TSC Unveils Automatic Promotion Policy for Teachers in Lower Cadres
The Teachers Service Commission (TSC) has introduced a new automatic promotion policy aimed at addressing long-standing concerns over job stagnation among lower cadre teachers.
Under the revised framework, teachers in Grades B5 to C3 will now move up the ranks automatically based on years of service and satisfactory performance, eliminating the need for competitive interviews.
Key Provisions of the Policy:
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P1 Certificate Holders: Teachers appointed at Grade B5 will be automatically promoted to Grade C1 after three years of satisfactory service.
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Diploma Holders: Teachers in Grade C1 will rise to Grade C2 automatically after three years.
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Bachelor’s Degree Holders: Teachers serving at Grade C2 will automatically move to Grade C3 after three years of satisfactory service.
This policy marks a shift towards structured and transparent career progression, especially for classroom teachers who have served diligently without promotion opportunities for years.
Equity in Recruitment & Deployment
TSC reaffirmed its commitment to fair and inclusive recruitment practices, highlighting the following principles:
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Equal opportunity for both recent and long-graduated applicants.
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Gender balance, with 5% of vacancies reserved for persons with disabilities (PWDs).
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Priority for local recruitment to ensure regional balance and retention.
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A data-driven formula that matches teacher supply to school-specific needs, including subject and class shortages.
The Teacher Recruitment Policy, guided by the Constitution and aligned with laws like the TSC Act, Employment Act, and National Cohesion and Integration Act, emphasizes:
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Transparency and accountability
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Fair competition and merit
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Non-discrimination and inclusiveness
Recruitment targets are also aligned with national priorities, particularly in STEM, Arts, Technical, and Special Needs Education.
Teacher-Centric Reforms
In its response to the National Assembly Committee on Education, TSC underscored its resolve to absorb teachers at their prime to maximize expertise and secure continuity in the education sector. The process of identifying vacancies is structured around teacher shortages, exits, and budgetary provisions.
As the Commission continues to refine its policies, teachers across the country are expected to benefit from greater job mobility, improved morale, and long-term professional growth.