PSC denies corruption allegations, outlines teacher recruitment criteria

The Public Service Commission (PSC) has dismissed reports alleging corruption, nepotism and favouritism in the recruitment of teachers, saying its processes are transparent, merit-based and guided by Government regulations.

In a statement issued on 23 August 2026, the PSC said it is committed to ensuring that all recruitment and appointment processes are conducted in accordance with established Government regulations, approved procedures and principles of fairness, merit, transparency and equal opportunity.

The Commission said it is governed by procedures and controls meant to safeguard the integrity of the process, including approved selection criteria, verification of candidate information and qualifications, authorisation processes and maintenance of records for accountability and audit.

“The PSC does not condone, and will not tolerate, corruption, favouritism, nepotism, manipulation of recruitment processes, bribery or abuse of public office for personal benefit,” it said.

Any allegation of flouting of rules is treated seriously and investigated in accordance with due process, it added.

The PSC said registration is not an appointment, arguing that teachers who have qualified and are awaiting deployment are required to register with the PSC through the Human Resources Information Management System (HRMIS) upon completion of training.

The HRMIS provides a centralised database which captures the date of completion of training, date of registration, area of specialisation, province of preference and other relevant information.

The database provides an organised and auditable record of candidates available for consideration against vacancies.

However, the Commission stressed: “Registration, however, should not be misconstrued as an appointment or an entitlement to immediate placement.”

The PSC said recruitment is undertaken against available posts and in accordance with approved recruitment criteria.

It said factors considered include year of completion of training, relevant qualifications and suitability for the post, area of specialisation, availability and location of vacancies, province and geographical preferences, geographical deployment requirements, critical skills and subject shortages including STEM, technology and ICT-related subjects, staffing requirements in hard-to-reach areas, and inclusivity considerations including persons with disabilities.

According to the statement, government policy provides for recruitment based on vacancies available, subject needs, deployment needs and merit.

The PSC said for new appointments, priority is given to candidates who graduated earlier. It said there is an important distinction between the date a candidate registered on HRMIS and the date they completed training.

“Registration date alone does not determine appointment or placement,” it said.

The Commission said it recognises staffing challenges in hard-to-reach and outlying districts and applies specific criteria to promote sustainable deployment and retention.

Candidates are considered in the following order of preference: first, those who attended both primary and secondary school in the affected district; second, those who attended either primary or secondary school there; third, those whose national identity document number matches the district code; fourth, those who are resident in the district through marriage or relocation; and fifth, those who are willing to work in the district.

Candidates employed in outlying districts are required to serve in the district for at least four years before being considered for transfer.

“Geographical and staffing considerations can legitimately affect placement decisions, particularly where Government is seeking to address persistent staffing shortages in hard-to-reach areas,” the Commission said.

The PSC said the framework also promotes inclusivity in line with Section 22 of the Constitution and the National Disability Policy. Priority is also given to beneficiaries of the Department of Social Development who were raised in orphanages.

According to the Commission, recruitment decisions may legitimately take account of approved social and inclusion considerations in addition to chronological order of registration.

The PSC said its recruitment process is decentralised and not determined arbitrarily by an individual official.

It said District School Inspectors submit vacancies. The Provincial Recruitment Committee, composed of members from PSC and the Ministry of Primary and Secondary Education, recommends qualified teachers based on set criteria and final selection is validated by the Secretary for Primary and Secondary Education and the PSC.

Responsibilities include verification of vacant posts and funding, shortlisting, authentication of qualifications and year of completion, verification of province and geographical preferences, verification of medical reports, security clearance, endorsement of appointments and processing of appointment documentation.

The guidelines provide for institutional checks and balances and documentary records throughout the process.

The Commission emphasised that year of completion alone does not guarantee selection because some graduates only register years after completing training.

“REGISTRATION ORDER IS NOT PLACEMENT ORDER,” the PSC said. The fact that one candidate registered earlier than another does not establish that the earlier registrant was entitled to be appointed first.

It said in cases of hard-to-reach districts, Early Childhood Development and Junior levels, as well as certain secondary subjects, registration order is not placement order. For example, absorption of secondary teachers for practical subjects like Music and Physical Education has been very slow because few schools offer these subjects.

“Consequently, the mere fact that a candidate who registered later may have been placed ahead of a candidate who registered earlier does not, on its own, constitute evidence of corruption, manipulation or improper favouritism,” the PSC said.

The Commission said allegations of corruption are investigated accordingly and it remains committed to a fair, merit-based, transparent, inclusive and accountable recruitment system.