The TSC Career Progression Guidelines have moved closer to implementation after the Salaries and Remuneration Commission (SRC) approved the new framework. The approval clears a major hurdle and signals that teachers can expect changes to promotion routes, job grades and the way pay is reviewed from 1 July 2027.
Key Takeaways
- SRC approval confirmed: The new TSC Career Progression Guidelines (CPG) are cleared for job evaluation and implementation planning.
- Effective date: The CPG is set to take effect from 1 July 2027 and will be folded into the 2025–2029 Collective Bargaining Agreement.
- Fewer levels: The structure reduces levels across the service from 56 to 43, with many cadres shortened or merged.
- Merit-based promotion: Promotions above the common cadre will depend on classroom performance, co‑curricular achievements and TSC recognition.
- Salary details pending: Final pay scales and job evaluation results will be released after SRC job evaluation and a results clinic.
TSC Career Progression Guidelines: what changed
The approved TSC Career Progression Guidelines replace the 2018 framework. Key reforms include a shorter grade ladder, separate recruitment for administrators and classroom teachers, and a clear classroom track that lets teachers rise to senior grades without taking administrative roles.
Main changes explained
- Redesignation of heads: All heads of institutions will be called principals from 1 July 2027.
- Principals’ entry grade: Principals will start at Teacher Grade 3 across the country.
- Separate adverts: Vacancies for administrative roles and classroom teachers will be advertised separately to protect classroom career progression.
- Levels reduced: The total number of levels falls from 56 to 43 — major cuts affect primary, secondary SNE and teacher training colleges.
- Common cadre and competitive rungs: Lower rungs become a common cadre; promotions above them are competitive and based on merit.
How promotion will be measured
Promotion above the common cadre will focus on merit and demonstrated excellence. The guidelines identify three main criteria:
- Classroom performance: Consistent, strong learner results will count heavily.
- Co‑curricular excellence: Achievements in music, drama, sports, science fairs and similar activities will be recognised.
- TSC recognition: Awards such as Wajibika and Teacher of the Year (TOYA) are expected to boost promotion chances.
Who gains and who may lose out
Winners under the new system are likely to include high performers, teachers with strong co‑curricular records, and those recognised by TSC awards. Teachers who prefer to remain in the classroom now have a clear route to senior grades.
Those at risk include teachers who relied on seniority alone, those with average appraisal records, and teachers in under‑resourced schools where producing standout learner results is harder. Merged grades also create uncertainty for some higher‑placed holders if job evaluation sets lower pay for the new combined grade.
Qualification mapping and grade entry
- In primary: PTE certificate holders will enter at Teacher 9; diploma holders enter at Teacher 8 and can reach Teacher 7 (the common cadre for senior primary teachers).
- In secondary: Diploma holders enter at Teacher 8; degree holders at Teacher 7, with Teacher 6 as the common cadre for degree holders.
- TTC and specialised CBE areas set degree entry at Teacher 7.
Watch closely for how degree upgrades in primary will be treated in the final CPG.
The pay question and next steps
The financial impact depends on SRC job evaluation results. The TSC plans to submit job descriptions to the SRC, receive a job evaluation, hold a clinic to discuss results, and then publish grade mappings and salary implications. The CPG will be folded into the next CBA in July 2027, when salary increments are scheduled.
Teachers will want clarity on the value and treatment of the advertised administrative allowance, retirement package parity between classroom and administrative chief principals, and exact mappings from old to new grades.
What teachers should watch for
- Read the final CPG document carefully, especially where grades merge.
- Check the salary scales and grade‑to‑pay mappings once SRC evaluation is published.
- Demand transparent rules on how learner results, co‑curricular work and awards are weighted.
- Follow transition guidance from the TSC for redesignation of heads to principals and other administrative changes.
Resources and next actions for teachers and schools
While awaiting the final CPG and salary details, teachers can prepare by documenting classroom results and co‑curricular achievements, and by compiling TPAD evidence. For classroom and curriculum support materials, consider these resources:
- CBC exams and practice papers to support classroom assessment planning and learner performance tracking.
- KCPE past papers for primary teachers preparing learners and tracking results over time.
- KCSE revision exams useful for secondary teachers aiming to show consistent learner outcomes.
The SRC sign‑off is an important milestone, but the final impact of the TSC Career Progression Guidelines will depend on the published CPG, SRC job evaluation results and the salary scales that follow. Teachers and unions should monitor the roll‑out closely and seek transparent guidance during the transition to July 2027.
