TSC Salary Conversion of Chief Principals (Grade D5 – T-Scale 15)

TSC Salary Conversion of Chief Principals (Grade D5 – T-Scale 15).

On July 13, 2021, the Teachers Service Commission (TSC) signed Collective Bargaining Agreements (CBA) with the Kenya National Union of Teachers (KNUT), Kenya Union of Post Primary Education Teachers (KUPPET), and Kenya Union of Special Needs Education Teachers (KUSNET) to establish teacher terms and conditions for 2021-2025.

On August 28, 2023, the Salaries and Remuneration Commission (SRC) and teachers’ unions agreed on an Addendum to the Collective Bargaining Agreements.

TSC will review the CBA, which will be implemented in two phases starting July 2023. The second part of the reviewed CBA became effective on July 1, 2024.

TSC Salary Conversion of Chief Principals (Grade D5 – T-Scale 15).

Criteria Used to Promote Chief and Senior Principals

The Teachers Service Commission (TSC) recently detailed the criteria for elevating chief and senior principals. Antonina Lentoijoni, Acting Director of Staff, shared insights into the important factors that drove these promotions.

Key Considerations for Promotion:

Acting Grades: During the promotion process, principals serving in acting roles at Grades D2 and D3 received priority.

Stagnation Duration: The Commission determined how long a principal has been in their present grade. A longer tenure in one grade resulted in higher ratings, favoring individuals who had stayed static for a long time.

KCSE Results: KCSE outcomes had a big impact. The Commission determined whether the school’s mean score or the principal’s subject mean score was more beneficial. In cases where neither score was positive, they used the improvement index to examine the performance trend over the previous three years.

Other Factors

Performance in co-curricular activities had an impact on the overall score.

Age: In the selection process, principals approaching retirement had a greater advantage.

Limitations and Position Allocation: Lentoijoni stated that roughly 98% of principals who applied for the posts may have been unsuccessful due to the selection criteria.

ALSO READ: TSC Job Titles and T-Scales (Grading System) for Teachers

The TSC sought to ensure an equitable allocation of the restricted chief principal positions among counties. The TSC allocated these limited positions to counties without a chief principal, taking gender and affirmative action into account.

Senior principal positions were spread across all counties, unlike chief principal jobs. Some regions secured two or three senior principal jobs, depending on the county.

This selection strategy enabled the Commission to resolve geographical discrepancies and achieve equitable representation nationwide.