1. Salaries and Remuneration Commission
10/27/2019
PROGRESS IN THE HARMONISATION OF SALARIES AND REMUNERATION IN PUBLIC SERVICE
Presentation by;
Salaries and Remuneration Commission
14th December, 2017
10/27/2019

2. Establishment and Mandate of SRC
The Salaries and Remuneration Commission is established under Article 230 of the Constitution of Kenya, and mandated to:
Set and regularly review the remuneration and benefits of all State Officers; and
Advise the national and county governments on the remuneration and benefits of all other public officers.
FAIR PLAY FOR FAIR PAY
10/27/2019

3. Principles of Pay Determination
Fiscal sustainability of the total public compensation wage bill;
Attraction and retention of requisite skills
Recognizing productivity and performance;
Transparency and fairness; and
Equal remuneration to persons for work of equal value (Section 12 (1) of SRC Act, 2011.
FAIR PLAY FOR FAIR PAY
10/27/2019

4. Distribution of Employees in the Public Sector
2011
2012
2013
2014
2015
2016
% of total
National Government
219,900
222,600
179,000
181,000
177,700
180,600
24.4
Teachers Service Commission
258,700
267,600
272,500
281,700
290,700
297,800
40.3
Parastatal Bodies
86,000
90,600
92,500
93,500
94,200
94,500
13.0
Majority Control by the Public Sector
41,400
43,600
44,500
45,000
45,300
45,400
6.1
County Government
37,300
37,700
94,800
99,600
110,500
118,900
16.7
Total Public Sector Employees
643,300
662,100
683,300
700,800
718,400
737,200
FAIR PLAY FOR FAIR PAY
10/27/2019

5. Public Sector Wage Bill
Wage bill (2016/17) b
Average growth in wage bill ( ) %
Wage bill as % of ordinary revenue (2017) %
Wage bill as % of Nominal GDP (2017) %
% increase in employee numbers( ) - 49%
% Increase in revenue ( ) %
FAIR PLAY FOR FAIR PAY
10/27/2019

6. Harmonization of job grading & salary structure
10/27/2019
Harmonization of job grading & salary structure
Prior to the establishment of SRC, remuneration and benefits were set through ad-hoc Committees and Commissions.
Consequently, remuneration structures were characterized by:
great vertical and horizontal disparities
Non-recognition of productivity
FAIR PLAY FOR FAIR PAY
10/27/2019

7. Harmonization …cont’d
To achieve harmonisation in the grading structure and remuneration and benefits structure;
the Commission undertook Job Evaluation for the entire public service.
FAIR PLAY FOR FAIR PAY
10/27/2019

8. Job Grading Harmonization
The JE exercise resulted in a harmonised grading structure, which:
Determines where jobs should be placed in hierarchy;
Defines remuneration levels and scope for pay progression;
Provides the basis on which relativities can be managed;
Provides a basis for achieving Equal Pay for Work of Equal Value;
Forms a good basis for professional development and career growth; and
Controls the implementation of pay practices.
FAIR PLAY FOR FAIR PAY
10/27/2019

9. Harmonized Salary Structure
A harmonized pay structure for employees at National and County Governments developed and communicated;
Positions falling;
below - shall be upgraded
Within - shall be retained
above - shall be treated as personal to self
The recommended grading structure and the new salary structure is effective in 2017/18 financial year
FAIR PLAY FOR FAIR PAY
10/27/2019

10. Approved Grading & Salary Structures
All reviews (CBAs and management of salaries) will be anchored on the advise given by SRC
Salary Structure for State Officers in County Governments
State Officers Gazette Notice web.pdf (SRC website)
Salary structure for Public Officers in County Governments
Salary Review Phase I effective 1st July 2017 County Employees.pdf (Circular forwarded to all counties)
Grading Structure
SRC Job Evaluation Report.pdf (SRC Website)
FAIR PLAY FOR FAIR PAY
10/27/2019

11. Harmonization challenges
Some counties’ are over established – A case in point is one county with over 19 Chief Officers.
Organization structure – during job evaluation, some counties had no approved organization structures which would have been a good guide for evaluation and recruitment
Number of employees differ from county to county even where the work load is similar
Non-adherence to SRC advices
10/27/2019

12. Recommendations Continuous capacity building
Enactment of regulations to enhance compliance and adherence to public finance management and standards
Adherence to the set parameters provided by SRC in CBA negotiations;
Regular consultation and collaboration
Counties to clearly address their functions as per the 4th schedule of the Constitution of Kenya
There is need to standardize the organization structures and designations
10/27/2019
FAIR PLAY FOR FAIR PAY