President William Ruto Pledges on Good Governance: Security and Public Service

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President William Ruto Pledges on Good Governance: Security and Public Service

As government is increasingly called upon to address complex challenges, the need for leaders, managers, technical experts and front-line workers in the right jobs, with the right skills and at the right time has never been greater. Yet government continues to struggle to build a public service that can meet the unique demands of our time due to laborious and time-consuming hiring practices, limited salary flexibilities and promotion rules that value longevity over expertise and performance. Public managers and employees are also struggling to adapt to the rapidly changing nature of work. For all these reasons, we face a significant risk that many public institutions will not have the capacity necessary to achieve their critical missions and provide services to the public.

Many public employees are of retirement age. As they leave the public service, the result can be a major brain drain given that government struggles to quickly bring new talent on board. We are at risk of losing a generation of younger Kenyans because of inadequate hiring systems and practices. Similarly, the needs of government over the next five to 10 years will be different than that of today. But the public sector does a poor job of continous training and developing its workforce. It also is too resistant to bringing in outside talent, especially at senior levels. That said, the unique combination of a public-spirited younger generation and a wave of retirements could provide government at all levels with an opportunity to restructure their workforce to meet modern-day needs.

Kenya Kwanza Commitment

  • Build a highly-skilled, agile and responsive public sector workforce with appropriate roles for civil servants and other service providers;
  • Develop strategic foresight mechanisms to anticipate and address changing workforce requirements;
  • Ensure long-term institutional knowledge capacity amidst the retirement wave;
  • Design new human capital systems consistent with merit-system principles, including modernising policies and practices for recruitment, retention, training, and development;
  • Promote career progression among civil servants to rise from the entry point to the highest cadre.

SOURCE: Citizen Digital

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