The departments under this directorate include; Research, Monitoring and Evaluation Department, Job Evaluation and Salary Structure Department, Allowances and Benefits Department, Collective Bargaining Negotiations Department, and Performance and Productivity Department.

The departments undertake the following functions:

a) Research, Monitoring and Evaluation:

The department undertakes the following functions:

  • Planning, coordinating and executing all research activities;
  • Identifying areas of improvement and developing new methodologies to improve on SRC’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 SRC’s adherence function;
  • Responding to alleged violations of rules, regulations, policies, procedures, and standards by evaluating or recommending for the initiation of investigative procedures;
  • Identifying potential areas of adherence vulnerabilities;
  • Developing and overseeing a system for uniform handling of non-adherence;
  • Providing reports, on a regular basis, to the Commission and Management on the operation and progress of the adherence efforts;
  • Monitoring adherence and undertaking appropriate measures;
  • Ensuring maintenance of accurate data and information on pension.

b) Job Evaluation and Salary Structure:

The department undertakes the following functions:

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

 c) Allowances and Benefits:

The department undertakes the following functions:

  • Planning, managing, and directing the administration of allowances and benefits;
  • Setting and advising on allowances and benefits;
  • Undertaking remuneration and benefits analysis;
  • Coordinating compensation surveys to inform allowances and benefit structures;
  • Liaising with stakeholders to 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 stakeholders to provide data on pension, among other key information.

d) Collective Bargaining Agreements:

The department undertakes the following functions:

  • Undertaking stakeholder capacity building on remuneration and benefits structures;
  • Ensuring sensitisation of employers, trade unions and stakeholders on SRC’s role in the management of Collective Bargaining Agreements (CBA);
  • 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 organisations to ensure timely finalisation of CBAs within SRC’s recommended review cycle;
  • Liaising with the Ministry of Labour, and the Employment and Labour Relations Court to ensure that collective bargaining processes and agreements are consistent with labour relations in the public service.

e) Productivity and Performance:

The department undertakes the following functions:

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

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