TSC Confirms Permanent And Pensionable Terms For Grades 3–6 Staff

The Teachers Service Commission (TSC) has announced a major employment policy shift that will see all secretariat staff serving under grades 3, 4, 5, and 6 transition from fixed-term contracts to permanent and pensionable employment terms.

According to TSC, the change will take effect immediately from May 18, 2026, marking a significant milestone in its efforts to improve employee welfare, strengthen institutional capacity, and enhance service delivery within the organization.

The announcement was communicated through a circular issued on June 8, 2026, by Acting TSC Chief Executive Officer Eveleen Mitei.

In the circular, Mitei noted that the Commission had carefully considered the long-term welfare of its employees and the need to provide greater employment security to staff members who play a critical role in supporting the Commission’s mandate.

She explained that the move is primarily intended to enhance social security and staff welfare by ensuring employees have access to structured retirement benefits and financial stability after leaving service.

“This decision is aimed at enhancing social security and staff welfare, ensuring employees have access to structured retirement benefits and financial security upon separation from service,” Mitei stated.

The Commission further noted that the transition to permanent and pensionable terms is expected to strengthen its institutional capacity by retaining highly skilled personnel with specialized expertise in teacher management and administrative functions.

TSC believes that securing the services of experienced employees over the long term will help improve operational efficiency and reduce the challenges associated with frequent staff turnover.

According to the Commission, high employee turnover often leads to disruptions in service delivery, loss of institutional knowledge, and increased recruitment and training costs.

By offering permanent employment, TSC aims to create a more stable workforce capable of supporting the Commission’s strategic objectives and long-term development plans.

The Commission also emphasized that the new employment arrangement will provide staff members with better opportunities for career growth and professional development.

Permanent and pensionable terms are expected to facilitate structured career progression, talent nurturing, succession planning, and skills development, thereby enabling employees to build sustainable careers within the organization.

“Permanent employment will additionally facilitate career progression, talent development and succession planning,” the Commission stated.

TSC expressed confidence that the initiative will contribute to improved productivity, stability, and overall performance within the institution. The Commission believes that employees who enjoy job security are more likely to remain committed to organizational goals, resulting in greater efficiency and enhanced service delivery to stakeholders across the education sector.

As part of the transition, all affected employees will be enrolled in the TSC Staff Retirement and Benefits Scheme (SRBS), a retirement savings program designed to provide financial security upon retirement.

Under the scheme, employees will contribute 10 percent of their monthly basic salary, while the Commission will contribute an additional 20 percent on behalf of each employee.

The contributions will be managed in accordance with the Scheme’s Trust Deed and governing regulations, ensuring that employees accumulate retirement benefits throughout their period of service.

To ensure a smooth implementation process, the Commission has granted affected staff a three-month transition period during which they will be expected to review the new employment terms and formally communicate their decisions. Employees have until August 18, 2026, to submit their responses regarding the transition.

The Commission further clarified that employees serving in grade 6 and above will continue to be managed through an annual performance contract framework aligned with the institution’s Strategic Plan.

This approach is intended to maintain high standards of accountability and performance while supporting the Commission’s overall objectives.

Additionally, the implementation of the Commission’s Service Charter and approved job descriptions will remain a key requirement for all staff members.

TSC stated that these measures are designed to promote accountability, efficiency, professionalism, and excellence in service delivery across all departments.

The latest decision is expected to be welcomed by many employees who have served under fixed-term contracts for several years. The move not only provides greater job security but also guarantees access to pension benefits and long-term financial protection, factors that are increasingly important in today’s employment environment.

Education sector stakeholders have also viewed the announcement as a positive step toward strengthening human resource management within the Commission.

By investing in employee welfare and retention, TSC is positioning itself to build a more experienced, motivated, and productive workforce capable of effectively supporting the management of teachers and the delivery of quality education services across the country.

The transition reflects the Commission’s broader commitment to creating a stable and supportive working environment while ensuring that its workforce remains equipped to meet the evolving demands of Kenya’s education sector.

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