Tag Archives: TSC PROMOTIONS LISTS 2021

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.

Quick TSC Links

TSC Home

TSC Teachers Online

Access adverts, entry/exit returns and teacher registration services

Update Profile

Update biodata and additional documents

TSC TPAD

Access Teacher Perfomance, Appraisal & Development

Pension Status

View pension claims that have been delivered to the Treasury

T-PAY

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

TSC FAQs

Get answers to recurrent questions about general HR issues

De-registered Teachers

Approved Study Leave

TSC Returned Certificates

TSC Medical Scheme

TSC Downloads

TSC Commissioners

TSC Secretariat

TSC Functions and Mandate

TSC Structure/ Organogram

TSC Teacher Recruitment and Selection

TSC Transfers

TSC Determination of a discipline case

TSC Offences

TSC Teacher Registration

TSC Allowances

TSC Promotions

TSC Leaves Information

Teachers Email Activation

Contact Us.

Popular in this section.

tsc payslip
tsc compassionate leave
tsc leave forms
tsc annual leave
types of leaves for teachers
tsc maternity leave form 2020
tsc sick leave
teachers leave
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.
TSC News Portal

TSC registration portal for new teachers- Step by step guide

NEW TSC TEACHER REGISTRATION PORTAL

Welcome to the official TSC online system. Apply for new teacher registration,here.

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:
a. Only original documents should be scanned and uploaded.
b. For Expatriate Teachers, attach a letter of clearance from Ministry of Education
Vetting Committee.
6.  For New Registration a non refundable fee of Kshs. 1055/- deposited to the TSC Registration Account
National Bank of Kenya (Direct Banking to A/C No. 01001000905001 or Simple
Banking using Pay Bill Business Number 625625 is required for processing your certificate.
Ensure you have Bank Deposit Slip before proceeding with the application.

7.  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.

KINDLY NOTE THAT AS FROM 1ST SEPTEMBER 2017 REGISTRATION FEES WILL BE KSHS 1055/-
AND APPLICATION FOR DUPLICATE CERTIFICATE WILL BE KSHS 2055/-

New Registration For Kenyan Citizens

Fill in the following and Click Next Page Button to Continue

 
 Cancel

REQUIRED DOCUMENTS FOR NEW TEACHER REGISTRATION

Before you proceed with the application,ensure that you have the following mandatory requirements:

  1. A valid Certificate of Good Conduct.
  2. Relevant professional and academic certificates from institutions recognized in Kenya.
  3. A copy of your National ID Card or Passport.
  4. 1 passport size photo.
  5. A copy of your KRA Pin Certificate.
  6. Duly filled GP69 form TSC (Medical Form).
  7. A deposit slip showing that you have paid the TSC registration fee (Non-refundable).

Note: You should deposit the fee of shs. 1055.00 to the following TSC account:

  • Account name: TSC registration account number
  • Bank name: National Bank of Kenya
  • Account number: 01001000905001

You can also pay the fees via TSC Pay Bill Number 625625.

You may also like; TSC registration qualifications and TSC number application online (Complete step by step guide)

How to apply for a new TSC number/Certificate : Step-by-step Guide

Registration for a TSC number is purely done online. To successfully apply for your TSC number/ certificate, follow the easy steps below;

  1. Visit the official TSC online system at https://teachersonline.tsc.go.ke/. 
  2. In the new window, click the ‘New Teacher registration’ tab as shown in the image below;

  1. You will be redirected to a new window as shown below;

  1. Scroll down and Type your national ID no. and surname. Then click next.
  2. Again,you will be redirected to a new window as shown below;

  1. Fill all the asked for details then click Next. For category select ECDE, Primary, or Post-Primary (for secondary). Remember to select your Mean Grade and the Year you sat for the KCSE/EACE/KACE etc.
  2. Now you’ll be brought to this screen. Enter the remaining information (scroll down) and edit as required.

  1. Now you come to the second last stage and here you will be uploading the other documents.

  1. Upload each of your documents (start by entering the applicable certificate details- Institution, from, to, specialization, certificate number, etc.) then finish by clicking the add file button as shown.
  2. Click save documents to get an opportunity to upload your next document.

Note: Compress your documents (the cyber guy can help) since the portal won’t accept documents bigger than 1MB.

The documents will be displayed nicely on the screen one after another in the order you upload them. Remember to press Save documents after each upload.

  1. When you’re done, click

Note: Here you can only upload 3-4 certificates. The rest you will upload in the next screen (as shown below).

This time you will be selecting the type of document then typing a small description and lastly pressing on Choose file.

  1. Continue uploading. Here you can upload between 6-8 documents so I would advise you merge documents like transcripts in one PDF file because they’ll be too many.
  2. To cut the long story short, proceed to upload everything.
  3. You’ll finally come to a page where you’ll be asked about the subjects studied and information such as whether you have ever been dismissed from the service. On the same page, you shall be asked to type the payment information (payment mode) and Pay-in-slip number. Type the information.

  1. Save your work and finalize after entering the details in all the required fields (click the button below there as indicated by the arrow).

CHECKING YOUR TSC REGISTRATION PROCESSING STATUS, ONLINE

It is now time to monitor the status of your application online. Click on the link below;

TSC News Portal

TSC CBA for teachers 2021-2026

TSC latest news on 2021-2025 CBA: The Teachers Service Commission (TSC) has reached a number of agreements in its engagement with the Kenya Union of Post Primary Education Teachers (Kuppet) concerning the 2021-2025 Collective Bargaining Agreement.

According to Kuppet, classroom teachers will ‘reap big’ from the new CBA after receiving a raw deal in the previous one. See the latest presser from Kuppet on the 2021-2026 CBA talks at the Naivasha retreat in March 2021.

KENYA UNION OF POST-PRIMARY EDUCATION TEACHERS PRESS STATEMENT AT THE CONCLUSION OF THE KUPPET-TSC RETREAT AT THE NAIVASHA SAWELA HOTEL FROM 14 TO 18 MARCH 2021

KUPPET has held a very fruitful four-day retreat with the Teachers Service Commission to resolve policy and administrative challenges of the 2016-2021 CBA and review the status of negotiations for the new one for 2021-2026. This was the second retreat between KUPPET and the TSC, the first one having taken place in October/November 2019.

During the talks, it was clear that the union and the employer had undertaken their responsibilities under the CBA process. What remains is for the Salaries and Remuneration Commission to give its Advisory to the TSC to enable the employer to table a counter offer to the union. We are seriously concerned by this delay by SRC, since the expiry of the current CBA on 30 June is fast approaching.

1. NEW CBA TO GIVE TRUE WORTH OF CLASSROOM TEACHER

KUPPET and the TSC have developed new Job Descriptions capturing the true worth of a classroom teacher. The new Job Descriptions recognise the teachers’ leadership and technical work within and outside the classroom, which had been ignored by the evaluation tool previously used by the SRC.

There are up to 30 new roles of the classroom teacher, including:
(i) Class management
(ii) Substantial financial responsibility during outdoor activities like tours and sports.

In the new CBC curriculum, a teachers’ work will even be more complex.

2. PROMOTION OF C3 TEACHERS AND TTC TUTORS

The Job Re-Evaluation has resulted in the creation of a new opening in C4 for Senior Master IV and Senior Lecturer IV for those in TTCs who do not have administrative positions. At the moment, the Commission has advertised 6,680 vacancies for these cadres as the first step towards institutionalising C4 as a promotional grade from C3.

Under the CBC, the TTC tutors will be training teachers at the Diploma level, hence the repositioning of their roles. Administrators in TTCs including Deans and Registrars will have a clear career path with substantive appointments.

3. DIPLOMA TEACHERS

The career path for Diploma Teachers has been clarified. By the commencement of the 2016 CBA on 8 November 2017, more than half of teachers who had joined service at Job Group had obtained Bed degrees and transited to the Graduate Scheme of Service.

Among those who had not, those who had served for more than three years in one Job Group had been promoted to the next Job Group, i.e., Job Group k or L, under the common cadre promotions.

However, a small number of the teachers, who had served in one Job Group for less than three years, had their promotions following the scrapping of one common cadre promotional level. Following the union’s memorandums, the Commission has advertised positions specifically to this group of teachers. We understand that the Commission received fewer applicants than the number of vacancies it declared.

4. MATERNITY LEAVE FOR INTERN TEACHERS

The Commission agreed that, except for specific provisions of their contracts, all intern teachers will work under the same conditions as provided under the Code of Regulations for Teachers. The intern teachers qualify for maternity leave of 90 calendar days with effect from the expected date of delivery, as do other teachers.

5. POLICY ON POST-GRADUATE QUALIFICATIONS

The Commission agreed to suspend the requirement of a Master’s degree for Principals or other promotions within the teaching service. This is in line with regulations by the Public Service Commission which has scrapped the requirement of a Master’s degree for promotions at Job Group P and above. Post-graduate qualifications will be considered as an added advantage.

The union, however, demanded the introduction of a Post-Graduate Allowance for teachers who possess Master’s and PhD degrees irrespective of their position in service.

6. REDEPLOYMENT OF GRADUATE TEACHERS FROM PRIMARY

In readiness for the new CBC curriculum, the Commission will promote 1,000 graduate teachers who initially had P1 qualifications to secondary schools every financial year. By June 30, it shall have redeployed 2,000 of such teachers, and the redeployment will continue until the numbers are fully addressed. The teachers must have obtained a KCSE mean grade of C+ and C+ in two teaching subjects.

7. TEACHERS’ MEDICAL SCHEME

The meeting observed the numerous problems teachers face in accessing health services under the Medical Scheme. It was agreed that an inter-parties meeting between the TSC, Minet and KUPPET would be held soon to discuss the issues and recommend solutions.

TSC News Portal

2019 TSC Intern Teachers’ Recruitment, Interview dates and Venues per county; Uasin Gishu- Turbo

The Teachers Service Commission, TSC, has invited applicants for the 2019 Internship vacancies for interviews. In Turbo Sub County, Uasin Gishu County, all P1 Intern applicants are supposed to go for interviews in November, 2019. “All applicants shortlisted online are invited for an interview on Tuesday 19/11/2019 at St. Patrick’s Primary School within Eldoret Town at 8.00am,” reads a note to the applicants dated November 12, 2019. According to the interview note, the interview exercise will be a one day activity and is expected to end at 5.00pm; the same day.

WHAT TO CARRY TO THE INTERVIEW

The shortlisted Candidates are required to carry the following to the interviews; whose dates will be announced in due course:

  • i. A valid certificate of Good conduct
  • ii. A valid personal accident cover
  • iii. National ID card
  • iv. Disability card if any
  • v. Two passport size photographs
  • vi. KCSE certificate
  • vii. KCPE certificate
  • viii. Diploma / degree certificate and Transcripts
  • ix. Primary/secondary or college leaving certificate
  • x. Kra pin
  • xi. Bank plate

Do not miss out on any news concerning KNEC and Exams. Be the first one to receive KNEC related news as it breaks. Here, below, is your all important link for you; 

Important links:

Successful candidates will report to their new stations in January, 2020. Read more details on this news portal; 

2019 TSC Intern Teachers’ Recruitment, Interview dates and Venues per county; Uasin Gishu- Turbo

TSC News Portal

TSC goes fully digital, unveils new online platform for teachers

The Teachers Service Commission, TSC, has moved to provide most of its services via its online platform. Teachers seeking transfers will now file their applications online as opposed to the manual application process. Other services that have been fully made available online are applications for promotions and new teacher registration.

These latest developments come at a time when TSC has completed digitizing teachers’ documents.

In its 2019-2023 Strategic Plan, the Commission identified Reforms and Innovation in the provision of teaching services as its strategic focus area aimed at improving service delivery to its employees and stakeholders. In this regard, the Commission has successfully migrated services related to recruitment and promotions of teachers to an online system.

Accordingly, there will be no manual applications for recruitment and promotion of teachers with effect from 1 st March, 2021.

Consequently, applications for transfer shall be accessed through the Commission’s website at www.tsc.go.ke as per the attached schedule while the mode and manner of application for both recruitment and promotion will be communicated in the adverts whenever there is a vacancy.

Further, the Commission has introduced an e-platform for official emails, virtual meetings and remote learning. The platform targets all teachers employed by the Commission and those undergoing internship programmes.

The new platform will be used in the following instances: –

  • For official communication between the Commission and teachers including transmission of official letters, Circulars, Pay-slips and responses to teachers’ inquiries among others.
  • To promote the usage of e-learning at no cost.
  • To support and promote the usage of virtual meetings. Institutions can therefore use the platform to hold virtual meetings while teachers will be able to create peer groups to carry out learning activities including mentoring and coaching.

See also; TSC online portal; https://teachersonline.tsc.go.ke/

Implementation Process

All Heads of Institutions and teachers including those on internship are required to activate their email accounts provided on the platform and use it for all communications to the Commission. The official email will take the format of the teacher’s name, the last two digits of the TSC number @mwalimu.tsc.go.ke.

The detailed procedure on how to activate the system can be accessed through the Commission’s website.

The Commission’s ICT field officers will be available to assist in the activation of the accounts. Heads of Institutions may use the ICT champions to sensitize teachers in their institutions and provide any needed technical support.

In addition to an official personal account, heads of institutions are to open a separate head-of-institution email. This address will be available to subsequent heads of institutions for continuity.

Heads of institutions shall update the teachers official email address and registered personal mobile phone number in the Teacher Management Information System (TMIS) within 30 days after all teachers in the institution have activated their emails.

Further, users may seek help on activation of the email, virtual meetings and remote learning through the following address; emailactivation@tsc.go.ke. All other normal queries and/or issues, to be sent to info@tsc.go.ke.

Effective Date

The exercise of activating the emails takes effect from 15th February, 2021 and will close on 30th April, 2021. Upon the expiry of the registration window, all emails outside the e-platform shall not be acted upon.

Remember to get all TSC news here; TSC News Portal.

TSC News Portal

List of Shortlisted candidates for 2019 TSC Teacher Internship vacancies; Uasin Gishu County; Kesses

The Teachers Service Commission, TSC, has released the lists of shortlisted candidates for the advertized 10,300 teacher internship posts for Primary and Secondary Schools. According to the Commission, the lists of shortlisted applicants has been dispatched to all counties. “Applicants are advised that interviews shall be conducted at the county TSC offices. A list of applicants have been sent to each county,” reads a memo dated November 7, 2019 from Catherine Lenairoshi; of TSC Corporate Communications Office. According to instructions on the memo, the shortlisted Candidates are required to carry the following to the interviews; whose dates will be announced in due course:

  • i. A valid certificate of Good conduct
  • ii. A valid personal accident cover
  • iii. National ID card
  • iv. Disability card if any
  • v. Two passport size photographs
  • vi. KCSE certificate
  • vii. KCPE certificate
  • viii. Diploma / degree certificate and Transcripts
  • ix. Primary/secondary or college leaving certificate
  • x. Kra pin
  • xi. Bank plate

Do not miss out on any news concerning KNEC and Exams. Be the first one to receive KNEC related news as it breaks. Here, below, is your all important link for you; 

Important links:

UASIN GISHU COUNTY SHORTLISTED INTERNS- Kesses

Here is the list of Shortlisted Candidates in Kesses; the list contains the school name, Subject to be filled and number of applicants to be interviewed;

s/nO SCHOOL SUBJECT APPLICANTS
1 KAPKOIGA GIRLS FRENCH…. 15
2 KAMUYU SEC MATHS/BIO 66
3 KESSES SEC BUS/MATHS 160
4 CHEPLASKEI SEC HIST/CRE 211
5 LELMOLOK BIO/AGRIC 19
6 CHEPTIRET SS COMPUTER 07
7 MOI CHUIYAT MATHS/BUS 96
8 CHIRCHIR S S KIS/HIST 184
9 BISHOP MUGE GEO/CRE 62
10 KOIWOARUSEN S S MATHS/CHEM 26
11 RACECOURSE MATHS/BUS 106
12 AIC ISAAC KOSGEI BIO/AGR 26
13 TUMOGE BIO/AGR 22
14 ST MARKS TELDET CHEM/BIO 16
15 KOILUGET GEO/BUS 18
16 RCEA SEIYO GEO/MATHS 145
17 BINDURA GEO/BUS 20
18 SOSIANI SEC MATHS/CHEM 50
19 KOISAGAT GAA KIS/CRE 233
20 LAINGUSE SEC BIO/AGR 22

Hot News, Click on the Link Below;

More articles on Education News;

Eligibility for Internship

Eligible candidates should meet the following basic requirements:

  • Be Kenyan Citizen;
  • Have original academic and professional certificates
  • Be unemployed and has not previously been employed by the Commission on permanent terms;
  • Must be registered as per the TSC ACT 2012:
  • Be a holder of a P1 Certificate for Primary Schools and a minimum of a Diploma in Education Certificate for Secondary Schools applicants
  • Be ready to be posted to any public educational institution in Kenya where their services are required:
  • Must have a Personal Accident Insurance to cover for personal risks during the internship period;

Also read;

In addition to the above requirements, successful Interns shall be required to produce:

  • A valid Certificate of Good Conduct:
  • National Identity Card (ID) or copy of passport and a copy of KRA PIN Certificate:
  • Two (2) coloured passport size photographs
  • Teacher Registration Certificate.

Duration of internship

The Internship period will be twelve (12) months.

Remuneration

This is not a remunerative position. However, interns will be entitled to payment of a monthly stipend of Kshs 15,000 for Secondary School Teacher interns and Ksh 10,000 for Primary School Teacher Inters. This stipend is subject to statutory deductions where applicable)

More reading;

 
TSC News Portal

TSC Code of Conduct and Ethics for all Teachers

THE TEACHERS SERVICE COMMISSION (CODE OF CONDUCT AND ETHICS FOR TEACHERS) REGULATIONS.

ARRANGEMENT OF REGULATIONS

PART I —PRELIMINARY
I —Citation.
2 —Interpretation.
3—Application of Code.

PART 11— REQUIREMENTS
4—Compliance.
5 —Rule of law.
6 —Public trust
7 —Fundamental rights and freedoms.
8 — Nepotism or favouritism.
9— Duty to protect children.
10—Integrity.
I I —Conduct of duties.
12—Profesionalism.
13 — Conflict of interest.
14 —Confidentiality.
15 — Care of public property
16—Political activity.
17 — Improper enrichment.
18—Donations.
19—Proffesional advice.
20—Misleading information.
21 —Evaluation of learners.
22—Sexual relations with learners.
984 Kenya Subsidiary Legislation, 2015
23— Sexual harrassment.
24—Relations with fellow employees and the public.
25—Pornography.
26—Prohibited drugs and psychotropic substances.
27 —Financial dealings and private affairs.
28 —Official dealings.
29 —Canvassing for favours in service.
30—Endorsing of private activities.
31 —Civil and charitable activities.
32—Private tuition.
33 —Acting for foreigners.
34—Acting through other s.
35 —Subversive association.
36—Declarations of income, assets and liabilities.
3 7 —Reporting.
38 —Investigations.
39—Reporting Authority.
40 —Breach of this Code.
41 —Review of this Code.

Appendix—Staff Integrity Pact
Form A – Report of Gifts Received
For B-Declaration of Conflcit of Interest
Kenya Subsidiary Legislation, 2015 985

THE TEACHERS SERVICE COMMISSION ACT
(No. 20 of 2012)

IN EXERCISE of the powers conferred by section 48 of the Teachers Service Commission Act, (No. 20 of 2012) and section 37 (1) as read together with section 52(l) of the Leadership and Integrity Act, 2012, the Teachers Service Commission makes the following Regulations:—

THE CODE OF CONDUCT AND ETHICS FOR TEACHERS, 2015

PART I —PRELIMINARY

1.This Code may be cited as the Code of Ethics for Teachers, Citation. 2015.
2. In this Code, unless the context otherwise requires— Interpretation.

“Act” means the Leadership and Integrity Act, 2012;

“asset” means a thing, tangible or intangible, owned, whether wholly or in part, or controlled by a teacher, which has an actual or determinable economic value and can be sold, exchanged or otherwise used or applied to meet an obligation or acquire something else in return;

“bid rigging” refers to a benefit that is given or received for not submitting a tender, proposal, quotation or bid; or withdrawing or changing a tender, proposal, quotation or bid; or submitting a tender, proposal, quotation or bid with a specified price or with any specified inclusions or exclusions;

“conflict of interest” refers to instances when a teacher’s personal interest clashes with his or her official duties;

“client” means a person to whom services are rendered by a teacher and includes learners, parents and other members of the public;

“employer” means a person, institution or entity that engages the services of a teacher;

“harmful sexual activity” means any act of a sexual nature that may cause physical, emotional or psychological torture which includes but not limited to flirtation, sodomy, sexual intercourse, lesbianism, defilement, indecent touching, rape, sexual assault;

“leamer” means a person undergoing instruction in an educational institution;

“pornography” means explicit depiction of sexual subject matter electronically or otherwise;

“pornographic materials” includes but not limited to material such as literature, photography, or other printed or visual material depicting sex organs or sexual activity in a way that is designed to arouse sexual excitement, erotic stimulation rather than education;

“teacher” means a person who has been trained as a teacher as provided for in law and registered as a teacher;

“unethical behaviour” refers to any action or omission that contravenes the provisions, spirit and tenor of this Code; 986 Kenya Subsidiary Legislation, 2015

“values” refers to norms, principles and standards of behaviour depicted of a teacher as amplified by Articles 10 and 232 of the Constitution of Kenya and the Commission’s core values;

“Secretary” refers to the Chief Executive Officer of the Teachers Service Commission appointed pursuant to Article 250 (12) of the Constitution of Kenya;

“sex toy” means an object or device that is primarily used in facilitating human sexual pleasure;

“Sexual harassment” refers to an act by a teacher who persistent ly rfiakes any sexual advances or requests including gestures, cat calls, jokes or comments including innuendos, regarding another person’s sexuality if the person doing it knows or ought to know or has reasonable grounds to know, are unwelcome;

“subversive activity” means any act which by its nature, upsets Public order, peace and security and shall include anything done to endanger, undermine or is detrimental to public policy and interest; and

‘vacancy” means an existing and available post for recruitment, transfer and promotion at the Commission.

3. This Code shall apply to all registered teachers. Application.

PART 11 —REQUIREMENTS

Provisions of this Code.

4. (1) Every teacher has a responsibility to comply with the Compliance.

(2)Al I teachers shall ifi addition, comply with the provisions of the General Leadership and Integrity Code set out in Part 11 of the Act.

(3) The General Leadership and Integrity Code in paragraph (2) shall form part of this Code.

(4) All teachers shall abide by the guiding principles of 41 Leadership and Integrity set out under Chapter Six of the Constitution.

5. (1) A teacher shall respect and abide by the Constitution and Rule of law.
the law.

(^) A teacher shall carry out the duties of his or her office in
accordance With the law.

6. A teaher’s position is of public trust and the authority and Public trust. responsibility vested in his or her office shall be exercised in the best interest of the learners, institution and members of the public.

 freedoms.

7. (1) Every teacher shall res pect and uphold the personal rights Fundamental and freedoms of all persons As guaranteed in Chapter 4 of the lights and Constitution.

(2) Notwithstanding the generality of the provisions in Paragraph (1), a teacher in the performance of his duty shall not discriminate directly or indirectly against any person on any ground including, race, sex, pregnancy, marital status, health status, ethnic or Z_
social origifi, colour, age, disability, religion, conscience, belief,
Culture, dress, language or birth.
Kenya Subsidiary Legislation, 2015 987

8. A teacher shall not while performing his duty practice Nepotism or
nepotism, favoritism, tribalism, cronyism, religious bias or engage in favoritism.
corrupt or unethical practices.

9. (1) A teacher shall be entrusted with the duty of care of a Duty to prot^ct
child, including a child with special needs and. shall take all reasonable children.
steps to ensure the child is protected from abuse, neglect, harmful
cultural practices, all forms of violence, discrimination, inhuman
treatment, corporal punishment and exposure to hazardous or
exploitative labour.

(2) A teacher shall not deny learning materials or remedial
teaching services to a learner on account of their natural abilities.

10. (1) A teacher shall carry out his or her duties with honesty Integrity.
and impartiality and shall not allow family, social, political or other
relationships to influence his or her conduct or judgment.

(2) A teacher shall not use or lend the prestige of his or her
office to advance his or her private interest or those of others and shall
not knowingly convey or permit others to convey the impression that
4pyoneisin a special position to influence him or her.

(3,) A teacher shall not use his or her office to unlawfully or
wrongfully enrich himself or any other person or accept a personal loan
or benefit which may compromise the teacher in carrying out the
assigned duties.

(4) A teacher shall not misappropriate public funds.
11. A teacher’s assigned duties shall take precedence over all his Conduct of duties.
or her other activities and in the performance of these duties, the
following standards shall apply-
(1) maintainance of professional competence;
(2) adherence to the provisions of the Code of Regulations for
Teachers and this Code;
(3) patience, dignity, and courtesy to all stakeholders with
whom the teacher deals with in an official capacity;
(4) prompt, efficient, lawful, reasonable and procedural
fairness in the execution of responsibilities-,
(5) demonstration of honesty and impartiality
in
the conduct of
public affairs;
(6) non engagement in activities that amount to abuse of
office-,
(7) accuracy and honesty in representation of information to
the public,
(8) non engagement in wrongful conduct in furtherance of
personal benefit;
(9) prudent management of public resources; and
(10) maintenance of proper official records.
988 Kenya Subsidiary Legislation, 2015
12. (1) A teacher shall ensure that his or her private and public Professionalism.
conduct upholds the dignity and integrity of the teaching service.
(2) A teacher shall, at all times, be of good conduct whether or
not on official duty and shall, in particular-
(a) maintain a neat and decent standard of dressing which
befits the dignity and image of the teaching service;
(b) ensure that his or her appearance and personal hygiene is
not offensive to workmates or those they serve;
(c) observe official working hours, be punctual and meet
deadlines;
(d) not be absent from duty without proper authorization or
reasonable cause;
(e) develop and maintain relevant professional records to
enhance efficient and competent performance of duty;
(f) perform his or her duties in an efficient and competent
manner;
(g) exercise diligence, care and attention and seek to achieve
high standards of professionalism in the delivery of
services;
(h) practice and prom6te adherence to merit in appointments to
any position in the Commission with guiding principles
being qualifications, merit, competence and experience;
and
(i) seek to contribute and enhance the standards of
performance and level of professionalism in the teaching
service.
(3) A teacher shall actively and personally promote a culture in
the teaching service that aims at providing fast, friendly, responsive
and efficient service and shall be courteous to all persons in the
provision of such service.
(4) A teacher shall carry out his or her official duties in a manner
that inspires public confidence and integrity of his or her office.
(5) A teacher who is a member of another professional body shall
adhere, observe, and subscribe to the ethical and professional
requirements of that body.
13. (1) A teacher shall avoid being in a position in which his or Conflict of
her personal interests conflict with his or her duties. interest.
(2) A teacher shall neither participate in any tendering process
where his or her personal or proprietary interests conflict with his or
her duties and shall not award tenders to self, spouse, relatives,
business associate nor be involved in bid-rigging.
(3) A teacher shall disqualify himself or herself from any matter
where his or her impartiality might reasonably be questioned including
but not limited to instances in which —
Kenya Subsidiary Legislation, 2015 989
(a) a teacher has a personal bias, prejudice or interest over the
subject matter;
(b) a teacher or his or her family or a close connection has a
financial or any other interest that could substantially affect
the outcome of the matter in issue; or
(c) a teacher, or his or her spouse, or a person related to either
of them or the spouse of such a person or a friend or a
business associate is a party to the matter in issue.
(4) If any teacher is present at a meeting or any committee at
which any matter is the subject of consideration and in which matter
the person, the person’s spouse, relative or business associate is
directly or indirectly interested in a private capacity, that person shall
as soon as is practicable after the commencement of the meeting,
declare such interest and shall not take part in any consideration,
discussion or proceedings touching on the matter in question.
(5) Notwithstanding paragraph (4) , in cases where a teacher has
prior knowledge of the existence of a personal interest in the matter,
such a teacher shall declare his or her interest using the prescribed form
to the relevant authority and refrain from participation in the
deliberations with respect to the matter.
14. (1) A teacher shall ensure that confidential information or Confidentiality.
documents entrusted to his or her care are adequately protected from
improper or inadvertent disclosul.’e.
(2) A teacher shall follow the Commission’s Regulations,
procedures and directives for safeguarding information and documents
and shall not disclose any information in contravention of such
Regulations, procedures and directives.
15. (1) A teacher shall take all reasonable steps to ensure that Care of
public or institutional property in his or her custody, possession, or public and
institutional
control is taken care of and is in good condition. property .
(2) A teacher shall not use public or institutional property, funds
or resources at his or her disposal for activities that are not related to
his or her official work.
. (3) A teacher shall surrender to the issuing authority all public or
institutional property in his or her custody, possession, or control at the
expiry of the teacher’s appointment or upon transfer to another station.
16. (1) A teacher shall maintain political neutrality at all times Political activity.
and shall not act in a manner that may compromise or be perceived to
compromise his or her neutrality.
(2) A teacher shall serve impartially with loyalty, honesty and
objectivity regardless of the teacher’s political views.
(3) A teacher shall not— –
(a) act as an agent for, or further the interests of a political
party or candidate in an election;
990 Kenya Subsidiary Legislation, 2015
(b) manifest support for or opposition to any political party or
candidate in an election;
(c) engage in any political activity or campai gns that may
compromise or be seen to compromise the dignity of his or
her office; or
(d) use public or institutional resources for the furtherance of
any project for the purpose of supporting a candidate or
political party.
(4) A teacher who intends to contest an election shall retire Or
resign from service at least six months before the date of election.
17. (1) A teacher shall not use his or her office to improperly improper
enrich himself or others. enrichment.
(2) Without limiting the generality of paragraph(l), a teacher
shall-
(a) neither ask for, nor accept any property or benefit of any
kind, for himself or for any person, on account of anything
to be done, done or omitted to be done, by the teacher in
the discharge of his or her duties or by virtue of his or her
official position;
(b) not either directly or through family members, solicit or
accept any gifts, gratuity, hospitality, free passages or
favours from any person or any body corporate or
unincorporated that might reasonably be thought to
influence, or intended to influence, the teacher in the
performance of his or her duties.
(3) Where a gift or donation of the nature specified in paragraph
2 is given without the knowledge of the teacher or it would be
offensive to custom or good public relations to refuse the gift, such a
teacher may accept the gift provided that such acceptance shall not
unduly influence his or her decision in the performance of his or her
duty.
(4) Notwithstanding any other provisions of this paragraph to the
contrary, but subject to section 14(2) of the General Leadership and
Integrity Code, a teacher may accept-
(a) gifts which are occasional or in the form of a souvenir;
(b) personal gifts or donations from relatives or friends, on
such special occasions, as may be recognized by custom;
(c) gifts that are granted pursuant to a recognised institutional
reward system for performance; and
(d) non-monetary gifts given to him other in his or her official
capacity but not exceeding the value of twenty thousand
shillings.
18. (1) A teacher involved in the receipt and administration of Donations,
donations to an institution shall ensure that proper records are kept of
Kenya Subsidiary Legislation, 2015 991
the donations and that the donations are used for the purposes for
which they were given.
(2) A teacher who has reasonable grounds to believe that-
(a) proper records of any donations for the institution have not
been kept; or
(b) any donations for the institution have not been used for the
purposes for which they were given;
shall inform the Secretary or any other relevant authority.
19. A teacher who has a duty to give advice shall give honest, Professional
accurate, and impartial advice without fear or favor. advice.
20. A teacher shall not knowingly give false or misleading
information to members of the public or to any other teacher.
21. (1) A teacher shall evaluate learners honestly based oil their Evaluation of
performance. learners.
(2) A teacher shall ensure that internal and external examinations
are conducted fairly and without cheating.
22. (1) A teacher shall not— Sexual relation’s
(4) engage in any sexual activity whatsoever with a learner,
with learners.
regardless of whether the learner consents;
(b) make a request to, or exert pressure on.
a learner for sexual
activity or favour; or
(c) flirt with a learner.
(2) For purposes of this paragraph, a teacher shall not:-
(a) send learners to their personal residences for whatever
reason;
(b) induce, coerce, threaten or intimidate a learner in any way
and particularly in regard to their academic performance, in
exchange for sexual relations;or
(c) facilitate non disclosure or cover-up of cases of sexual
abuse against a learner.
(3) A teacher shall not;-
(a) release a learner from school for any reason before
notifying the parent or guardian; . Z, – , ,
(b) send a learner away from school earlier than 6.00am or
later than twelve noon expep( in cases of emergency.
23. (1) A teacher shall not— Sexual
harassment.
(a) sexually harass a fellow employee or members of the
public;
(b) persistently make requests or exert pressure for sexual
activity or favour which he or she knows or ought to know
is unwelcome; or
992 Kenya Subsidiary Legislation, 2015
(c) make intentional or careless physical contact that is sexual
in nature.
(2) It shall be the duty of the person alleging sexual harassment
to report the same to the relevant authority.
24. A teacher shall-
(a) treat fellow employees and the public with dignity, courtesy
and respect;
(b) avoid behavior that is unbecoming, abusive, belittling or
threatening to fellow employees or any member of the
public; and
(c) not bully or perpetrate offensive behaviour which is
vindictive, cruel, malicious or humiliating and is intended to
undermine a fellow employee or a member of the public.
Relations with
fellow employees.
25. (1) A teacher shall ensure that his or her station of work is Pornography.
free of pornography and pornographic material.
(2) A teacher shall not-
(a) supply pornographic materials to a fellow employee, a
learner or a member of the public;
(b) expose a learner to pornography, sexual toys or assist a
learner in obtaining access to the same;
(c) sell, let to hire, distribute, exhibit or in any manner put into
circulation; or
(d) make, produce or have in his or her possession any
pornographic book, pamphlet, paper, drawing, painting, art,
representation, figure or any other obscene object.
26. (1) A teacher shall not-
(a) supply illicit drugs, cigarettes, or alcohol to a learner;
(b) expose a learner to illicit drugs, cigarettes and alcohol; or
(c) assist a learner to access illicit drugs, cigarettes and
alcohol.
(2) A teacher shall —
(a) ensure that his or her work place is free from illicit drugs,
cigarettes and alcohol;
(b) not peddle or consume illicit drugs, cigarettes and alcohol
while on duty; or
(c) not report to work while under the influence of illicit drugs
or alcohol.
27. A teacher shall —
(a) live within his or her means and avoid incurring any
financial liability he or she cannot satisfy;
Prohibited drugs
and psychotropic
substances.
Financial dealings
and private
affairs.
Kenya Subsidiary Legislation, 2015 993
(b) not neglect his or her financial obligations or neglect to
settle them;
(c) not evade taxes;
(d) not use or lend the prestige of his or her office to sanction
or endorse his or her own private activities or the private
activities of any other person;
(e) conduct his or her private affairs in a way that inspires
public confidence in the integrity of his or her office-, and
(f) ensure that his or her private affairs do not interfere with
his or her official duties or affect the dignity of his or her
office and that the risk of conflict with non-official duties
is minimized.
28. A teacher shall —
(a) practice and promote the principles of equity,
inclusiveness, protection of the marginalized, integrity and
professional competency;
(b) not, knowingly and deliberately, withhold information that
is not protected with a view to disadvantage any person
including teaching vacancies or posts, promotions or other
official correspondence;
(c) not engage in private business during official working
hours; and
(d) not, if serving on a full time basis, engage in any other
gainful employment. Gainful employment for purposes of
this Code refers to, but is not limited to work that a teacher
may-
(i) pursue and perform for money or other forms of
regular compensation or remuneration;
(ii) perform which is inherently incompatible with his or
her official responsibilities;
(iii) perform and which results in the impairment of
judgment or conflict of interest;
(iv) perform and which affects the performance of his
official duties; or
(v) perform on a full time basis during official working
hours.
Official dealings.
29. A teacher shall not canvass or lobby, either directly or Canvassing for
indirectly, for any favours in the teaching service or in any other favours in service.
organization.
30. A teacher shall not use his or her position or title or any Endorsing private
authority associated with his or her office in a manner that could activities.
reasonably be construed to imply that the Commission or institution
sanctions or endorses any activities, either by him orher or by any other
person, that are not activities of the institution.
994 Kenya Subsidiary Legislation, 2015
31. (1) A teacher is part and parcel of the society in which he Civil and
orshe lives and whereas he or she should not be isolated, he orshe is charitable
activities.
expected to remain within dignified limits and to particularly —
(4) project a good image in the community where he or she
lives by participating appropriately in the communal
activities; and
(b) set a good example to the learners and the public by
obeying lawfully established authority and being law
abiding.
(2) A teacher may contribute towards or attend a public
collection but shall not;
(a) participate in such, a way as to reflect adversely on his or
her integrity or to interfere with the performance of his or
her official duties; and
(b) use his or her office to solicit for funds for public
collection.
3. 2. A teacher may engage in teaching or learning activities Holiday tuition.
outside normal school hours to promote education provided that he or
she shall not conduct holiday tuition.
33. (1) A teacher shall not, in a manner that may
be
detrimental Acting for
to the security interests of Kenya, be an agent for or further the foreigners.
interests of a foreign government, organization ,or individual.
(2) For the purpose of this paragraph:-
(a) An individual is deemed foreign if the individual is a noncitizen; and
(b) an organization is foreign if it is incorporated or registered
outside Kenya or if it is wholly or substantially owned by
a foreign government, organization or individual.
34. (1) A teacher who:- Acting through
other,,;.
(a) causes anything to be done through another person that
would, if done by the teacher,would be a contravention of
this Code; or
(b) allows or directs a person under his or- her supervision or
control, to do anything that is a contravention of this Code;
(c) would be in. breach of the provisions of this Code.
(2) Paragraph (1) shall not apply with respect to anything done
without the teacher’s knowledge, consent or the teacher took
reasonable steps to prevent it.
35, A teacher s , tall not subscribe to or be involved in ^ubversive
asspciations, sponsor oi- support a grou hat is proscribed or involved association.. p
jr. 1 any subversive activity.
36. A tea her e gage in publ d Ic service must i submit— Declaration of
income, assets
(4) an initial declaration within thirty days after employment; and liabilities.
Kenya Subsidiary Legislation, 2015 995
(b) a final declaration within thirty days after leaving
employm6ht; and
(c) bi-annual declarations as provided for in Part VI of the
Leadership and Integrity Act, 2012.
37. (1) If a teacher considers that anything required of him orher Repofting.
is a contravention of this Code or is otherwise improper, unethical or
unlawful, the teacher shall report the matter to an appropriate authority.
(2) Every teacher shall be under an obligation to report to the
appropriate authority any breach of the provisions of this Code.
(3) Such information received in respect of paragraph (2) shall
be dealt with in strict confidentiality with a view to protecting the
source.
38. (1) The Commission may investigate or cause to be investigations.
investigated any allegation of breach of this Code so as to determine
the veracity of such allegation.
(2) The Commission may carry out investigations on a teacher’s
improprieties on its own initiative or pursuant to a complaint by any
person.
(3) The Commission may refer a matter to another appropriate
body for investigation which shall investigate the matter within a
reasonable time and submit a report to the Commission on its findings.
(4) Upon the submission of a report, the Commission shall ensure
that the findings of the investigations are implemented within ninety
days.
(5) An investigation may be carried out under this paragraph
notwith standing the fact that the person being investigated has ceased
or is not an employee of the Commission.
39. Por the purposes of section36(l) of the Leadership and Reporting
Integrity Act and paragraph 37(l) of this Code a teacher may report Authority.
any matter to the Secretary, head of institution or any other appropriate
authority as the case may be.
40. Any teacher who is alleged to have violated the provisions of Breach of this
this Code will be subjected to the laid down disciplinary procedures Code.
under the Teachers Service Commission Act and the Code of
Regulations of Teachers.
41. This Code may be reviewed from time to time as the Review of this
Commission may deem appropriate. Code.
996 Kenya Subsidiary Legislation, 2015
STAFF INTEGRITY PACT (TO BE FILLED IN DUPLICATE)
I ………………………………………. TSCI ……………. do hereby confirm that I
have read the contents of the Teachers Service Commission Code of Conduct and Ethics
for Teachers ( Revised 2014) and hence commit to adhere to its provisions at all times
and uphold both my personal integrity and the integrity of the Commission.
Date: ………………………… Sign: …………………………………………………….
In the presence of:
SECRETARY
TEACHERS SERVICE COMMISSION
(FORM A)
Report of Gifts Received
To: (approving Authority)
Description of Offer or:
…………………………………………………………………………………………………..
Name and title:
………………………………………………………………………………………………….
Company: ………………………………………………………………………………………
Relationship (Business/personal): ………………………………………………………………
Occasion on which the gift was/is to be
Description & (assessed) value of gift: ………………………………………………………..
Suggested Method of Disposal
(a) Retained by receiving staff
(b) Retained for display/ as a souvenir in the office
(c) Shared among the officers
(d) Reserve as luck draw prize at staff function
(e) Donate to charitable organization
(f) Return to offer or
(g) Others (please specify)
……………………………………………………………………………………………………………………
Nameof receiving staff ……………………………………………………….. I …………….
Title………………………………………. Date ……………………………….
Part B -Acknowledgment (to be completed by approving authority)
Kenya Subsidiary Legislation, 2015 997
To (receiving staff)
The recommended method of disposal is *Approved/Not Approved
The gift(s) concerned should be disposed of by way of: ………………………………….
Name of Approving Authority …………………………………………………………………
Title……………………………………………………………………………………………..
Department…………………………………………………………………………………….
Date……………………………………………………………………………………………..
*Please delete as appropriate
(FORM B)
DECLARATION OF CONFLICT OF INTEREST
Part A-Declaration (to be completed by declaring staff)
To: (Approving Authority)
I would like to report the following existing/potential* conflict of interest situation
arising during the discharge of my official duties:
Persons/companies with whom/which I have official dealings and /or personal interest
2 ………………………………………………………………………………………………………
3 ………………………………………………………………………………………………………
Brief description of my duties which involve the persons/companies mentioned above
and these are the areas of real/possible conflict of interest.
Nameof Declaring Staff ………………………………………………………………………………
Department
Part B- acknowledgment (to be completed by approving authority)
To: Declaring Staff
The information contained in your declaration for ……….. is noted. It has been decided
that:
You should refrain from performing or getting involved in performing the work, as
described in Part A, which may give rise to conflict of interest.
998 Kenya Subsidiary Legislation, 2015
You should continue to handle the work as described in Part A, provided that there is no
change in the information declared above.
Other conditions (please specify):
Nameof Declaring Staff ………………………………………………………………………………….
Title……………………….. …………………………………………………………………………….
Department………………………………………………………………………………………………..
Date………………………………………………………………………………………………………..
NANCY N. MACHARIA,
SecretarylChief Executive Officer,
Teachers Service Commission.
LYDIA N. NZOMO,
Chairperson,
Teachers Service Commission.
PRINTED AND PUBLISHED BY THE GOVERNMENT PRINTER, NAIROBI

TSC News Portal

Official TSC lists of shortlisted teachers for promotions in 2021 per Region and County, Scheduled Interview dates and venues

Did you apply for the recently advertised TSC promotion vacancies in 2021? Well. The Teachers Service Commission has released the lists of applicants who have been shortlisted to attend interviews. 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.

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.

Interviews for these promotions will be carried out between February 8 and 19, 2021 at designated TSC County offices countrywide.

Related news;

SHORTLISTED TEACHERS FOR THE TSC 2021 PROMOTION VACANCIES PER COUNTY.

KWALE COUNTY LIST

[embeddoc url=”https://educationnewshub.co.ke/wp-content/uploads/2021/02/KWALE-COUNTY-TSC-PROMOTION-LIST.xlsx” viewer=”microsoft”]

KISII COUNTY LIST

[embeddoc url=”https://educationnewshub.co.ke/wp-content/uploads/2021/02/TSC-PROMOTION-LIST-KISII.xlsx” viewer=”microsoft”]

NYAMIRA COUNTY LIST

[embeddoc url=”https://educationnewshub.co.ke/wp-content/uploads/2021/02/TSC-LIST-OF-SHORTLISTED-CANDIDATES.xlsx” viewer=”microsoft”]

STATISTICS OF SHORTLISTED CANDIDATES PER COUNTY.

[embeddoc url=”https://educationnewshub.co.ke/wp-content/uploads/2021/02/TSC-STATISTICS-FOR-SHORTLISTED-CANDIDATES-PER-COUNTY.pdf”]

TSC News Portal

TSC responses to questions raised on the Minet medical cover for teachers

The Teachers Service Commission, TSC, has responded to queries raised by members of Parliament on the management and services offered by the teachers’ medical insurer, Minet. The response was provided by TSC Boss Dr. Nancy Macharia.

RESPONSE BY TSC TO THE QUESTION BY SENATOR ROSE  NYAMUNGA MP, ON MANAGEMENT OF THE TEACHERS’ MEDICAL SCHEME

Presented by: DR. NANCY NJERI MACHARIA, CBS, SECRETARY/CHIEF EXECUTIVE OFFICER

  1. BACKGROUND

The Teachers Service Commission, TSC, is established under article 237 (1) of the Constitution with the overall mandate of teacher management. Specifically, Article 237 (2) of the Constitution mandates the Commission to: –

  1. a) Register trained teachers;
  2. b) Recruit and employ registered teachers;
  3. c) Assign teachers for service in any public school or institution;
  4. d) promote and transfer teachers;
  5. e) Exercise disciplinary control over teachers;
  6. f) Terminate the employment of teachers engaged in public

1.2  The Commission is further mandated Under Article 237 (3) of the Constitution to: –

  1. a) Review the standards of education and training of persons entering the teaching service;
  2. b) Review the national demand for, and the supply of teachers; and
  3. c) Advise the National Government on matters relating to the teaching profession.

1.3  On the other hand, section 11 of the Teachers Service Commission Act requires the Commission to: –

  1. a) Formulate policies to achieve its mandate;
  2. b) Provide strategic leadership and direction;
  3. c) Prescribe teaching standards and ensure compliance;
  4. d) Manage the Teachers payroll;
  5. e) Facilitate career progression & professional development;
  6. f) Monitor the Conduct and Performance of teachers; and do all such other things as may be necessary for the effective discharge of its functions and the exercise of its powers.

1.4 Further in compliance with the provisions of Article 41 of the Constitution the Commission negotiated and signed Collective Bargaining Agreement 2017-2021 (CBA) with the teacher unions. The CBA was informed by a comprehensive Job Evaluation Report which was conducted jointly  by  TSC  and  the  Salaries  and  Remuneration Commission. The CBA came into effect on 1St July, 2017.

1.5 Accordingly, the Constitution of Kenya, the Teachers Service Commission Act, the Code of Regulations and Code of Code of Conduct for Teachers, Collective Bargaining Agreement (CBA) 2017-2021 read together with other policies forms the legal framework underpinning the Commission’s operations.

  1. THE TEACHERS MEDICAL SCHEME

2.1 The Teachers Service Commission, in its efforts to conform to the National Policy on Universal Health Care for Citizens approached National Health Insurance Fund (NHIF) in July 2019 for the provision of Medical Insurance Cover to all teachers employed by the Commission. The NHIF later submitted  a  proposed  medical  premium  cover for the 318,000  teachers  at  an   annual   contract  price  of Kshs.15 Billion totaling to 45 Billion in three years.

2.2 Consequently,  the  Commission  requested  the  National Treasury  to  provide  an  annual  budget  allocation  of Kshs. 15Billion yearly for teacher’s medical scheme for three years (2019 – 2022).

2.3 The  National  Treasury,  in  their  response  advised  the Commission that due to the harsh economic conditions they would not be able to fund the teachers’ medical scheme at the amount of Kshs. 1 5 Billion annually.

2.4  Due to lack of budgetary provisions to have a full-fledged medical insurance cover for teachers and based on the response  from  both  NH IF  and  National  Treasury,  the Commission settled for a Hybrid Insurance Model comprising of Capitation Financing-Model and Fully Insured components to bridge the budgetary gap and ensure that all teachers are medically covered.

2.5  In compliance with the provisions of the Public Procurement and Asset Disposal Act 2015, the Commission engaged Minet Insurance Brokers (K) Ltd. through a competitive process that resulted in the award of contract for the provision  of  Teachers’   Medical  Insurance Cover for 318,000  teachers  as   principal   members  and  their dependents.

2.6 Minet was awarded a three (3) year framework contract at a contract sum of Kshs.35,220,512,500. The Scheme is structured under a consortium of insurance companies and administered by Minet Kenya Insurance Brokers Limited.

2.7 The Teachers’ Medical Scheme is also structured in two models as indicated below:

  1. a) Capitation Model: This is a kind of healthcare payment system where a physician or hospital is paid a fixed amount per patient for the agreed period of time. In this model, the Outpatient, Inpatient, Dental, Optical and Maternity were all grouped under capitation.
  2. b) Fully Insured: The following items were grouped under fully insured. They include Group Life, Last Expense, Evacuation Allocations, International Travel and Referrals and Excess of Loss.

2.8 The proposed minimum family size per family is 6 members comprising; the Principal member, one legal spouse, four (4) Children. Teachers who are in service from age 18 to age 65 are eligible for cover.

HERE ARE THE TSC ANSWERS TO THE RAISED QUESTIONS ON MINET MEDICAL COVER

  1. QUESTION ONE

Low capitation on Outpatient Services with some capped at as low as 900/ = inclusive of the doctor’s consultation fees; tests and drugs.

3.1 Under the Contract, the Teachers medical scheme has a benefit structure  for all the teachers employed  by the Commission and there is no capping on any Outpatient Limit per day.

3.2  The only capping for the outpatient component is the member’s allocation per year which should not be exceeded. Click here to see the Benefit Structure for the Teachers as per the Job Groups.

3.3  A clear analysis of the benefits structure confirms that the Teachers Medical Scheme has superior benefits than most of the public servants in Kenya and the region.

The cover applies to a wide range of services and the allocations for each component per year are substantial to cover the Principle member plus 5 other dependents. It is one of the most comprehensive medical schemes available in Kenya.

  1. QUESTION TWO

Restrictions on the Hospitals Teachers are allowed to visit for treatment some of which are ill equipped and lack qualified personnel.

4.1 Teachers Medical Scheme provides accessible healthcare  services to teachers in the 47 counties. The scheme has over 500 health service providers country wide offering a wide range  of services  from  In-patient,  Outpatient,  Dental, Optical,  Maternity,  Medical  Emergency  Evacuation  and specialized referrals locally and Internationally, Group Excess of Loss Cover, Group Life and last expense cover.

4.2  The scheme operates under portability without restrictions system allowing Teachers to access any hospital in the list of medical service providers at any time and anywhere within the Republic of Kenya.

4.3 Based on the feedback from consultative forums on the administration of the scheme and the monthly meetings between CIT and Minet, additional 32  medical service providers ranging  from  private  facilities,  faith  based institutions as well as some county referral hospitals like Kitui were added to the list of Medical service providers.

4.4 The list of hospitals is available in both the TSC and Minet website or the same can be accessed  through the USD *340 #. In coming up with the list of hospitals, the Commission ensured that the hospitals are spread across the Country for ease of accessibility to teachers.

4.5 The Commission has also ensured that the selected hospitals have the necessary medical infrastructure, equipment and are accredited by NHIF to meet the teacher’s medical needs.

4.6 The allegation that most of these facilities lack qualified medical personnel may not be entirely true as it is against the law to station unqualified personnel to run a medical facility.

To address such a sensitive issue, the Commission requires specific details to avoid any speculation.

  1. QUESTION THREE

Delay in approvals which sometime take up-to one month, putting the life of a teacher at risk

5.1 Teacher’s Medical scheme like any other medical scheme has pre-authorization requirements which entails consultation, confirmation of patients’ details, review and vigilance billing system to ensure there is value for money.

5.2  It is also important to mention that normally 90% of outpatient cases do not require pre-authorization. However, the 10% cases that require pre-authorization are managed through a robust online approval system where cases are handled on the first come first served basis.

5.3 The rigorous approval procedures have been put in place to detect and deter fraudsters who have perfected the art of defrauding teachers using the medical scheme. Further, this is done mainly with a view of ensuring that the member’s benefit is protected from misuse resulting from inflated bills and unnecessary costs.

5.4 While the elaborate approval process is appreciated, the Commission is aware of instances where such approvals have taken abnormally long therefore denying teachers their right to expeditious medical attention.

  1. QUESTION FOUR

Teachers experience challenges while lodging claims with Minet.

6.1 Under the Scheme, claims related to payments are made by the Hospitals and not individual teachers.

6.2  It is only in instances where teachers or their families have been treated in a facility other than the contracted hospitals when they are required to lodge claims for reimbursement of the expenses incurred. This is only applicable where the visit to non-contracted health facility is as a result of medical emergency.

6.3  In such instances Minet is required under the contract to settle such claims within 2 weeks when all the necessary supporting documents have been submitted.

6.4 The Commission took up this matter with Minet where it was established that the major cause of the delay in releasing reimbursement to teachers has been lack of supporting documents like original doctor’s report (case note), receipts, statements etc.

  1. QUESTION FIVE

Query Five: Limited Access due to Rigid Operating Hours by health facilities.

7.1 Some hospitals contracted by Minet and listed as medical service providers for the Teachers’ Medical Scheme are the same providers rendering medical services to the general members of the public. Majority of these hospitals including

7.2  In an event that one of the medical service provider has rigid operating hours;  teachers are advised to seek medical assistance to the next service provider in the neighborhood which is in the list.

  1. QUESTION SIX

Limited Dental services where only tooth extraction is catered for by Minet.

Under the contract, the following are services available at accredited dental facilities within the list of dental service providers:

  1. Dental consultation and Anesthetist’s fee,
  2. Dental X-Ray and root canal treatment,
  3. Tooth extraction,
  4. Deformation Surgery,
  5. Scaling necessitated by a prevailing medical condition or as prescribed by a dentist and
  6. Dentures necessitated by an accident or injury.

8.2  Dental services are specialized in nature and may not be found within some local neighborhoods. The Scheme has provided  a list of Dental specialists contracted and available in every county. Teachers are free to access dental services from the list of panel of dental specialists contracted by Minet.

8.3  The dental component of the scheme incorporates all dental services subject to the maximum cover per member. The cover is not limited to tooth extraction alone but all services that are clinically possible as a dental service.

8.4 In the event that a teacher’s medical need has been restricted to tooth extraction alone, the same would amount to breach of contract and call for remedial action based on such a specific case.

  1. CONCLUSION

9.1 Pursuant to Section 151(1) of the Public Procurement and Asset Disposal Act 2015, the  Commission has also established a Contract Implementation Team (CIT) whose membership comprise officers at the level of Directors to monitor, assess and evaluate the implementation of the scheme through monthly meetings with the service provider.

9.2 At the County level, the Commission has also established County committees comprising the TSC Director, Minet Caregiver, Union Representatives, KEPSHA and KESSHA to monitor and handle Teacher’s Medical Scheme issues presented to them. Further Minet has appointed Care Givers in all the 47 counties who works closely with the TSC County Directors to respond to issues and difficulties which may be faced by Teachers while seeking medical services.

9.3  Further the Commission has been conducting sensitization programmes to teachers to create awareness of their rights under the scheme and the reporting mechanisms to enable the Commission take remedial action whenever our teachers run into problems.

9.4 While the implementation of the teachers’ medical scheme has been generally successful, the Commission admits that the same has also had its fair share of challenges mainly associated with the Capitation Financing Model. To this end, in the month of September, the Commission’s CIT team carried out a comprehensive survey to measure the performance of the Scheme in its first year.

9.5 Admittedly, some of the issues raised by Honourable members were also raised by teachers and have been also captured in the Commission’s Survey Report. The report has been submitted to the service provider for their response.

9.6  On behalf of the Commission, I wish to assure members that all the issues raised will be taken up with the service provider for immediate redress as per the provisions of the contract between the two parties. The Commission will not hesitate to invoke its rights under: the contract with a view to protecting the interest of its teachers and their dependents.

TSC News Portal

New Requirements for Registration of teachers by TSC; See list of disqualified teaching subjects

New Requirements for Registration of teachers by TSC-  The Teachers Service Commission (TSC) has made changes to the registration requirements for new teachers. In the latest changes, the Commission has scrapped over 26 teaching areas/ subject combinations.

This is contained in the latest circular titled; ‘TEACHER REGISTRATION INFORMATION-UNDERGRADUATE COURSES WHERE A POSTGRADUATE DIPLOMA IN EDUCATION (PGDE) COURSE IS NOT APPLICABLE.’

See the full circular contents below.

TEACHERS SERVICE COMMISSION

TEACHER REGISTRATION INFORMATION

UNDERGRADUATE COURSES WHERE A POSTGRADUATE DIPLOMA IN EDUCATION (PGDE) COURSE IS NOT APPLICABLE

The Teachers Service Commission is established under article 237(1) and (2) of the Constitution of Kenya (2010) and mandated to carry out Teacher Management functions in the country which include registration of trained and qualified teachers among others.

The constitution of Kenya 2010, requires the Teachers Service Commission to register trained and qualified teachers before they are engaged in the teaching service both in public and private institutions.

Bachelor of Science or Arts Degree holders with a post Graduate Diploma in Education (PGDE) and two teaching subjects qualify for registration. However, applicants for registration whose training is in subjects that are currently NOT in the curriculum do not qualify irrespective of having undertaken a Post Graduate Diploma in Education (PGDE) and/ or Enhancement.

Read also; Current list of teaching subjects offered at Secondary School level.

This category includes but not limited to Bachelor of Science/Bachelor of Arts in:

  • Natural resources
  • Meteorology
  • Forestry
  • Animal husbandry
  • Horticulture
  • Farm machinery
  • Fisheries
  • Anthropology
  • Sociology
  • Theology/Divinity
  • Journalism
  • Kiswahili and Communication
  • Business Management / Administration
  • Banking and Finance
  • Genomics
  • Actuarial Science
  • Environmental Science
  • Criminology
  • Biotechnology and Agriculture
  • All Courses related to Engineering
  • Industrial Chemistry
  • Biochemistry
  • Hospitality and tourism
  • Foods , Nutrition and Dietics
  • Technology and applied Biology
  • Microbiology etc.

Those who have undertaken a PGDE with these courses are NOT eligible for registration as teachers. These courses do not provide sufficient subject content and therefore the mastery of the content in two teaching subjects is not adequate as required.

You may also like; Shocker for teachers as TSC bans over 20 Bachelor of Science and Arts Degree Teaching Courses