TSC To Replace CPG With ‘Levels 1–6’ System In June; Check New Salary Scales
NAIROBI, Kenya — The Teachers Service Commission (TSC) has announced a radical overhaul of its human resource architecture, confirming that the controversial Career Progression Guidelines (CPG) will be completely phased out by June 2026.
Making the landmark revelation, TSC Director for Legal Services Mr. Calvin Anyuor disclosed that the commission will abolish the traditional teacher job grades ranging from B5 to D5.
In their place, a streamlined framework comprising Levels 1 to 6 will be introduced.
The primary objective of this historic transition is to eliminate systemic stagnation within the teaching service.
Under the current CPG framework, a classroom teacher could take up to 36 years to reach the highest job group.
The new Level 1 to 6 system will slash this career timeline down to just 16 to 18 years, effectively cutting the path to the peak of the profession in half.
In strict compliance with constitutional requirements, the TSC has finalized the draft policy and will soon subject the new framework to intensive public participation forums across the country before its official roll-out.
The Transitional Phase: Projected Salary Notches for July 2026 (CBA Phase 2)
As the commission prepares to collapse the old grading system into the new levels, the transition will coincide with the implementation of Phase 2 of the 2025–2029 Collective Bargaining Agreement (CBA).
To help educators understand their financial placement ahead of the restructuring, here is the official breakdown of the projected salary notches across the existing T-Scales, effective July 1, 2026:
Primary and Lower Secondary Grades
B5 – T-Scale 5: Primary Teacher II
Notch 1: KSh 28,620
Notch 2: KSh 29,915
Notch 3: KSh 31,272
Notch 4: KSh 32,696
Notch 5: KSh 34,187
Notch 6: KSh 35,751
Notch 7: KSh 37,100
C1 – T-Scale 6: Primary Teacher I, Secondary Teacher II, Lecturer II
Notch 1: KSh 35,336
Notch 2: KSh 37,170
Notch 3: KSh 39,104
Notch 4: KSh 41,140
Notch 5: KSh 43,284
Notch 6: KSh 45,540
Notch 7: KSh 47,261
C2 – T-Scale 7: Senior Teacher II, Secondary Teacher II, Lecturer III
Notch 1: KSh 41,420
Notch 2: KSh 43,781
Notch 3: KSh 46,277
Notch 4: KSh 48,914
Notch 5: KSh 51,701
Notch 6: KSh 54,644
Notch 7: KSh 57,230
Intermediate and Institutional Management Grades
C3 – T-Scale 8: Senior Teacher I, Secondary Teacher I, Lecturer I, Primary Headteacher
Notch 1: KSh 49,781
Notch 2: KSh 52,308
Notch 3: KSh 54,954
Notch 4: KSh 57,725
Notch 5: KSh 60,623
Notch 6: KSh 63,656
Notch 7: KSh 66,233
C4 – T-Scale 9: Deputy Headteacher II
Notch 1: KSh 58,585
Notch 2: KSh 61,336
Notch 3: KSh 64,216
Notch 4: KSh 67,231
Notch 5: KSh 70,387
Notch 6: KSh 73,691
Notch 7: KSh 77,120
C5 – T-Scale 10: Headteacher, Deputy Principal IV, Senior Master IV
Notch 1: KSh 69,745
Notch 2: KSh 72,990
Notch 3: KSh 76,386
Notch 4: KSh 79,939
Notch 5: KSh 83,658
Notch 6: KSh 87,551
Notch 7: KSh 96,130
Senior Administrative and Institutional Leadership Grades (D Series)
D1 – T-Scale 11: Deputy Principal III, Senior Master III
Notch 1: KSh 80,984
Notch 2: KSh 83,755
Notch 3: KSh 86,624
Notch 4: KSh 89,596
Notch 5: KSh 92,673
Notch 6: KSh 95,858
Notch 7: KSh 99,272
D2 – T-Scale 12: Deputy Principal II, Senior Master II
Notch 1: KSh 91,041
Notch 2: KSh 94,314
Notch 3: KSh 97,702
Notch 4: KSh 101,211
Notch 5: KSh 104,843
Notch 6: KSh 108,605
Notch 7: KSh 114,147
D3 – T-Scale 13: Principal, Deputy Principal I
Notch 1: KSh 104,644
Notch 2: KSh 107,600
Notch 3: KSh 110,640
Notch 4: KSh 113,766
Notch 5: KSh 116,980
Notch 6: KSh 120,284
Notch 7: KSh 127,069
D4 – T-Scale 14: Senior Principal
Notch 1: KSh 118,242
Notch 2: KSh 121,759
Notch 3: KSh 125,381
Notch 4: KSh 129,110
Notch 5: KSh 132,949
Notch 6: KSh 136,903
Notch 7: KSh 143,587
D5 – T-Scale 15: Chief Principal
Notch 1: KSh 135,321
Notch 2: KSh 139,381
Notch 3: KSh 143,561
Notch 4: KSh 147,867
Notch 5: KSh 152,301
Notch 6: KSh 156,868
A Highly Anticipated Shift
The removal of the old CPG structure marks a significant policy victory for teacher unions, who have long argued that the existing guidelines acted as a barrier to natural career growth. By establishing a modern system based on compressed “Levels,” the TSC aims to foster motivation, enhance retention, and ensure that exemplary performance leads to rapid upward mobility.
Teachers are highly encouraged to review these projected basic salary figures and prepare to actively voice their inputs once the TSC officially gazettes the public participation calendar for the “Levels 1 to 6” policy transition.