The Teachers Service Commission (TSC) has begun a public stakeholder process to revise the Career Progression Guidelines (CPG) ahead of the July roll-out of Phase Two of the 2025–2029 Collective Bargaining Agreement (CBA). The review seeks to simplify promotion levels, speed up advancement, and link progression to merit and new professional competencies, while aligning reforms with the available CBA funding.
Key Takeaways
- The CPG review proposes a new Level 1–6 structure to replace the current complex grading system.
- TSC has Ksh 8.4 billion to implement Phase Two of the CBA from July 1, 2026; full implementation would require about Ksh 16.8 billion.
- Proposed changes aim to reduce the promotion window to 15–18 years and introduce merit-based pathways.
- The Commission plans public participation on the draft CPG; teachers and unions are urged to submit input.
What the Career Progression Guidelines mean for teachers
The revised Career Progression Guidelines aim to make promotions faster and clearer. Under the current system, some teachers take decades to reach the top job group. The proposed Level 1–6 model seeks to cut that time dramatically to about 15–18 years. Progression will focus more on measurable performance, qualifications, and relevant competencies rather than only length of service.
Key proposed reforms
Stakeholders at the Kenya Institute of Special Education heard several major proposals. These include:
- Simplified grading: Move to a Level 1–6 framework to reduce bureaucracy and make career paths easier to understand.
- Accelerated advancement: Shorter timelines for promotion to improve morale and retain skilled teachers.
- Merit-based pathways: Use assessments, professional development, and performance indicators as promotion criteria.
- Affirmative action: Special measures to support teachers in marginalized areas to avoid unequal outcomes.
Financial implications and the CBA 2025–2029
The review is tightly linked to CBA funding. TSC confirmed Ksh 8.4 billion is available for Phase Two starting July 1, 2026. Earlier suggestions to merge remaining CBA phases into a single fast-track payment were ruled out because the total cost to complete all remaining phases is about Ksh 16.8 billion. As a result, implementation will proceed in phases aligned to available funds.
KUPPET demands and intern confirmation
The Kenya Union of Post Primary Education Teachers (KUPPET) has presented several demands that feed into the CPG review. Key items include:
- Immediate promotion of teachers affected by stagnation, including calls to honor previously pledged promotions.
- Requests for affirmative action to protect teachers in marginalized regions.
- Clarification and fast-tracking of intern confirmations: TSC plans to confirm 20,000 interns to permanent and pensionable terms, with more confirmations planned before year-end.
What teachers should do now
TSC has committed to a transparent public participation process for the draft guidelines. Teachers, school leaders, and unions should prepare evidence-based input. Useful steps include:
- Review the draft when published and note how proposed criteria affect your job group.
- Gather examples of how merit-based measures can be applied fairly in your context.
- Advocate for clear transition rules to protect teachers currently in long-standing job groups.
- Submit formal proposals or position papers through union channels or the Commission’s public consultation platforms.
Practical resources for teachers
While you prepare your feedback and plan professional development aligned to the new competencies, these curriculum and teaching resources may help:
- Junior Secondary School curriculum designs — useful for teachers transitioning roles or updating subject portfolios.
- Grade 10 curriculum designs — helpful for senior school teachers aligning lesson outcomes with new progression criteria.
- CBC lesson plans — practical teaching resources that demonstrate evidence of classroom competence.
Next steps and public participation
The Commission has said the draft revised CPG will undergo rigorous public participation before final approval. This is a critical opportunity for teachers to shape promotion criteria, timelines, and safeguards for vulnerable groups. Participate early, be specific, and propose measurable indicators that can be tracked during implementation.
Clear timelines and realistic funding remain central to successful reform. Teachers who prepare targeted input and link their proposals to classroom evidence will strengthen the case for fair, efficient, and transparent career progression under the new guidelines.
