1. MANAGEMENT OF HUMAN RESOURCE FUNCTION:
Values and Principles, Procedures, Roles and Responsibilities of Different Actors
Patrick G. Gichohi, CBS
Commissioner, Public Service Commission
Induction Meeting for Governors and Deputy Governors, 13th to 17th, December 2017, Diani, Kwale County

2. HIGHLIGHTS Functions of PSC: The Convergence
Values & Principles of Public Service
HR Procedures
Roles and Responsibilities of HR Actors
Lessons /Emerging Issues

3. 1 PSC Functions – The Convergence
Ensure efficiency and effectiveness.
Development of Human Resource.
Establishment and abolition of offices.
Exercising disciplinary control.
Promotion of values and principles in Art. 10 & 232.
Recommendations on: conditions of service, code of conduct and qualification.
Hearing and determining appeals from county governments – Article 232
Norms & standards, capacity building and technical support to counties.

4. 2 Values & Principles of Public Service
Anchoring on Article 232 (1) of the Constitution:
High standards of professional ethics
Efficient, effective and economic use of resources
Responsive, prompt, effective and impartial services
Public participation in the policy making process
Accountability for administrative acts;
NOTES
This presentation is anchored on the provisions of Article 232 (1) of the Constitution of Kenya that outlines the values and principles of public service.
High Standards of Professional Ethics – Public Officers must uphold the highest levels of ethics in the course of work – away from nepotism, cronyism, corruption.
Efficient, Effective and Economic Use of Resources – Applying the resources of the County Government in a manner that produces the most outputs, results and impacts (efficiency) – Applying resources for the intended purposes (Effectiveness) – Achieving the most results at the lowest input costs possible (Resource Economy)
Responsive, Prompt, effective, impartial and equitable provision of services – Services provided by the County government must target the need of the clients and public, be timely, produce intended results. Such services must be provided to those who demand them according to their levels of need and without any partisan considerations (equitable).
Fair Competition and Merit – These two principles should be upheld when considering applicants for employment, promotion and other related awards.
Equal opportunity – Should be a guiding principle in recruitment, deployment, redeployment, promotions, rewards (irrespective of gender, ethnicity, disability status, religion etc.).
Improving Efficiency in Service Delivery – Doing everything within an officer’s power and resources to improve efficiency in the way the Agency provides its services.
Promoting Innovation and Uptake of Best Industry Practices – Integration of innovation in County government operations and benchmarking for best practices.

5. Values and Principles of Public Service Article 232
Transparency, timely and accurate information
Fair competition and merit in appointments and promotions
Representation of Kenya’s diverse communities
Equal opportunities for appointment, training & advancement.

6. 3 HR Procedures Recruitment, selection & appointments
Terms and Conditions
Training and development
Performance management
Discipline
Succession management
Separation
Human Resource Policies and Procedures Manual
Discipline Manual
Framework for Organizational Design
Diversity Policy
Human Resource Development Policy
Performance Rewards and Sanctions Policy
Policy on Establishment and Abolition of Office
Internship Policy
HR Planning & Succession Management
Framework for Review of Terms of Service

7. Terms and Conditions Recruitment, Selection & Appointments
Establishment, declaration, advertisement.
Shortlisting-interviewing-appointment.
Guided by values and principles.
Guided by policies – PSC issued.
Terms and Conditions
Contracts, P&P, secondment.
Tenure based.
Uniformity and adherence to terms .
Recognition of unions as per the constitution / law.

8. Budget prioritization Re-skilling /on-the-job Equity in opportunities
Training and Development
TNA, Skills gap est.
Budget prioritization
Re-skilling /on-the-job
Equity in opportunities
Appropriate skill-based deployment
Collaboration with national govt.
Value-for-money
Performance Management
Adoption of the PSC framework
Establishment of county PAS systems
Integration of individual accountability
Building technical capacity
Performance rewards and sanctions

9. Sensitization, dissemination of regulations, codes etc
Discipline
Sensitization, dissemination of regulations, codes etc
Adherence to policies, guidelines and legislation
Adoption of alternative interventions
Due process, fair administrative action
Succession Management
Development / adoption of PSC succession management framework.
SM for continuity and stability
Adoption of HR planning
Innovative approach to address gaps – outsourcing, ICT
Enabling environment for millennials

10. Separation Conformity to the pensions Act
Termination based on procedures, due process, laws
Gratuity at the end contract period
Align to PSC Act (Voluntary retirement, 50 year rule)
Retirement in public interest – no longer applies
Retirement on abolition of office – PSC Act

11. Actor Role /Responsibility PSC Council of Governors
4 Roles and Responsibilities of HR Actors
Actor
Role /Responsibility
PSC
HR policy guidelines 
Appeals from the county Boards
Council of Governors
Considering matters of common interest to county governments
Facilitating capacity building for governors
Reviewing performance of counties
Intergovernmental Relations Technical Committee
Resolving transition issues (pensions, transfer of service, staff redistribution)
Governors
Appointment and dismissal of CECs
Appoint accounting officers for departments
CECs and COs
Administrative supervision

12. Actor Role / Responsibility County Public Service Boards
HR Actors………
Actor
Role / Responsibility
County Public Service Boards
Ensure efficiency and effectiveness
Appointments
Establishment and abolition of offices.
Exercising disciplinary control.
Promotion and evaluation of values and principles in articles 10 & 232.
HR planning and budgeting for emoluments
Advice on HRM
Advising on performance management
Making recommendations to SRC
County Assembly Service Boards
Constituting offices in county assembly services
Appoint and supervise officers in county assemblies

13. Actor Role HR Actors SRC Ministry of Public Service
Review the remuneration and benefits
Advice on remuneration and benefits
Ministry of Public Service
Government HR Information Systems and Services
Government Payroll Policy and Standards
Ministry of Devolution and Planning
Devolution Policy
Capacity Building and Technical Assistance to County Governments

14. Harmony imperative - Counties and national government
5 Lessons /Emerging Issues
Harmony imperative - Counties and national government
Service continuity and stability
Staff mobility constraints (county-county, county-national)
Role conflict (CECs/CS, COs, CPSBs)
Operational and budget autonomy for CPSBs
Capacity limitations in the HR function (structures, personnel)
Transfer of service
PSC as an appellate body (Article 232)
Challenges in resource utilization.
Inclusivity in Recruitment

15. Lessons / Emerging Issues
Efficiency, effectiveness and economy challenges in resource utilization.
People participation in policy making.
National cohesion - Face of Kenya, inclusivity.
Adoption of technology / innovations.

16. Thank You