E x c e l l e n c e i n p u b l i c s e r v i c e : D e l i v e r y a n d r e f o rm structures, processes and programmes to the mandates and functions of national and county governments. This is done in order to enhance efficiency and effectiveness in public service delivery in line with the constitutions and the Vision 2030 development plan. Ultimately, it is hoped that the exercise will ensure that government functions are properly structured and staffed to facilitate transformation of the public service. In a move towards the adoption of formal administrative systems and the effective and efficient management of HR, county governments have engaged HR and organisational development consultants to provide technical support for establishing and operationalising their organograms. As is to be expected, the process of adopting the new devolved system of government in Kenya has not been without its problems. The majority of county governments are currently facing rising wage bills and recurrent costs against stagnating or dwindling revenues. This has resulted in an inability to meet the remuneration and recurrent costs for public officers in some devolved functions like health. Recommendations Based on the formative challenges and the current HRM situation in the devolved system, the following strategic options are recommended for pursuance by national and county governments to enhance their HRM functions, improving the overall efficiency and effectiveness of public service delivery: Skills, competency and role alignment. Public sector interventions aimed at improving performance and productivity must be backed by strategies to align staff skills and competencies to the roles that they perform. It is hoped that the CARPS exercise would be instrumental in achieving this goal. Formulation of county government policies and legislation on HRM. It is recommended that county governments develop their own HRM policies and legislation that are responsive to their unique operational contexts. This can be guided by the existing HRM policy architecture established by the Public Service Commission. Improved budget for training. The development of the devolved system of government in Kenya requires deliberate efforts to increase training budgets for the public service in the two levels of government. Productivity measurement. It is recommended that national and county governments design systems for precision in productivity measurement so as to form the basis for remuneration. Success in this area will go a long way in supporting efforts to rationalise the public wage bill. Contracting of senior level staff. With an ever-expanding public service in the face of devolution, there is a need for the introduction of renewable contracts, as opposed to permanent and pensionable terms of employment. The contract approach to public sector employment would be one strategic option towards achieving sustainability in the public sector wage bill and the pension costs for retirees. Commonwealth Governance Handbook 2014/15 56 PROFESSOR MARGARET KOBIA is the chairperson of the Public Service Commission (PSC). She is an associate professor of management at Strathmore University, Nairobi. Kobia holds a PhD in human resource education from the University of Illinois, MEd from Kenyatta University and BEd from the University of Nairobi. She has taught management, entrepreneurship and research methods at university level. Her research interests include public sector reforms and performance management training. Kobia is the editor of the African Journal of Public Administration and Management. Her Head of State commendations and awards include: Order of Grand Warrior (OGW), First Class Order of Chief Burning Spear (CBS) Commonwealth Gordon Draper Leadership Award 2010 and Most Influential Woman in Government and Business 2014. Before joining the PSC, she was director general of the Kenya School of Government. Kobia also sits on several public sector management boards.
CEP template 2012
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