GAZETTE NOTICE NO. 612

under the leadership of the acting Board Secretary. The Committees were; Human Resource Development and Management, Finance Administration Planning and welfare and, Compliance governance and relationships while the departments were; Administration, Information Communication and Technology, Finance and Accounts and, Public Relations. During the year under review, the Board was expected to undertake various programmes and activities aimed at strategically managing entry, progression, conduct and exit of persons in the County Public Service. In undertaking these programs the Board was guided by its vision, mission, and core values. The Board undertook institutional analysis and is in the process of developing a five year strategic plan and citizens‘ service charter that will prioritize service delivery to the clients into four thematic areas of; Promotion of constitutionalism and good governance in the County Public Service, transformation in service delivery in the County Public Service, equitable distribution of opportunities and, development of institutional capacities. This report is divided into three sections. The first section presents a preamble to the Turkana County Public Service Board in respect to; the mandate, vision, mission and core values. The second section presents activities undertaken towards effective discharge of the Boards‘ mandate in respect to the three critical areas of ; internal operations of developing strategic plan, performance contract document for the year 2013/2014 and servie charter, appointment and recruitments for the year 2014 and, progress made towards realization of values and principles in Articles 10 and 232.The third section outlinre the conclusions and recommendations made by the Board. The Board has so far handled a total of 810 jobs in this year alone. 108 persons were to be taken through suitability test for confirmation after serving under the defunct Economic Stimulus Package (ESP) and the Capacity Bridge Project (CBP) in the health and pastoral economy sectors. 332 jobs were entry appointments in the ministry of Education and health as well as Nairobi Liaison office. The Board has rolled out a total of 370 jobs to be awarded to the deserving candidates in 2015. THE TURKANA COUNTY PUBLIC SERVICE BOARD Mandate The mandate of the Board is as provided in section 59 (1) of the County Government Act 2012 as acting on behalf of the County Government to:  Establish and abolish offices in County Public Service.  Appoint persons to hold or act in offices in County Public Service including in the board of cities and urban areas within the county and to confirm appointments.  Exercise disciplinary control over and remove, persons holding or acting in those offices as provided for by the law.  Prepare regular reports for submission to the county assembly on the execution of the functions of the board.  Promote in the County Public Service the values and principles referred to in Articles 10 and 232.  Evaluate and report to the county assembly on the extent to which the values and principles referred to Articles 10 and 232 are complied with in the County Public Service.  Facilitate the development of coherent, integrated human resource planning and budgeting for personnel emoluments in counties.  Advice the county government on human resource management/development.  Advice county government on implementation and monitoring of the national performance management system in the counties.  Make recommendations to the SRC on behave of the county government on selected issues for County Public Service employees. Vision To be the lead Public service Board in the provision of a high performing, dynamic, and ethical County Public Service Mission To establish and maintain adequate, professional and competent workforce for quality and effective service delivery, realization of County development goals and fostering national unity Core value The purpose of this service charter will be achieved by adopting the following six core values; Competence Confidentiality Transparency and Accountability Professionalism Equity and Diversity Continual improvement Discharge of mandate of Board for the year ending 31st Dec 2014 1) Internal operations In the year under review, there were four internal undertakings that significantly contributed to effective discharge of the Boards‘ mandate. These were; development of a five year strategic plan for the period between 2014 and 2019, signing of the performance contract with the County Governor, development of service charter and service charter commitment document and, human resource capacity building through trainings and workshops. However, there were a number of challenges and emerging issues that hampered the operations of the Board as discussed here below. Strategic Planning The Board :  Developed a draft copy of the first five year strategic plan for the period 2014-2019;  Prioritized four main themes to be achieved in the five year strategic plan period with respect to;  promotion of constitutionalism and good governance in the County Public Service,  transforming service delivery methods and standards by the employees of the County Public Service,  equitable distribution of opportunities in the County Public Service and,  development of institutional and/or organizational capacity. 30th January, 2015 THE KENYA GAZETTE  Identified finance and resource insufficiency as a possible risk to the full implementation of the Strategic Plan for which it was proposed that financing and resource moblization be approached from four levels. These are; County government as the principle financer at 80% contribution, development partners as complimentary financers at 10% contribution, stakeholders as supplimentary financers at 8% contribution and, service levy and charges as petty financers at 2% contribution.  Outlined four key areas as the desired results that can be used to measure performance of the Board and make the neccessary adjustments where possible. These Key Result Areas (KRAs) are; Improvement of the governance index in the County Public Service, Reduction of the gap in county HR requirements, Increase representativeness in the County Public Service and, build relational, managerial and operational capacity of the Board.  Projected that at the end of its term and/or full implementation of the Strategic Plan, the possible outcome that will be realized are; A transparent, accountable and ethical County Public Service. Adequate, competent and effective HR for the county. An all-inclusive County Public Service and, efficient and effective County Public Service Board that can qualify for ISO certification and any other quality service delivery award. Performance Contracting The Board:  Prepared performance contract and the neccessary annual work plan documents for the year 2014/2015 in line with the proposed strategic plan for all it members, departments and committees undertaking internal and external obligations.  Signed the prepared performance contract with the County Governor as a sign of commitment to the framework for promoting accountability and transparency in the County Public Service.  Initiated internal consultations on how best to undertake performance tracking of both internal and external obligations as well as regularity of submitting reports to the Performance Contracting/review arm of the Board and County Government. Clients’ charter and commitment to service delivery The Board:  Complied with the The relevant provisions and legislations that justified the preparation, publication and communication of service charter document such as; performance contract which required the Board to pledge continuous improvement in pursuit of client satisfaction; Strategic plan which required the Board to enhance operational effectiveness; The constitutional obligation of promoting values and principles of Articles 10 and 232 and, the need to provide a platform for dialogue and/or communication with clients on service delivery.  Prepared the first draft copies of the first citezens‘ service charter and service charter commitment documents to define the standards for service delivery in both operational and constitutional obligations.  Designed the service charter and the service charter committment documents to; Create public and clients awareness on the Boards‘ functions; Give insights on the vision, mission and core values of the Board; Avail information on the range of services offered by the Board; Communicate standards for service delivery; Outline the Board‘s client‘s expectations and; Provide a platform for dialogue on service delivery and, suggestion of remedies where services fall short of desired standards.  Outlined the product and range of services offered by the Board as follows;  Preparation, issuance and distribution of service regulations.  Establishment and abolition of offices in the County Public Service in consultation with other relevant county departments.  Appointments and re-designations of personnel in the County Public Service.  Managing the needs and work related affairs of officers on Transfer of service and secondment to the County.  Performing regular HR audits to investigate monitor and evaluate the organization and administration of personnel practices of the County Public Service.  Hearing and determining appeals in respect to discharge of Boards’ mandate.  Determination of discipline cases including appeals and reviews.  Extension of Service for officers on contract.  Promotion, compliance evaluation and reporting to the County Assembly on values and principles of Articles 10 and 232.  Implementation of the Public Officer Ethics Act, 2003 including the administration of the Public Officer Code of Conduct and financial declarations in the County Public Service.  Addressing complaints and grievances relating to human resource functions in the County Public Service.  Approving retirement from the Service for county civil servants on the basis of the ’60’ Year Rule, ill health, re- organization of Government or abolition of office and in the Public interest.  Setting of qualifications and conditions of service.  Design and implement performance management plan in the County Public Service in consultation with the relevant county departments.  Review of codes of conduct for the public service.  Offer advisory services to the County government on human resource management and development and, administration/review of performance appraisal tools.  Publication of an Annual Magazine called ‘The County Servant.’  Making a case to the SRC on behalf of the County government on salaries and remuneration of employees. Human resource development and training During the period under review, the board carried out capacity building for its members and the secretariat staff by; availing training opportunities, organizing group workshops and seminars and bench marking visits. The table below provides the summary of trainings attended by the chairperson and members of the board for the period under review. Number Trained Title Of Course/Workshop Venue 4 Corporate governance Mombasa 2 Leadership and Governance South Africa 2 Bench Marking on best practices Botswana 2 PSCK benchmark practices for CPSB chairs and secretaries KSOG-Nairobi 1 Gender and disability mainstreaming Naivasha 1 ICT infrastructure implementation, management and use Kisumu 1 Benchmarking on best communication practices PSCK- Nairobi THE KENYA GAZETTE 30th January, 2015 186 186 Emerging issues and challenges During the year under review the Board faced a number of hampering challenges in the discharge of its constitutional mandate. The challenges included-  Delayed disbursement of funds to the Board for implementation of programme.  Inadequate budgetary allocation.  Lack of Human Resource Management Officers (HRMO).  Inadequate office space.  Lack of organographic guidelines, policies and advisories for staffing County Government Ministries/Departments.  Meeting expectations of the Boards‘ stakeholders and general public.  Difficulty in ensuring equitable distribution of the few job opportunities among counties and region  Difficulty of addressing gender parity problem in senior positions in public service making it difficult to meet the two thirds ( /3) constitutional requirement in appointments.  Inconsistent exchequer releases due to austerity measures.  Unpredictable and slow volume of work from the Ministries and departments of the County Government.  Reception of few applications from persons living with disability hence making it difficult to include them in the County Public Service.  Lack of organographic recruitment plans from Ministries and departments of the County Government. (2) Appointments and recruitments The aim of this section is to show statistical details relating to recruitment and selection in respect to; (a) Number of vacancies handled in the year 2014. The vacancies handled in the year 2014 were 1,117 from all the departments of Turkana county government. 743 (66.5%) jobs were successfully determined, 340 (30.5%) are still in process while 34 (3%) others are to be re-advertised. Department Post Vacancy number Status JG T.O.S Education Polytechnic Instructor 6 Determined H P&P Polytechnic instructors 15 Determined P&P ECDE 150 Determined H&G P&P Totals 171 Health Dp director, Clinical services 1 DETERMINED Q CON Medical Superintendent 3 TBRA Q CON Orthopedic Surgeon 1 TBRA Q CON Pediatrician 1 TBRA Q CON Physician 1 TBRA Q CON Medical officers 6 TBRA N P&P Dentists 1 TBRA N P&P Pharmacists 3 TBRA M P&P Chief Lab Technologists 1 Determined M P&P Nursing Officer 5 Determined L P&P Clinical Officer (Pediatrics) 2 TBRA K P&P C O (Anaesthetistician) 3 TBRA K P&P C O (ENT) 1 TBRA K P&P Clinical officer II 24 Determined J P&P Med Lab Technologist 20 Determined J P&P Pharm Technologist III 10 Determined J P&P Radiographers 4 TBRA J P&P Orthopedic Technologist 2 Determined J P&P KRC Health Nurse 70 Determined J P&P Nutrition Officer 23 Determined J&H P&P Health Information Officer 8 Determined J&H P&P Med Engine Technologist 2 Determined J P&P Public Health Officers 10 Determined J P&P Plaster Technician 10 Determined J P&P CHEW 90 Determined J&H P&P Occupational Therapists 2 TBRA J P&P Dental Technologist II 5 Determined J P&P Laboratory Technologists 20 Determined J P&P KECHN 41 Determined H P&P Med Engine Technician 3 Determined H P&P Physiotherapists 3 TBRA H P&P ESP & CBP regularization 99 In Process N/A P&P TOTALS 482 Nairobi Liaison Head Liaison Office 1 Determined Q Admin (Liaison Officer) 2 TBRA N P&P Secretary I (Liaison office) 1 TBRA K P&P Driver ( Liaison Office) 1 Determined H P&P Clerical Officer 2 Determined G P&P Senior Support Staff 2 Determined E P&P Deputy CS 1 Determined S CON TOTALS 10 Re-adverts, drivers & regularizations Director, Disaster Mgnt 2 Determined Director, Lands Admin 1 Determined R CON Director, Urban Areas Mngt 1 Determined R CON Internal Auditor 1 Determined P CON 30th January, 2015 THE KENYA GAZETTE Department Post Vacancy number Status JG T.O.S Civil engineer 1 TBRA P CON Structural engineer 1 TBRA P CON County Quantity Surveyor 1 TBRA P CON County Electrical Engineer 1 TBRA P CON Executive secretary 1 Determined M P&P Architectural Assistant 2 TBRA J P&P Personal Secretary 15 Determined J P&P Ward admin 2 Determined N P&P Drivers 34 Determined N/A P&P Regularized casuals LA 151 Determined N/A P&P Regularized O.G 11 Determined N/A - TOTALS 225 All ministries Roads 25 In Process Director, Transport 1 R CON Director , Roads 1 R CON County Engineer-Mechanical 1 Q CON County Quantity surveyor 1 R CON Quantity Survey assistant 2 J P&P Engineer road 1 M P&P Roads inspector 2 J P&P Inspectors (Tran & Mech) 2 J P&P Roads overseer 1 G P&P County Surveyor (Roads) 1 Q CON County Surveyor(Public/W) 1 Q CON Ass, Surveyor- Roads 2 J P&P Ass, Surveyor- Public Works 2 J P&P Ass, Engineer (Structural) 2 J P&P County Architect 1 R CON Ass Architecture 1 K P&P Building Inspector 2 J P&P Engineer- Trans & Mech 1 N P&P Energy 42 In Process Director, Energy and Petroleum 1 R CON Dep Director, Energy and Petroleum 1 Q CON Director, Environ & Natural resources 1 R CON Dep, director Environ conservation 1 Q CON Dep, director Natural resources 1 Q CON Environmental conservators 30 L P&P Senior environment conservator 7 N P&P Tourism 12 In Process Director, Tourism 1 R CON Director, Land reclamation 1 Q CON Tourism officers 3 J P&P Trade development officers 3 J P&P Weights and Measures 3 H P&P Senior weights and measures officer 1 L P&P Water and irrigation 6 In Process Dep director irrigation 1 Q CON Dep director- Agric 1 Q CON Irrigation officers 4 M P&P Land 20 In Process Senior land survey assistant L P&P Principal physical planner N P&P Chief physical planner M P&P Senior physical planner L P&P Chief land surveyor M P&P Senior lands surveyor L P&P Land Surveyors K P&P Droughtsman L P&P GIS analyst K P&P Cartographers J P&P Land Admin Officers L P&P CPSB 1 In Process Chief HRO 1 M P&P Office of the County Secretary 17 In Process Chief Records Mngt Officer 1 M P&P Chief Record Mngt Officer 1 M P&P HRM assistants 15 H P&P Public service 17 In Process Disaster prep officers 7 N P&P Dep Sub County Admin 7 P CON Dep, director DA 1 Q CON Dep, director DM 1 Q CON Ward Admin N P&P THE KENYA GAZETTE 30th January, 2015 188 188 Department Post Vacancy number Status JG T.O.S Pastoral economy 40 In Process Veterinary Officer 10 K P&P Livestock production officer 10 K P&P Fisheries assistants 10 G P&P Fisheries officers II 10 K P&P Education 6 In Process Community mobilizers 2 P CON Dep director Culture 1 Q CON Deputy director, Sports 1 Q CON Deputy director youth affairs 1 Q CON Dep director, Gender 1 Q CON Finance 152 In Process Clerical officer 78 F P&P Security Warden 74 F P&P Grand totals 1117 Determined In process To be re- advertised Education 171 6 0 Health 346 0 31 Liaison & Dep CS 7 0 3 All ministries 0 334 0 Re-adverts, Regularizations and drivers 217 0 0 Totals 743 (66.5%) 340 (30.5%) 34 (3%) The summary of the above analysis has also been summarise table below (b)Vacancy distribution in respect to Job groups The distribution of vacancies handled in 2014 in respect to job groups was; JG Number E, F, G, H 14 J, K, L 46 M, N 19 P, Q, R, S 38 N/A, J & H 8 Total 125 (c) Vacancy distribution in references to gender, regions, age and disability status. Other than the job of drivers, re-advertised posts and the regularization, the distribution of jobs in health, education, decentralized administration and finance was as follows. Gender Region Distribution Disability Age Ref No Job Title Vn M F N E W S C L O ND PD Y NY 001/2014 Polytechnic instructors 15 2 8 - 1 - - 3 - 6 10 - 8 2 002/2014 ECDE Teachers 149 76 73 20 15 35 25 34 20 - 145 4 59 90 003/2014 Senior revenue 3 2 1 1 1 - - 1 - - 3 0 2 1 004/2014 Ward revenue 30 26 4 6 3 7 5 5 4 0 29 1 16 14 Ward administrators 2 2 0 - - - - 2 - - 2 0 2 0 014/2014 Chief Lab Technologists 1 1 - - - - - 1 - - 1 - - 1 015/2014 Nursing Officer 5 2 3 - - - 1 1 2 1 5 - 3 2 019/2014 CO II 24 21 3 - 2 2 3 8 1 8 24 - 21 3 023/2014 Orthopaedic Technologist 2 2 0 - - - - - - 2 2 - 1 1 024/2014 KRCH Nurse 70 30 36 1 1 3 3 8 1 49 66 - 61 5 025/2014 Nutrition Officer 23 9 14 3 2 3 2 8 4 1 23 - 23 - 026/2014 Records Info Officer 8 5 3 - 2 - 1 1 4 8 - 7 1 027/2014 Med Engineering Tech 2 - 2 1 - - - 1 2 - 2 - 028/2014 Public Health Officers 10 6 4 - - - - 1 1 8 10 - 10 - 030/2014 CHEWs 90 37 53 20 11 12 13 19 12 3 83 7 84 6 032/2014 Dental Technologist II 5 4 1 - - - 1 - - 4 5 - 3 2 033/2014 Laboratory Technologists 20 12 8 - - 2 7 2 - 9 20 - 19 1 034/2014 KECHN 41 18 23 2 2 1 3 5 5 23 41 - 37 4 037/2014 Med engineering technician 3 2 1 3 3 3 0 497 260 237 55 41 65 65 98 54 119 485 12 241 256 (3) Progress made towards promotion of values and principles in Articles 10 and 232 30th January, 2015 THE KENYA GAZETTE The key strategic achievement made towards the realization and promotion of values and principles in the County Public Service was in the development of a baseline survey framework to be administered in the year 2015. The framework is designed to elicit feeling and opinions of employees and experts in the County Public Service on the following issues; (i) Promotion of Constitutionalism and Good Governance in the Public Service  promoting transparency, accountability, National Values and Principles of Governance and Values and Principles of Public Service.  ensuring compliance with National Values and Principles of Governance and Values and Principles of Public Service  securing observance of democratic values in the public service (ii) Transformation in Service Delivery in the Public Service:  managing full transition from central Government to County Government in respect to staffing of the devolved units;  addressing Human Resource requirements of the County Public Service for the implementation of vision 2030 and better service delivery;  building capacity and providing technical assistance to departments of the County Government on HR issues;  protecting the rights of public officers and enhance justice and fairness in the County Public Service;  building the Board‘s capacity to deliver on its mandate; and,  ensuring efficiency and effectiveness in the Public Service. (iii) Equitable Distribution of Opportunities in the Public Service  ensuring equity in access to both entry and promotional appointment,  Equity in access to training and promotion opportunities at all levels to men and women, members of all ethnic communities and persons with disabilities. ESTHER IKARU, MR/6742479 County Public Service Board of Turkana.