Why TSC Delays Permanent & Pensionable Hiring for Intern Teachers until 2025
The Teachers Service Commission (TSC) in Kenya recently announced that the teachers recruited on contract terms will have to wait until January 2025 before they are given permanent and pensionable jobs.
This revelation came during a session with the National Assembly’s Education Committee, where TSC boss Nancy Macharia addressed concerns regarding the employment status of these teachers.
The TSC’s decision to postpone this crucial step has left many wondering about the reasons behind the delay and its potential impact on the teaching profession.
While the TSC has not provided explicit reasons for this deferment, speculations and discussions among educators abound. Some point to budgetary constraints or administrative challenges that may be hindering the timely implementation of the permanent and pensionable hiring process.
Teachersupdates.net explore the reasons Why TSC Delays Permanent & Pensionable Hiring for Intern Teachers until 2025 and the impact it may have on the education system.
The Need for More Teachers:
To address the shortage of teachers in junior secondary schools (JSS), the TSC relies on intern teachers. However, even with this recruitment, the number of teachers falls short of the actual requirement.
The government must hire more than 111,000 teachers to address the present teacher shortage, which has hampered educational quality in public schools.
Nancy Macharia, CEO of the Teachers Service Commission, disclosed the severe shortfall that the commission hopes to address over the next five years, subject to funding availability.
“The commission requires 111,870 teachers to be recruited over a five-year period to address the teacher shortage,” Macharia told the Senate’s National Cohesion and Integration Committee.
There are 47,329 shortage in primary schools and 64,541 in post-secondary institutions.
Resource Constraints and Employment Terms:
According to Ms. Macharia, if the TSC were to change the terms of employment to permanent and pensionable, it would not have sufficient resources to recruit the additional teachers needed for JSS.
Economic considerations and budgetary constraints could be significant factors in the decision to postpone this process.
This decision has caused concerns among the contracted teachers who were hoping for permanent positions sooner.
Replacement Recruitment:
The TSC assured the committee that it would offer permanent and pensionable terms to teachers recruited to replace those leaving through natural attrition, while intern teachers will have to wait for permanent positions.
This approach aims to strike a balance between addressing the shortage of teachers and ensuring employment security for educators.
Quality of Teaching and Qualifications:
Ms. Macharia emphatically stressed that qualified teachers on contract would maintain the standard of education, dismissing concerns about its quality compromise.
The government’s commitment to bolstering the education sector was evident in the allocation of Sh322 billion to the TSC in the 2023-2024 Budget Policy Statement.
Challenges and Pending Issues:
Despite recruitment efforts, Kenya still has over 300,000 unemployed teachers. Furthermore, JSS teachers face delays in payments, with around half of them yet to receive their salaries.
Promotions and Pay Deal:
The TSC faces challenges in promoting teachers who have been stagnant in the same grades for an extended period. They have requested Sh2.2 billion to address this issue.
However, there is no indication of a new pay deal for teachers in the budget estimates. Unions have called for a renegotiation of the non-monetary collective agreement signed in 2021.
Workforce Planning:
The delay might be part of a broader workforce planning strategy by the TSC. The commission could be evaluating the optimal distribution of teaching positions, taking into account factors such as regional needs, subject specialization, and the overall demand for educators.
External Factors:
External factors, such as national economic conditions, events, or unforeseen circumstances, could be influencing the TSC’s timeline for implementing permanent positions for intern teachers. Also External pressures may require the commission to adjust its plans accordingly.
Conclusion:
Teachers, who have been contributing their skills and expertise as interns, are left to navigate the complexities of job insecurity for an extended period. The postponement has sparked conversations about the broader implications on morale, job satisfaction, and the overall stability of the teaching workforce.
The delayed provision of permanent and pensionable jobs for contracted teachers in Kenya has raised concerns about employment security and the overall quality of education.
While the TSC strives to address the shortage of teachers, resource constraints pose challenges in meeting the demand.
It is crucial for the government and the TSC to find a balance that ensures both the welfare of teachers and the quality of education in the country.
Why TSC Delays Permanent & Pensionable Hiring for Intern Teachers until 2025
Why TSC Delays Permanent & Pensionable Hiring for Intern Teachers until 2025
