

4

N

D1

74,703

77,840

5

N

D1

74,703

77,840

6

N

D1

74,703

77,840

7

N

D1

82,717

85,269

HEAD TEACHERS, DEPUTY HEAD TEACHER I AND SENIOR MASTER III

Primary schools with enrolment of below 1000 learners are headed by Head Teachers with Grade C5 (T- Scale 10). While, Deputy Head Teacher I at Grade C5 (T- Scale 10) are administrators in Primary schools with enrollment of over 1000 learners. On the other hand, Senior Master III of Grade C5 (T- Scale 10) are administrators in Sub- County and All Day schools. Lowest earners in this group now pocket Sh 62,272.

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

 SALARY AT 2021

1

G

C5

51,632

62,272

2

G

C5

51,632

62,272

3

G

C5

51,632

62,272

4

G

C5

51,632

62,272

5

G

C5

51,632

62,272

6

G

C5

53,730

62,272

1

H

C5

51,632

62,272

2

H

C5

51,632

62,272

3

H

C5

53,730

62,272

4

H

C5

53,730

62,272

5

H

C5

53,730

62,272

6

H

C5

53,730

62,272

1

J

C5

53,730

62,272

2

J

C5

53,730

62,272

3

J

C5

53,730

62,272

4

J

C5

55,909

62,272

5

J

C5

55,909

62,272

1

K

C5

55,909

62,272

2

K

C5

55,909

62,272

3

K

C5

55,909

62,272

4

K

C5

55,909

62,272

5

K

C5

58,171

62,272

6

K

C5

58,171

62,272

7

K

C5

58,171

62,272

1

L

C5

55,909

62,272

2

L

C5

58,171

62,272

3

L

C5

58,171

62,272

4

L

C5

58,171

62,272

5

L

C5

58,171

62,272

6

L

C5

58,171

62,272

1

M

C5

58,171

62,272

2

M

C5

58,171

62,272

3

M

C5

58,171

62,272

4

M

C5

60,533

62,272

5

M

C5

60,533

62,272

DEPUTY HEAD TEACHER II

Deputy Head Teacher II Grade C4 (T- Scale 9) are administrators in Primary schools with enrolment of below 1000 learners. These teachers currently earn Sh52,308 per month.

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

CURRENT SALARY 2021

1

G

C4

45,287

52,308

2

G

C4

45,287

52,308

3

G

C4

45,287

52,308

4

G

C4

45,287

52,308

5

G

C4

45,287

52,308

6

G

C4

45,287

52,308

1

H

C4

45,287

52,308

2

H

C4

45,287

52,308

3

H

C4

45,287

52,308

4

H

C4

45,287

52,308

5

H

C4

45,287

52,308

6

H

C4

47,400

52,308

1

J

C4

47,400

52,308

2

J

C4

47,400

52,308

3

J

C4

47,400

52,308

4

J

C4

47,400

52,308

5

J

C4

47,400

52,308

1

K

C4

47,400

52,308

2

K

C4

47,400

52,308

3

K

C4

47,400

52,308

4

K

C4

49,629

52,308

5

K

C4

49,629

52,308

6

K

C4

49,629

52,308

7

K

C4

49,629

52,308

1

L

C4

49,629

52,308

2

L

C4

49,629

52,308

3

L

C4

49,629

52,308

4

L

C4

49,629

52,308

5

L

C4

51,632

52,308

6

L

C4

51,632

52,308

SECONDARY TEACHER I AND SENIOR TEACHER I

Secondary Teacher I are teachers in Secondary schools whose grade is C3 (formerly L); This is a promotional grade for teachers in secondary school. On the other hand, Senior Teacher I are administrators in Primary schools with enrollment of over 1000 learners with Grade C3. These tutors presently earn between Sh43,154 and Sh53,943 effective July, 2020.

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

CURRENT SALARY 2021

1

L

C3

41,343

43,147

2

L

C3

43,270

45,124

3

L

C3

45,287

47,183

4

L

C3

47,400

49,336

5

L

C3

49,606

51,588

6

L

C3

51,927

53,943

SENIOR TEACHER II, SECONDARY TEACHER II & SECONDARY TEACHER II UNTRAINED (UT) AND PRIMARY SNE TEACHERS

Senior Teacher II are administrators in Primary schools with enrollment of below 1000 learners. While, Secondary Teacher III is an entry grade for secondary school teachers who are holders of Diploma in Education. These teachers previously pocketed salaries of between KES31,242 and KES 33,971 and later got an increment of between KES 984 to KES 3,717.

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

CURRENT SALARY 2021

1

G

C2

31,242

34,955

2

G

C2

31,242

34,955

3

G

C2

31,242

34,955

4

G

C2

31,242

34,955

5

G

C2

31,242

34,955

6

G

C2

31,242

34,955

1

H

C2

31,242

34,955

2

H

C2

31,242

34,955

3

H

C2

31,242

34,955

4

H

C2

32,975

34,955

5

H

C2

32,975

34,955

6

H

C2

32,975

34,955

1

J

C2

32,975

34,955

2

J

C2

32,975

34,955

3

J

C2

33,971

34,955

4

J

C2

33,971

34,955

5

J

C2

33,971

34,955

SECONDARY TEACHER II & SECONDARY TEACHER II UNTRAINED AND PRIMARY SNE TEACHERS

These teachers who fall in Grade C2 (Formerly K) . Grade C2 is an entry grade for secondary school teachers who are holders of a Bachelor’s Degree in Education or its equivalent. It is also a promotional grade for holders of Diploma in Education.

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

CURRENT SALARY 2021

1

K

C2

34,955

34,955

2

K

C2

36,280

36,280

3

K

C2

37,654

37,654

4

K

C2

39,081

39,081

5

K

C2

40,562

40,562

6

K

C2

42,099

42,O99

7

K

C2

49,694

49,694

PRIMARY TEACHER I AND SECONDARY TEACHER III

These are teachers in grade C1 (Formerly H and J). Grade C1 is an entry grade for secondary school teachers who are holders of Diploma in Education.

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

CURRENT SALARY 2021

1

H

C1

27,195

27,195

2

H

C1

27,195

27,195

3

H

C1

27,195

27,195

4

H

C1

27,195

27,195

5

H

C1

27,195

27,195

6

H

C1

27,195

27,195

1

J

C1

27,195

27,195

2

J

C1

28,755

28,755

3

J

C1

30,405

30,405

4

J

C1

32,149

32,149

5

J

C1

33,994

33,994

PRIMARY TEACHER II

These are teachers at Grade B5 (T- Scale 5) which is the entry grade for primary school teachers.

SALARY POINTS

JOB GROUP

GRADE

PREVIOUS SALARY

CURRENT SALARY 2021

1

G

B5

21,756

21,756

2

G

B5

21,749

21,749

3

G

B5

23,787

23,787

4

G

B5

24,873

24,873

5

G

B5

26,008

26,008

6

G

B5

27,195

27,195
TSC News Portal

TSC to establish new school for teachers

Teachers will soon have to go back to class for refresher courses as the Teachers Service Commission (TSC) plans to set up a school to train all teachers.  A recent research by the Commission shows that most teachers exhibit weaknesses in teaching strategies, preparation of professional records and poor classroom management.

Others show incompetency in handling learners with special needs and weak assessment and feedback skills.

The buck does not stop with classroom teachers only, as school administrators (Principals and Head Teachers) are not left behind, either.  According to the TSC concept paper, some school heads and principals have poor resource utilization abilities. Others are not able to analyse books of accounts, communicate effectively with teachers and parents.

It is on these findings that the Commission proposes training sessions for teachers on classroom management, effective teaching approaches and professionalism.

“The over-arching goal of the Institute will be to enhance the quality of education by providing teachers, assisted by the education partners, with a formal structure for professional support and professional development,” reads the TSC policy document; in part.

In the new teachers’ appraisal system, teachers will be expected to undergo Teacher Professional Development (TPD) by undertaking refresher courses.

Before the Covid19 pandemic broke-out, the Commission had already contracted institutions that will be offering the refresher training programme modules. The new institute will be tasked with establishing procedures and criteria for the probation and full recognition of Teacher Professional Development (TPD) service providers. It will, at the same time, come up with procedures and criteria for the probation and full recognition of Teacher Professional Development (TPD) service providers.

The teachers will be expected to meet the training costs for the modules that will be offered during school holidays. Of importance to note is the fact that the training will be mandatory for all practicing teachers. A teacher who will fail to undertake the short courses would be deemed to have violated the TSC code of regulation and may face disciplinary action from the employer.

Read also; Full details on the new teachers training institute and TPD modules.

Already, Kenyatta University, Mount Kenya University, Riara University and Kenya Education Management Institute (KEMI) had been identified to offer the Teacher Professional Development modules.

A teacher will be at liberty to choose an institution of his/ her choice where to take the TPD modules. Teacher Professional Development will continuously update teacher knowledge, skills, attitude and values encourage teachers’ learning communities.

The good news for teachers is that most of the TPD modules will be available online. “Many components of the TSC Teacher Professional Development programme will be available to teachers online and will be accessed through mobile phones,” said the the Commission, early this year.

The new institute will form strong basis for promotion of teachers through organisation of workshops and conferences and the publication of newsletters, research reports and articles on educational issues.

Other roles to be performed by the institute include to establish school-based support groups that will offer Coaching, mentoring, classroom observations, lesson study/action research, book/journal reviews and collaborative subject mastery development to teachers.

Related news; Full guide to the TSC TPAD 2 portal and how to carry out appraisals

TSC News Portal

TSC teachers salary over payment and recoveries

Did you receive more salary from the Teachers Service Commission (TSC) this month, than you had expected? This may be probably an error if you did not anticipate a salary increment and it may be as a result of a salary over payment. It is important to note, though, that the Commission can increase your salary after a promotion, salary increment in a CBA phase and in case of arrears; among other scenarios.

TSC recovers all salary over payments to teachers. A salary over payment occurs when a teacher, past or present, receives money to which he/she is not entitled.

An over payment may be the result of late advice to payroll, incorrect or misinterpreted advice by the officer’s responsible, late reporting of changes affecting a teacher’s pay, incorrect documentation and processing or system error among others.

Salary over payment may also occur for a variety of reasons ranging from absence and desertion of duty, exit of employment, professional misconduct resulting to a disciplinary process, involvement in criminal activities leading to court action, administrative errors, untimely processing of official leave such as study leave and sick leave among others.

Although over payments may occur through no fault of the employee concerned, the Commission has an obligation to recover such over payments and manage funds efficiently and effectively in accordance with the Financial Management Act regardless of the cause of the overpayment and to recover any amount paid to an employee to which they were not entitled with or without their consent until amount is repaid in full.

It is good for you to understand that over payment of salary and subsequent recovery of over payments will impact on your future earnings and put you into a serious financial strain. You should therefore exercise due diligence by notifying the employer about any incorrect payment once identified, refund the money or negotiate and agree to a repayment plan within a reasonable time frame.

To be on the safe side, upon discovery of salary over payment, you are supposed to notify the Commission immediately and refund the extra salary. Over payment is computed as gross earnings less statutory deductions where applicable and not on net pay.

Related news;

Summary of situations that can cause salary over payment for teachers.

S/N Cause for salary over payment Description on how salary over payment is determined
1 Absence Overpayment shall be computed as basic salary for the number of days the employee is absent. There shall be no reductions with any statutory deduction.
2 Desertion Overpayment shall be computed as basic salary plus all allowances less statutory deductions to give the net overpayment.
3 Resignation If an employee resigns while on probation, s/he shall be give seven (7) days’ notice or pay equivalent of seven (7) days’ salary in lieu of notice. If an employee resigns after probation, one (1) months’ notice shall be given in writing or payment of one (1) month’s salary in lieu of notice.
4 Transfer of service Any employee who is offered employment in the public service shall be required to submit the following documents: An application in writing, A copy of the appointment letter and A clearance certificate. Upon submission of the above requirements, the Commission shall issue last pay certificate and a formal release letter.
5 Retirement Salary overpayment may occur if an employee remains on payroll after compulsory retirement. It is recorded as basic salary plus allowances less statutory deductions. Any employee who may wish to retire voluntarily from service shall be required to give three months’ notice in writing or pay one month’s salary in lieu of notice.
6 Death A salary overpayment may occur if a teacher remains on payroll after death. It and shall be computed from the next day after the date of death until date of removal from payroll. However, the house allowance for the month of death shall be paid in full.
7 Economic Crimes and other serious offences Any employee who is confined in lawful custody shall not be entitled to any payment during that period. However, after being charged with the offence in the court of law, s/he shall be suspended from work from the date they were charged and shall be entitled to half (½) basic salary, medical allowance and house allowance. Any overpayment that occurs during this period shall be computed if an employee is on payroll on full salary after the date of the charge.
8 Professional Misconduct This includes but is not restricted to negligence of duty, insubordination, infamous conduct and exam irregularities. Once an employee has been interdicted for any of these offenses, s/he is entitled to half (½) basic salary plus house allowance until the determination of the case. Any overpayment that occurs shall be computed if an employee is paid full pay during the period of interdiction
9 Other offences These include but not restricted to immoral behaviour, misappropriation or mismanagement of funds, use of fake certificates, forgery, impersonation, collusion and chronic absenteeism. Any employee interdicted for these offenses shall not be entitled to any pay hence put on zero salary. Any overpayment that occurs if an employee remains on payroll after the interdiction date shall be computed on full basic salary plus all allowances less statutory deductions.
10 Leave The Commission may grant different types of leaves to its employees that include annual leave, sick leave, study leave, special leave, compassionate leave, maternity and paternity leave. An overpayment may occur if an employee remains on payroll after failing to report back for assignment of duties upon expiry of the specified leave. This overpayment shall be computed as basic salary plus allowances less statutory deductions.

 

Detailed explanations on circumstances when salary over payment may occur

Absence

Over payment shall be computed as basic salary for the number of days the employee is absent. There shall be no reductions with any statutory deduction.

Desertion

Over payment shall be computed as basic salary plus all allowances less statutory deductions to give the net over payment.

Exits from Service

An over payment may occur if an employee remains on payroll after the date of exit from service due to resignation, transfer of service, dismissal or retirement. An over payment shall be recorded as basic salary plus allowances less statutory deductions.

(a) Resignation

  • If an employee resigns while on probation, s/he shall be give seven (7) days’ notice or pay equivalent of seven (7) days’ salary in lieu of notice.
  • If an employee resigns after probation, one (1) months’ notice shall be given in writing or payment of one (1) month’s salary in lieu of notice.

(b) Transfer of service

Any employee who is offered employment in the public service shall be required to submit the following documents:

  • An application in writing.
  • A copy of the appointment letter.
  • A clearance certificate.

Upon submission of the above requirements, the Commission shall issue last pay certificate and a formal release letter.

(c) Retirement

  • Salary overpayment may occur if an employee remains on payroll after compulsory retirement. It is recorded as basic salary plus allowances less statutory deductions.
  • Any employee who may wish to retire voluntarily from service shall be required to give three months’ notice in writing or pay one month’s salary in lieu of notice.

(d) Death

A salary over payment may occur if a teacher remains on payroll after death. It and shall be computed from the next day after the date of death until date of removal from payroll.

However, the house allowance for the month of death shall be paid in full.

(e) Economic Crimes and other serious offences

Any employee who is confined in lawful custody shall not be entitled to any payment during that period. However, after being charged with the offence in the court of law, s/he shall be suspended from work from the date they were charged and shall be entitled to half (½) basic salary, medical allowance and house allowance.

Any over payment that occurs during this period shall be computed if an employee is on payroll on full salary after the date of the charge.

(f) Professional Misconduct

This includes but is not restricted to negligence of duty, insubordination, infamous conduct and exam irregularities. Once an employee has been interdicted for any of these offenses, s/he is entitled to half (½) basic salary plus house allowance until the determination of the case.

Any over payment that occurs shall be computed if an employee is paid full pay during the period of interdiction.

(g) Other offences

These include but not restricted to immoral behavior, misappropriation or mismanagement of funds, use of fake certificates, forgery, impersonation, collusion and chronic absenteeism. Any employee interdicted for these offenses shall not be entitled to any pay hence put on zero salary.

Any over payment that occurs if an employee remains on payroll after the interdiction date shall be computed on full basic salary plus all allowances less statutory deductions.

Leave

The Commission may grant different types of leaves to its employees that include annual leave, sick leave, study leave, special leave, compassionate leave, maternity and paternity leave.

An over payment may occur if an employee remains on payroll after failing to report back for assignment of duties upon expiry of the specified leave. This over payment shall be computed as basic salary plus allowances less statutory deductions.

(a) Sick leave

In a case where an employee is on a prolonged sickness, the sick leave shall be granted as follows:

  • First three (3) months the employee to granted full pay,
  • Next three (3) months the employee to be granted ½ basic salary with full allowances,
  • After six (6) months the employee to be granted sick leave without pay
    until resumption date.

An over payment shall be computed where the above conditions are not adhered to.

(b) Study leave without pay

Salary over payment may occur if an employee remains on payroll after proceeding on unpaid study leave. Such an over payment shall be computed on basic salary plus all allowances from the date the teacher stops teaching until date of removal from the payroll.

How TSC prevents Salary Over payment

The Commission has adopted various preventive, control and recovery strategies as well as sanctions to mitigate the risk of incurring salary over payments. These strategies are explained below.

1. Prevention strategies

The Commission shall implement the following preventive mechanisms to minimize occurrence of salary over payments:

  • Regularly sensitize secretariat staff and heads of institution about their roles and responsibilities in curbing salary over payments.
  • Induction of all newly employed secretariat staff and heads of institution on their roles and responsibilities in the prevention and control of salary over payments.

2. Control strategies

The Commission has put in place appropriate internal control measures to reduce the occurrence of salary over payments, which include but not limited to compiling and timely submission of the entry and exit reports for immediate action.

The following strategies shall apply:

(a) Payroll verification
  • Human Resource and Personal Emolument shall verify IPPD DCSs information against pay entries on payroll to ensure that there are no salary over payments.
  • IPPD shall carry out pre-audit of the payroll to detect anomalies before processing of the payroll.
(b) Payroll cleansing

The commission shall update and maintain TIMIS data on real time basis in order to validate teachers’ payroll.

3. Segregation of duties

The commission shall assign various activities to different officers in order to create checks and balances.

4. System access rights

The systems shall have access rights assigned to different personnel according to their responsibilities.

5. Data analysis

Analysis of prevalence of causes of salary overpayments shall be done and reports on findings shared with the management for decision making.

6. Risk management

Service areas shall identify risks in their processes, propose and implement mitigation measures.

7. Internal audit

The directorate of internal audit shall conduct periodic audits to:

  • Give assurance to the Board on the effectiveness of internal controls put in place.
  • Ensure that management undertakes annual review of controls to monitor and address emerging issues.

How TSC recovers salary over payments

The teachers’ employer has adopted various strategies to redeem salary over payments, which include but not limited to:

  • Recovering salary over payments of at least 1/3 of the basic salary for all employees on payroll and ensuring each employee retains 1/3 of their basic salary as their net pay.
  • Full recovery of all outstanding over payment from salary arrears and any balance thereof through the payroll.
  • Use of pay increment and/or salary adjustment to adjust the rate of recovery of salary over payment.
  • Notifying employee upon discovery of any over payment by use of a demand letter.
  • Initiating proceedings to follow up salary over payments from employees who have exited service.
  • Recommending for write-off for any irrecoverable over payment in accordance with Section 157 of the Public Finance Management Act, 2015. These shall include the Commission secretary being satisfied that:
    a. Reasonable steps are taken to recover the losses and that the loss is irrecoverable.
    b. Further efforts to recover the loss would be uneconomical:
    c. It would be to the advantage of the Commission to effect a settlement of its claim or waive the claim.

Note: If the employee leaves the commission before all the over payment has been recovered, the full amount of any outstanding balance will immediately become due and payable in accordance with the government regulations.

All TSC employees shall be expected to exercise trust and act in good faith whenever over payment occurs. Lack of good faith will be implied if an employee who is aware of an over payment:

  1. Suppressed a material fact that affected the amount payable;
  2. Deliberately or carelessly failed to ensure that relevant information affecting the amount payable was received by the Commission;
  3. Knowingly failed to bring an overpayment to the Commission’s attention;
  4. Failed to make enquires or check employment particulars with the Commission when they could reasonably have done so;
  5. Failed to notify the Commission of an obvious error;
  6. Failure to act in good faith shall be considered as a serious offence that could lead to disciplinary action and criminal proceedings.

 Disciplinary action over salary over payments

Disciplinary action shall be taken against any employee found culpable of causing an over payment of salary in accordance with the Code of Regulation for Teachers and Human Resource Policies and Procedure Manual for secretariat staff (2018).

Regulation 168 of CORT and 134 (5) Human Resource Policies and Procedure Manual for secretariat staff stipulates that a head of institution or supervisor who fails to report an employees’ exit shall be liable to disciplinary action and surcharged to the extent of any loss occasioned to the commission.

In order to institute a surcharge against any employee who cause salary overpayments, the following guidelines shall apply:

  • Where salary over payments have been declared irrecoverable, the Commission shall recover the amount in full from the employee(s) who occasioned the loss.
  • Where the salary over payment is recoverable, a surcharge equal to the Central Bank interest rate may be levied.
  • Whereupon Director Human Resource Management and Development (HRM&D) and/or Director, Field Services (FS) find an employee/staff culpable of causing salary over payments, the matter will be referred for disciplinary action.

The Commission in collaboration with other State Agencies may recommend institution of criminal proceedings against ANY suspected employees and their accomplices.

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TSC News Portal

The new TSC payslips portal (tpay.tsc.go.ke)

TSC Latest News- The Teachers Service Commission (TSC) has issued guidelines on the new Tpay system. This is after the commission moved teachers from the former payslip.tsc.go.ke/ to the new portal at tpay.tsc.go.ke.  

Newly employed teachers who are not yet registered on the TPAY system can register
at the County Office.

HOW TO RESET YOUR T-PAY PASSWORD.

In an event you forget your T-pay password, you have no reasons to be worried. Remember, you can reset your Tpay password by using the simplified steps below;

  1. You access the TPAY portal and click on the “Reset Password” button.
  2. You will then be prompted to enter your TSC number and click on the “Reset
    Password “button.
  3. From the “Reset Password “window you will be prompted to enter an “OTP (One Time Password) Code “that they receive via their mobile, “New Password “and confirmation of the password.
  4. Once done with the step above you can now login and access their TPAY account.
    NB: Always remember to keep your passwords confidential.

Read also; TSC new online payslip portal at https://tpay.tsc.go.ke/

NEW MENU INTRODUCED ON THE NEW T-PAY PORTAL.

You can now get a number of new items in the T-pay portal. The ‘My Documents’ tab is one of the new menu introduced on the much improved payslips portal.

The new T-pay menu is very user friendly and contains the following menu:

The new T-pay menu.