The Chairperson Public Service Commission Professor Margaret Kobia today launched 12 new and revised human resource policies, which among other provisions will see public servants be more effective and efficient in delivery of services. Seven of the policies are new while five have been revised to conform to the provisions of Article 35(3) of the 2010 constitution.

Of the 12 new and revised policies, the Human Resources and Procedures Manual (HRPM) could prove to be the most significant to public servants as it enhances accountability, integrity, integration and at the same time improve on the general welfare and development of the respective Public Servants. HRPM will replace the Code of Regulations that was last revised in 2006. Under the new retirement scheme, individual employees will contribute a certain percentage of their monthly pay to go towards their retirement benefits. The government will also match the employee’s contribution. The total contribution from individual employee and an equal contribution from government will then privately managed by Pension Fund Administrators with the pension funds’ assets held by Pension Fund custodians. The introduction of the new pension scheme has been welcomed by the civil servants saying the move will lessen the backlog of pension payment. “It will relieve the government of the burden it has been bearing over the years in paying pension to retired employees. There will be no more pension backlog,” Union of Kenya Civil Servants of Kenya (UKCS) Secretary General Tom Odege said. Besides the new pension scheme, the HRPM makes new provisions of on work environment, guidance, counselling and HIV/AIDs management, code of conduct and institutional framework for negotiation with trade unions. “This noble document provides norms and standards in human resource management and development in the public service,” a concept note prepared by the Public Service Commission (PSC) ahead of the launch states.

Four other revised policies will also be launched today. They are Guidelines for Staff Performance Appraisal System (SPAS), Staff Performance Appraisal Reports, Discipline Manual for the Public Service, and Human Resource Development Policy. The aim of SPAS is to “improve performance of public service through higher involvement in planning, delivery and evaluation of work performance.” Staff Performance Appraisal Reports meanwhile introduces forms PSC 37A and PSC 37B to replace GP 247A often completed by officers in job group ‘H’ and above and GP 247B for officers in job group G. The Human Resource Development Policy (HRDP) on the other hand will “focus on human resource development rather than having it combined with recruitment.”

Besides the five revised policies, PSC has also developed seven new policies. These are the Diversity Policy for the Public Service, Performance Rewards and Sanctions Framework, Internship Policy and Guidelines, and Framework for Development and Review of Terms and Conditions of Service. Other new policies are Guidelines on Design of Organisational Structures, Guidelines on Establishment and Abolition of Office in the Public Service, and a Framework for the Implementation of Values and Principles in Articles 10 and 232 of the Constitution in the Public Service, the latter meant to set performance standards, indicators, monitoring, evaluation and reporting mechanisms “for ease of institutionalization and implementation.”

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