The proposed 2025-2029 Collective Bargaining Agreement (CBA) for teachers promises sweeping changes that could significantly impact promotion criteria and salary structures across Kenya. This comes as unions advocate for a more inclusive and equitable system to address long-standing concerns among educators.
Separation of Promotions from Administrative Roles
A key proposal in the draft CBA seeks to separate teacher promotions from administrative roles. Currently, teachers are primarily promoted to administrative positions such as headteachers and principals, leaving classroom teachers with limited opportunities for career progression.
Union representatives argue that this model disadvantages educators who wish to remain in the classroom, creating a stagnation issue. The proposal aims to establish a parallel progression path for classroom teachers, ensuring they receive recognition and financial rewards without being forced into administrative roles.
Primary School Heads to Get a Promotion Boost
Another notable proposal focuses on raising the promotion ceiling for primary school headteachers to match their secondary school counterparts. Under the current structure, primary school heads can only advance to job group D1, with a maximum salary of Ksh 96,381.
If the proposed changes are adopted, they could rise to job group D5, the Chief Principal level. This shift would see their salaries increase to as high as Ksh 162,539, representing a significant financial boost for primary school administrators.
Rejection of Career Progression Guidelines Model
Despite the push for reforms, the Teachers Service Commission (TSC) has rejected more radical proposals to scrap the Career Progression Guidelines (CPG) model implemented in 2018. The CPG system, which links promotions to performance, training, and competencies, has been a contentious issue, with unions claiming it marginalizes many educators.
TSC maintains that the CPG model ensures fairness and professionalism in the teaching service and has thus opted to retain the framework in its current form.
What This Means for Teachers
If these proposals are adopted, they could address disparities in teacher promotions and salaries while offering classroom educators more opportunities for career growth. The reforms could also motivate teachers by recognizing their efforts and providing more financial incentives.
The ongoing discussions between unions and TSC are expected to shape the final structure of the 2025-2029 CBA. Teachers and stakeholders alike are eagerly awaiting further updates on the progress of these negotiations.
