Following the signing of the Sh 54 billion Collective Bargaining Agreement (CBA) between it and the three teachers unions, the Teachers Service Commission (TSC) modified the grading system for primary and secondary school teachers.
The Commission claims that CPG are precise guidelines created to help the Commission carry out the CBA.
To grade and advance instructors to various grades, TSC created the Career Progression Guidelines.
A primary school teacher can work their way through a total of eight (8) grades during their tenure. The job ratings are scaled based on how valuable each task is individually.
All primary school teachers currently employed in job group C1 will automatically transfer to job group C2 in July 2023. Job group C2 is equivalent to the former job group K, which serves as the entry-level position for graduate secondary school teachers.
Job group B5 primary school teachers will transition to job group C1. However, in order to transfer to job group C3, primary school teachers in C2 must appear for an interview.
A promotion grade for primary school teachers is job group C3. It serves as a starting point for the administrative cadre as well.
Job group B5 primary school teachers will transition to job group C1. However, in order to transfer to job group C3, primary school teachers in C2 must appear for an interview.
A promotion grade for primary school teachers is job group C3. It serves as a starting point for the administrative cadre as well. Entry into this grade is competitive and contingent upon openings.
Beginning in this employment group are all primary school teachers who are transferred to teach in secondary schools.
The Teachers Service Commission claims that CPG has eliminated teachers’ job stagnation.
It is important to note that the Commission was promoting teachers utilizing three schemes of service (certificate, degree, and licensure) prior to the implementation of CPGs.
The Commission promoted teachers using three service schemes (certificate, degree, and diploma) based on qualification and experience prior to the implementation of CPGs; this caused stagnation in one job group.
In order to implement the 2016-signed Job Evaluation (JE) and CBA, the Commission issued CPG in 2017. The guidelines lay forth the qualifications, requirements, and job descriptions for each position.
The job evaluation process included participation from all parties. These included the Parents Association, KNUT, KUPPET, KESSHA, and KEPSHA.
The implementation of the job evaluation report halted all future promotions for instructors who obtained more advanced degrees.
However, according to a report by the Salaries and Remuneration Commission (SRC), the most recent employment appraisal was biased in favor of school administrators while giving nothing to regular classroom teachers.
According to the report, based on the 2016–2017 review, the current job descriptions for classroom teachers significantly devalued their worth, leading to low remuneration.
It reveals that the CBA 2017–2021, put in place based on the most recent job review, favored head teachers greatly because it inadequately reflected the work descriptions of classroom teachers.
“Since the job assessment results for 2016–2017 did not sufficiently account for the compensation of classroom teachers, there were considerable differences in the pay and career advancement between institutional administrators and teachers in the teaching profession. This could be linked to the insufficient growth
was decided that promotions based on higher qualification were no longer tenable in a joint meeting between TSC and KNUT in January 2019.
According to TSC, it is impossible for an employer to promote workers solely on the submission of certifications that are unrelated to the work they are doing.
As a result, all promotions based on achieving higher qualifications ceased as of the date of that resolution.
The attainment of prerequisite qualifications, which include a mean grade of C+ in KCSE and C+ in two teaching subjects, is just one criterion among many for teacher promotion, according to Nancy Macharia. Other criteria include satisfactory performance and achieving the prerequisite qualifications.
Under CPG, the required three years for teacher promotion can be waived.
