The Directorate has the following departments:

 a) Research and Compliance:

The department is responsible for the following functions:

• Planning, coordinating and executing all research activities within the Commission;
• Identifying areas of improvement and developing new methodologies to improve on the Commission’s 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 or recommending the initiation of investigative procedures;
• Identifying potential areas of compliance vulnerability;
• Developing and overseeing a system for uniform handling of non-compliance;
• Providing reports on a regular basis, to the Commissioners and Management on the operation and progress of the compliance efforts;
• Monitoring compliance and undertaking appropriate measures;
• Ensuring maintenance of accurate data and information on pension.

b) Job Evaluation and Salary Structure:

The department is responsible for the following functions:

• Undertaking of grading and classification structures for various institutions;
• Developing and facilitating implementation of a robust policy framework for JE in the public service;
• Developing and supporting the implementation JE guidelines;
• Developing an SRC JE manual;
• Reviewing JE appeals and re-evaluating cases as appropriate;
• Reviewing job grading and salary structures and post the appeal process;
• Providing oversight to ensure that recommendations from JE of the public sector are implemented;
• Preparing a roadmap to conduct JE for all public sector institutions two years before the next review cycle;
• Conducting a salary survey covering public and private sector in Kenya, as well as other countries, in preparation for the next review cycle;
• Providing oversight on implementation of the SRC JE system;
• Providing oversight on JE and job grading to inform the next review cycle;
• Providing oversight in preparation of JE reports;
• Providing guidance/oversee studies that result in obtaining data on pay determination factors;
• Overseeing and reviewing proposals from public service organizations on remuneration and benefits for their respective state and public officers;
• Developing/reviewing salary structures for state officers;
• Advising on salary structures for public officers;
• Guiding on appeals on salary structures;
• Spearheading special reviews to ensure attraction and retention of critical and scarce resources in the public sector;
• Providing guidance on harmonization, equity and fairness of remuneration and benefits;
• Ensuring adequate JE internal capacity within the Commission;
• Engaging stakeholders in the remuneration review;
• Supporting state and public service institutions to build JE capacity.

 c) Allowances and Benefits:

The department is responsible for the following functions:

• Planning, managing, and directing allowances and benefits administration;
• Setting and advising on allowances and benefits, as deemed necessary;
• Undertaking remuneration and benefits analysis;
• Coordinating compensation surveys to inform allowances and benefit structures;
• Liaising with stakeholder organizations that provide data on allowances and benefits, among other key information;
• Ensuring maintenance of accurate data and information on allowances and benefits;
• Carrying out analysis to inform pension review;
• Liaising with stakeholder organizations that provide data on pension and other information required.

d) Collective Bargaining Agreements:

The department is responsible for the following functions:

• Undertaking stakeholder capacity building on remuneration and benefits structures;
• Ensuring sensitization of employers, unions and stakeholders on SRC’s role in CBA management;
• Reviewing CBA proposals and make recommendations to the Commission;
• Ensuring accurate and a regularly updated inventory of CBA databases;
• Providing guidance during negotiations between Public Service Organizations to ensure timely finalization of CBAs within the Commission’s recommended review cycle;
• Liaising with the Ministry of Labour and Employment and Labour Relations Court to ensure that Collective Bargaining Processes and Agreements are consistent with the Labour Relations in Public Service.

e) Performance and Productivity:

The department is responsible for the following functions:

• Collaborating with stakeholders to develop and implement policy frameworks on rewarding performance and productivity;
• Identifying performance measures and indices in liaison with holders;
• Developing/reviewing sector-specific incentive schemes in liaison with stakeholders;
• Managing performance and productivity data.