Teachers Service Commission TSC Interviews 2023-2024

By | August 10, 2023

Teachers Service Commission TSC Interviews 2023-2024

Teachers Service Commission TSC Interviews – Read full details below:

The Teachers Service Commission TSC Interviews


A Monthly Publication of the Teachers Service Commission

TSC Begins Interviews to Recruit 14,000 Teachers

Teachers Service Commission TSC Interviews

The Teachers Service Commission (TSC) has kicked off the recruitment process of a total of 14,460 teachers to help plug the staff shortage in public primary and post primary learning institutions.

The TSC has uploaded the details of the shortlisted candidates for positions in secondary schools and special needs institutions on its website.

The move is a first for the Commission, signalling its commitment to enhance transparency during the recruitment process. Currently, vetting of the applicants’ documents and interviews have started in the counties and successful applicants will be employed as per the roadmap posted on TSC website.

The new teachers will also help to steer the 100 percent transition policy, according to TSC Chief Executive Officer Dr Nancy Macharia.

Teachers Service Commission TSC Interviews

In a media advertisement, Dr Macharia said 5,000 teachers will be posted to public primary, secondary and training institutions on permanent and pensionable terms of service. Secondary schools will get 3,972 teachers while 1,000 will be posted to primary schools and 28 to teacher training colleges.

“Successful candidates will be posted to serve in any part of the country and not necessarily in the county or school where they were interviewed,” Dr Macharia said.

Merit lists generated during the recruitment for both primary and post primary institutions will be used in subsequent recruitment processes within the financial year, the statement read.

To further ease the burden and improve learning standards, the TSC said it will replace 8,230 teachers who left the service through natural attrition. Of these, 6,539 teachers will be posted to primary and 1,691 to secondary schools.

The announcement was a positive step towards addressing the deficit of more than 100,000 teachers facing primary and post primary institutions nationwide.

Dr Macharia recently said the government was committed to ensure there were enough teachers to handle the huge number of learners joining secondary schools.

She added that priority will be given to sub-county secondary schools, which admit the bulk of learners.

It is our determination as a Commission to ensure that the

100 per cent transition policy succeeds to guarantee all children their basic right to education,” said Dr Macharia. The Commission also plans to employ 844 teachers – 764 in primary and 80 in secondary schools – on permanent and pensionable terms in Garissa, Wajir and Mandera counties.

Interviews Ongoing to Recruit 14,000 New Teachers

The Commission also intends to hire 386 teachers on contract in the hard to staff areas. Primary schools will receive 114 teachers and secondary schools 272.

According to the TSC guidelines, eligible candidates must be Kenyans and registered with the Commission.

Applicants seeking to teach in primary schools must possess a P1 certificate and those applying for positions in secondary and technical colleges should have a minimum of a diploma and Bachelor’s degree in Education, respectively. The recruitment process is free of charge, the TSC said, cautioning candidates against falling victim to fraudsters.

The Career Progression Guidelines

The Career Progression Guidelines provide for the policies and procedures that standardize teachers’ professional development. For effective management of teachers’ professional growth and development, it was necessary for the Commission to develop these Guidelines. In developing the Guidelines, the Commission has also been guided by the provisions of the Code of Regulations for Teachers (2015) and the Kenya National Qualifications Framework.

Click HERE to download and read all about TSC’s Career Opportunities and Guidelines

The Guidelines outline basic job descriptions, personal qualities and core competencies required for each job and also set out the minimum entry requirements into the teaching profession.


Under the Guidelines, the career path for school administrators has been clearly outlined. This separates the career paths of school administrators and that of classroom teachers. This is designed to provide clear reporting structures in institutions and eliminate overlap in the grading structure.


The deliverables expected of each cadre of teachers has also been clearly set out. This is expected to facilitate setting of performance targets and accurate measurement of performance.


Ultimately, the implementation of the Career Progression Guidelines is expected to improve the management of teachers in the employment of the Commission.


Progression Guidelines

These Career Progression Guidelines have been developed to guide the career growth of teachers in the employment of the Commission. They are to guide the recruitment, retention, development, training and promotion of teachers to ensure they meet the set standards.


Potential employees and teachers in service will know well in advance what they require to join the service and progress in their careers. The guidelines further outline the skills and competences necessary for advancement in the profession.


The Guidelines replace the Schemes of Service for the Teaching Service (2005). It was necessary to review the provisions of the Schemes of Service to incorporate the results of the Job Evaluation undertaken in 2016 and capture various changes brought by the policies that the Commission has put in place.


Implementation of the Guidelines is expected to improve staff motivation and retention. It will also enable the design of targeted training programmes that address competency gaps identified from the performance of teachers.


It is my sincere hope and expectation that teachers will read the Guidelines to clearly understand their career paths and take personal initiative to effectively manage them.




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