TSC Announces Nationwide Recruitment Drive

This recruitment comes at a time when Kenya’s education system is undergoing significant reforms, especially with the full implementation of the Competency-Based Curriculum (CBC), and the need for strong, visionary school leadership has never been greater. According to the announcement, the vacancies will be filled through a transparent, merit-based process, with applications submitted exclusively via the TSC careers portal. The move is aimed at filling leadership gaps in both urban and rural schools, some of which have been operating without substantive heads, and at ensuring that all learners in Kenya benefit from competent and ethical administrators.

TSC’s decision to recruit for these positions is strategic for several reasons. First, many schools across the country particularly in rural and marginalized areas have been under the leadership of acting principals or deputy principals for extended periods, often affecting decision-making, curriculum delivery, and school resource management. Second, the roll-out of the CBC requires adaptable leadership capable of managing curriculum changes, integrating technology into learning, and handling the new assessment structures. Third, this recruitment offers much-needed career growth opportunities for teachers who have served in the system for years without upward mobility due to limited leadership vacancies. Lastly, filling these positions across all counties will ensure a fair distribution of resources and improve school governance, which directly impacts learner performance.

Historically, TSC recruitment exercises have been highly competitive. In 2023, over 35,000 applicants vied for just 5,000 vacancies, and in 2024, leadership positions particularly those in national schools attracted intense competition. This means that while the opportunity is significant, applicants will need to prepare thoroughly. Although TSC is yet to release the full list of requirements for each role in this 2025 recruitment, past guidelines give a clear picture of what to expect. For Chief Principal positions, candidates typically need a Master’s degree in Education or a related field, at least 15 years of teaching experience (with 5 or more in a senior leadership role), a proven track record in improving school performance, and deep knowledge of education policy and the CBC framework. Deputy Principal positions generally require a Bachelor’s degree in Education, a minimum of 8 years teaching experience with at least 3 years in leadership, and demonstrated competence in managing both academic and administrative functions. All applicants will also need to be registered with the TSC, have updated professional portfolios, and show evidence of continuous professional development.

In their official statement, TSC emphasized their commitment to transparency, saying, “We invite all eligible and qualified candidates to apply for these positions in accordance with the requirements provided on our careers platform. The Teachers’ Service Commission remains committed to ensuring that every learner in Kenya is guided by competent, professional, and ethical educators.” The recruitment process typically begins with the official advertisement of vacancies, followed by an application period of two to three weeks during which candidates submit their applications online. After shortlisting, qualified candidates are invited for interviews at county or regional TSC offices, and successful applicants are vetted before being posted to schools.

The application process will require candidates to visit the TSC careers portal , create or update their professional profiles, upload all necessary documents including academic certificates, appointment letters, and TSC registration certificates and submit their applications before the set deadline. Applicants are advised to print a confirmation slip after submission for their records. In terms of remuneration, leadership roles in the TSC come with attractive salaries and allowances. Based on the 2024 salary structure, Chief Principals (Grade D5) earn between Ksh 131,380 and Ksh 157,656 monthly, with house allowances of up to Ksh 50,000 in urban schools and a commuter allowance of Ksh 14,000. Deputy Principals I (Grade D4) earn between Ksh 118,242 and Ksh 121,890, with house allowances of up to Ksh 45,000 and a commuter allowance of Ksh 13,000. Deputy Principals II (Grade D3) earn between Ksh 104,644 and Ksh 118,242, with house allowances up to Ksh 35,000 and a commuter allowance of Ksh 12,000. These positions also come with medical cover, responsibility allowances, and pension benefits.

To stand out in this competitive process, applicants should take several steps. Updating professional portfolios to include achievements, school improvement records, and performance appraisals is essential. Strong references from supervisors or education directors can strengthen an application, as can documented experience in CBC implementation. Candidates should also prepare for interviews by familiarizing themselves with education policies, school governance best practices, and crisis management scenarios. Past data indicates that senior TSC positions can attract as many as 20 applicants per vacancy in certain counties, so being fully prepared is critical. Applicants should also be aware that TSC considers regional balance in leadership appointments, meaning that posting locations may vary depending on county needs.

Beyond the immediate recruitment process, this move by TSC fits into a larger national effort to strengthen education leadership. Studies by the Kenya Institute of Curriculum Development (KICD) show that schools with effective principals and deputies consistently achieve better academic results and higher levels of student engagement. Strong leadership also boosts teacher morale, improves parent-school relationships, and fosters innovation in teaching and learning. By bringing more qualified leaders into schools, TSC aims to enhance learner outcomes, strengthen community trust in public education, and ensure smooth implementation of national education policies.

For ambitious educators, this recruitment wave represents a golden opportunity not just for career advancement but also to make a lasting impact on Kenya’s education system. The competition will be fierce, but for those with the qualifications, experience, and vision to lead, now is the time to prepare. This means updating credentials, gathering all relevant documentation, refining interview skills, and demonstrating a track record of leadership and innovation. The Teachers’ Service Commission has made it clear that the selection process will be fair and transparent.