About SRC


The Salaries and Remuneration Commission has three directorates. The three directorates as follows:
i. Directorate of Remuneration Analysis.
ii. Directorate of Research, Compliance, Policy and Planning.
iii. Directorate of Corporate Services.

A) Directorate of Remuneration Analysis

This directorate has the following departments:

          Remuneration Analysis Department: The core functions of the department include:
  • Planning, Managing and Directing remuneration and benefits administration;
  • Undertaking of grading and classification structures for the various institutions under SRC mandate;
  • Setting and advising on remuneration and benefits and other emoluments as deemed necessary;
  • Undertake remuneration and benefits analysis;
  • Coordinating of compensation surveys that inform remuneration and benefit structures;
  • Liasing with stakeholders organization that provide data on remuneration and benefits, and other information required;
  • Ensuring maintenance of accurate data and information on remuneration and benefits;
  • Undertaking stakeholder capacity building on issues of remuneration and benefits structures; and
  • management of performance and productivity data.

    Pension Department: The core functions of the department include:

  • Undertaking stakeholder capacity building on issues of remuneration and benefits structures; and
  • Ensuring maintenance of accurate data and information on remuneration and benefits;
  • Liaising with stakeholder organisations that provide data on remuneration and benefits, and other information required;
  • Coordinating of compensation surveys that inform remuneration and benefit structures;
  • Undertaking remuneration and benefits analysis;
  • Setting and advising on remuneration and benefits and other emoluments as deemed necessary;
  • Undertaking of grading and classification structures for the various institutions under SRC mandate;
  • Planning, managing, and directing remuneration and benefits  administration;

B) Directorate of Research, Compliance, Policy and Planning

This directorate will have the following departments:-

          Research and Compliance Department:The department is responsible for the following functions:

  • Planning, coordinating and executing all research activities within the Commission;
  • Identifying areas of improvements and develop new methodologies to improve on the Commissions programmes;
  • Liaising with user departments in preparation of research objectives and deliverables;
  • Adopting the latest developments in research tools and techniques to ensure that research deliverables meet quality standards and requirements;
  • Analysing and resolving research issues promptly and accurately;
  • Developing and maintaining policies and procedures for the operation of the Compliance function of the Commission;
  • Responding to alleged violations of rules, regulations, policies, procedures, and standards by evaluating / recommending the initiation of investigative  procedures;
  • Identifying potential areas of compliance vulnerability and risk;
  • Developing  and overseeing a system for uniform handling of non-compliance;
  • Providing reports on a regular basis, and as directed or requested, to keep the Commissioners and management informed of the operation and progress of compliance efforts; and
  • Monitoring compliance and undertaking appropriate measures.

          Policy and Planning Department:The core functions of the department include:

  • Coordination of development and review of remuneration and benefits policy framework;
  • Coordination of development and review of pensionspolicy framework;
  • Identification of key issues and key collaborators for SRC policyadvocacy and planning work; and
  • Develop requisite linkages to enable SRC to influence national policy on remuneration and benefits.

C) Directorate of Corporate Services

 This directorate will have the following departments:-

a) Finance Department

b) Human Resources and Administration

c) Procurement Department

d) Information Communication and Technology (ICT)


Three departments report directly to the Commission Secretary. They include:

A) Internal Audit and Risk Management
The internal audit department helps the Commission to accomplish its objectives by bringing a systematic, disciplined approach to evaluate and improve the effectiveness of risk management, control and governance processes. It provides the Commission with information, appraisals, recommendations, and counsel regarding the activities of the Commission and other significant issues.

B) Corporate Communications
The role of communications department is to plan strategically, manage and sustain the Commission’s relationship with key audiences (both internal and external), taking responsibility of the Commission’s reputation. It thus helps the Commission to achieve its strategic and operational goals.

C) Legal
The legal department renders effective legal assistance in the preparation of legal opinions, studies, reports and correspondence, as required from time to time by the Commission. It provides appropriate legal advice on a diverse range of substantive and procedural questions of law arising while the Commission carries out its mandate.


Mrs. Sarah J.C Serem, EBS -  Chair Person
Mrs. Sarah J.C Serem, EBS - Chair Person
Daniel Omondi Ogutu  Ann Elizabeth Owuor  Isaiah Kubai
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Hon. Peter Oloo Aringo Jacqueline Mugo Jason Nambalu Namasake
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Serah N. Kinyua Brig (Rtd) Samuel Ndururi Kirugi MBS Sellistine Kiuluku
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James Muhoro Dr. Kamau Thugge Njee Muturi
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Indigenous Kenyans were barred by law from growing tea until the dawn of independence when the legislation was repealed for the indigenous people to commence on tea growing.

In 1960, the colonial government created the Special Crops Development Authority (SCDA) to promote growing of tea by Africans under the auspices of the ministry of Agriculture. After Independence , Kenya Tea Development Authority was formed through legal notice No.42 of 1964 and took over the liabilities and functions of the  SCDA to promote and foster the growing of tea in small farms, which were previously said to be univiable in view of the expertise and costs required, as witnessed in the plantation sector.

Since then the growing of tea by the small-scale sub-sector in kenya has carved a niche for itself in the global tea trade.

Kenya Tea Development Agency Limited was incorporated  on 15th June 2000 as a private company under (CAP 486) of the laws of Kenya, becoming one of the largest private tea management agencies. The Agency currently manages 63 factories in the small-scale  tea sub-sector in Kenya

Mandate of the Commission

The Salaries and Remuneration Commission is one of the independent Commissions established by The Constitution of Kenya 2010; under Article 230 with the mandate to:

  1. Set and regularly review the remuneration and benefits of all state officers;  and
  2.  Advise the National and County Governments on the remuneration and benefits of all other public officers.

In performing its functions, the Commission shall take the following principles into account:-

  1. The need to ensure that the total public compensation bill is fiscally sustainable;
  2. The need to ensure that public services are able to attract and retain the skills required to execute their functions;
  3. The need to recognize productivity and performance; and
  4. Transparency and fairness.

Functions of the Commission

  1. Inquire into and advise on the salaries and remuneration to be paid out of public funds;
  2. Keep under review all matters relating to the salaries and remuneration of Public Officers;
  3. Advise the national and county governments on the harmonization, equity and fairness of remuneration for the attraction and retention of requisite skills in the public sector;
  4. Conduct comparative surveys on the labour markets and trends in remuneration to determine the monetary worth of the jobs of Public Officers;
  5. Determine the cycle of salaries and remuneration review upon which Parliament may allocate adequate funds for implementation;
  6. Make recommendations on matters relating to the salary and remuneration of a particular State or Public Officer;
  7. Make recommendations on the review of pensions payable to holders of Public Offices; and
  8. Perform such other functions as may be provided by the Constitution or any other written law.

Membership of the Commission

The Commissioners are appointed by nomination from the following bodies, Parliamentary Service Commission, Judicial Service Commission, Senate on behalf of the county Government and the Defence Council. The other members include one person each nominated by an umbrella body representing trade unions; an umbrella body representing employers; and a joint forum of professional bodies as provided by legislation. In addition one person each nominated by the Cabinet Secretary responsible for finance; the Attorney-General; and one person who has experience in the management of human resources in the public service, nominated by the Cabinet Secretary responsible for public service.

As a Constitutional Commission the Salaries and Remuneration Commission (SRC) has the objects and authority as provided under Article 249 of the Constitution of Kenya 2010, namely  to:-

  1. Protect the sovereignty of the people
  2. Secure the observance by all State organs of the democratic values  and principles; and
  3. Promote constitutionalism.

In carrying out its functions, the Constitution provides under Article 249 (2) that the Commission is:

  1. Subject only to the constitution and the law; and
  2. Independent and not subject to the direction or control by any person or authority

The Salaries and Remuneration Commission is a part-time Commission is keen to embed the principle of equal remuneration to persons for work of equal value.

Economics of Remuneration

The Salaries and Remuneration Commission was constituted at a time when Kenya’s economy is experiencing continued recovery from the economic downturn encountered in 2008 when the Country recorded a low GDP growth rate of 1.5 percent down from 7.0 percent in 2007. The GDP growth picked up from 2009, reaching 4.4 percent in 2011 with growth projected at over 5.6 percent for 2012.

The Constitution also compels that the Salaries and Remuneration Commission in setting, reviewing or advising on remuneration and benefits ensures productivity and performance for improving the living standards of Kenyans. The population growth rate is currently relatively high, contributing to a contraction in per capita incomes.  Real per capital (adjusted for inflation) incomes grew by about 5 per cent between 2006 and 2010 when it stood at Kshs 63,419 in 2010, the capita GDP at constant and market prices were Kshs. 38,970 and Kshs 76,577, respectively.  This translates to constant prices earning of about Kshs 3,248 per month, which is too low given prevailing inflation rate of 14.5 per cent.  The proportion of poor people is estimated to have increased to 48.8 percent in 2011 (IPPRA, 2012) up from 45.9 percent recorded in 2005/06.

Another challenge facing the country which remuneration levels of public servants impacts on is the low creation of quality jobs relative to the growth in the labour force, leading to unemployment and underemployment; high employment in the informal sector compared to the formal sector, and wage gaps.  Currently, the share of informal sector employment is close to 81 per cent between2004 and 2011.  The share of normal (wage) sector (both public and private combined) employment has remained about 19 percent. The level of remuneration set by the Salaries and Remuneration Commission will determine the cost of employment, the expansion and establishment of industries and therefore, the employment creation rates.

Global Perspective

The score of labour global standard of percentage available man hours used for productive work in Kenya is at 35 percent whole global standard is at 75 percent.  These are pointers that workers have not been able to change from the way they are doing things over time, public service not exempted.  The Salaries and Remuneration Commission in consultation with stakeholders would therefore, need to adopt and implement interactive productivity linked to pay across the Public Service and thus economy so that parity and equity in remuneration and benefits structure is realized.  This is because for the economy to grow and the country to achieve the aspirations in the Vision 2030 of a middle level economy, it will be impossible for any employer to pay more wages if productivity and performance is not enhanced.

Public-Private Sector Wage Levels

Figure 1.1 below shows the trends in public and private sector wages.  Until 2008, the average annual earnings were higher in the private sector than in the public sector.  Since then, the trend has reversed in favour of public sector and the gap is even getting wider.  In 2011, the average annual wage earning per employee in the public sector (Kshs 427,991) was higher than that for private sector (Kshs 405,959).  This has mainly been influenced by the wages set in some State Corporations and the Constitutional commissions.

KTDA is committed to effective management services to the smallholder tea sub-sector in the production, processing and marketing of high quality tea for the benefit of our farmers and other stakeholders. Our Key goal  and objective is to meet and exceed our customers' expectations in providing quality products and associated services. We shall endeavor to continually maintain and improve efficient and effective Quality Management Systems meeting both the regulatory and the ISO 9001:2000 requirements.

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Salaries & Remuneration Commission,
Williamson House 6th Floor,
P.O. Box 43126 - 00100 Nairobi, Kenya.
Phone: +254 (20) 2710065/81,
Email: info@src.go.ke

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