The Teachers Service Commission (TSC) has officially begun issuing appointment letters to newly recruited teachers, marking a significant milestone in the 2025 teacher replacement exercise. This move comes as part of TSC’s efforts to fill positions left vacant by teachers who exited the service through natural attrition. The recruitment process, which has been highly anticipated, has brought joy to many teachers, especially those in Mombasa, who have already started receiving their letters.
Key Highlights of the 2025 Teacher Replacement Exercise
The TSC conducted a rigorous vetting exercise from February 17th to February 28th, 2025, to verify the documents of shortlisted applicants. Successful candidates were then required to fill out employment forms and await their postings. Now, with the issuance of appointment letters, the next step will be the release of posting letters, which will detail where the teachers will be stationed.
However, before taking up their new roles, the Commission has made it mandatory for all newly recruited teachers to register with the Social Health Authority (SHA) by signing up on the official portal at https://afyayangu.go.ke. This requirement underscores TSC’s commitment to ensuring that teachers are well-integrated into the national healthcare system.
Breakdown of Available Teaching Positions
In this year’s replacement exercise, TSC declared a total of 5,862 posts for primary schools, 21 posts for junior schools, and 2,824 posts for secondary schools. These positions are on permanent and pensionable terms, offering job security and long-term benefits to the successful candidates.
A Paradigm Shift: Intern Teachers Allowed to Apply
One of the most notable changes in this year’s recruitment process is the inclusion of intern teachers. Unlike previous years, where intern teachers were not eligible to apply for permanent positions, the TSC has now allowed them to compete for the advertised slots. To level the playing field, intern teachers were awarded 50 marks in the replacement scoresheet, regardless of the duration of their service.
This decision has been welcomed by many, as it provides an opportunity for intern teachers to transition into permanent roles. Earlier in January, TSC had hired and posted 20,000 Junior Secondary School (JSS) teachers for a one-year internship term. Out of these, 1,645 JSS intern teachers have successfully secured teaching jobs in secondary schools.
Local Teachers Given Priority
In a move that has sparked mixed reactions, the TSC prioritized the employment of local teachers over non-local ones. The Commission’s policy was clear: local teachers from the sub-county were given first priority, followed by those from within the county, then those from within the region, and finally, teachers from other counties. This approach has been criticized by some who argue that it may lead to a lack of diversity in the teaching workforce.
Surge in Interest for Secondary School Jobs
There has been a noticeable surge in the number of JSS teachers seeking to transition to secondary schools. This trend is largely driven by dissatisfaction with the primary school environment. Many JSS teachers have cited heavy workloads, unclear career growth paths, poor infrastructure, and a lack of motivation as reasons for their desire to move to secondary schools.
Special Consideration for Primary School Teachers
For primary school teachers, the Commission awarded 5 additional marks to holders of Primary Teacher Education (PTE) certificates who upgraded to Upper Diploma in Primary Teacher Education (UDPTE). This move is aimed at encouraging continuous professional development among primary school teachers.
Replacing JSS Intern Teachers
With the successful placement of JSS intern teachers into permanent positions, TSC has already begun the process of replacing them. The Commission has requested staffing data for the junior secondary school section to identify staffing gaps and take appropriate action. Primary school headteachers, who also act as principals in JSS, have been asked to submit detailed information in an Excel template. This includes enrolment and gender data for Grades 7, 8, and 9, the number of teachers, their subject combinations, and their gender.
Addressing the Shortage of Science Teachers
One of the key challenges that TSC aims to address is the shortage of science teachers, which has been a persistent issue in many schools. The Commission plans to balance out staff to ensure that schools are adequately equipped with qualified science teachers. This is expected to improve the quality of education, particularly in STEM (Science, Technology, Engineering, and Mathematics) subjects.
What’s Next for Teachers?
As the process of issuing appointment and posting letters continues, TSC has announced that the advert to replace the intern teachers will be released immediately after the current employment process is completed. This means that there will be more opportunities for aspiring teachers to join the profession.
Conclusion
The 2025 teacher replacement exercise by TSC has introduced several changes aimed at improving the recruitment process and addressing the challenges faced by teachers. From allowing intern teachers to apply for permanent positions to prioritizing local teachers, the Commission has taken significant steps to ensure a fair and efficient recruitment process. However, the surge in interest for secondary school jobs highlights the need for TSC to address the concerns of JSS teachers and improve the working conditions in primary schools.
As the education sector continues to evolve, it is crucial for TSC to maintain a balance between meeting staffing needs and ensuring the well-being of teachers. With the issuance of appointment letters, many teachers are now looking forward to starting their new roles and contributing to the development of the education sector in Kenya.
