GAZETTE NOTICE NO. 2432

the following tables and graphs: Number of new Employees Appointed from January-December, 2015 Sub Counties Governor's Office Deputy Governor's Office Public Service Board ' Other Departments! Ministries Grand Total Male Female Youth Male Female Male Female Youth Male Female Youth Total Total Alego - Usonga 5 8 4 0 0 0 0 ' 0 31 27 18 58 71 Bondo 8 7 4 0 0 1 0 1 30 28 27 58 74 Gem 5 8 4 0 0 1 0 0 1 24 27 17 51 1 65 Rarieda 6 5 1 5 0 0 0 0 0 28 20 21 48 59 Ugenya 5 4 5 0 0 0 110 0 19 1 14 10 33 42 Ugunja 3 3 1 0 ' 0 0 0 0 22 1 12 15 34 40 Other 2 . 1 2 Counties 0 0 0 0 0 11 14 8 25 28 Total 34 36 25 0 0 2 0 1 165 142 116 ' 307 379 Graphi: Appointments at H.E The Governor's Office. Appointments at H.E The Governor's Office 35 W 30 20 . 10 0 111111111110 111111111110 111111111110 111111011111 Alego— ' Raried Other Bondo Gem Ugenya Ugunja Counti Total Usonga a es I 0 HE The Governor's Office Male 5 8 5 6 ' 5 3 2 34 * H.E The Governor's Office Female 8 7 8 5. 4 3 1 36 L HE The Governor's Office Youth 4 4 4 5 ' 5 1 2 25 Graph 2: Appointments made in Various Departments/Ministries. Appointments made in Various Departments/Ministries. 250 MA 150 50 Alego - Bondo . Gem , Rarieda Ugenya Ugunja Other Total Usonga - Counties • Other Departments! Ministries Male 31 30 24 28 ' 19 22 . 11 165 • Other Departments! Ministries Female 27 28 21 20 14 12 14 142 • Other Departments/ Ministries Youth 18 27 17 21 10 1 15 8 116 • Other Departments! Ministries Total 58 58 51 48 133 34 25 307 Bill April, 2016 THE KENYA GAZETTE - 1223 Challenges ofArticle 10 and 232 ofthe Consitulion of Kenya Gender Balance The Drafters of the Constitution of Kenya, 2010 could not have foreseen that gender imbalance is a natural phenomenon that can be improved upon but not enforced in all cases. Males and Females excel in different professional skill, and capacities. An example, fewer women applicants are Accountants registered by Institute of Ces*Wscd Public Accountants of Kenya (ICPAK) than men, therefore more men will be shordisled. On the reverse, few men Applicants have Diploma in Secretarial work. Requirement on gender parity is carried forward to other common cadre and middle management to address such imbalances. Academic standards as per the skills required for a job may not be lowered to favour any gender as this would be discriminatory. Appointment of Women. Ascertaining domicile for women applicants and interviewees is a challenge. This is as a reauk of failure by the women to formalize their marital status and fear to slate their domicile according to their areas of marriage due to apprehension on consideration for selection. The Board however, continues to clarify at all levels during the Recruitment and Selection exercise that Siaya County is an Equal Opportunity Employer. Regional Bafonchig The Board endeavors to balance Applicants on regional basis i.e. Sub-counties. Wants and Non-Dominant Communities. The Board also works within, the standards and requirements of National Cohesion. and Integration Commission by forwarding regular MIXNU Non- Dominant Communiy Siaya County is not largely cosmopolitan. Applicants from othirCsmnties applying for vacancies in Siaya are few and are (nins. mainly. Western, Rift Valley and Kisii County. The requirement. for Dominant Ethnic Group is 70% and non- Dominant Ethnic Group is % according to section 65 (1) (e) of the County Governments Ac No.17 of 2012. This requirement stilt remains a challenge. As at December, 2%5, the total number of new Employees is 379 351 arc from Ow Ponmant Ethnic Group while 28 are from- Non-Dominant Ethnic (lroup.aL 92.6% and 7.4% respectively. Political Environment The political environment contributes to a reasonable extent towards the dismal numbers of applications by Non-Dominant Ethnic Community. The Board has embarked on intensive sensitization and Educational initiatives, to assure the Non- Dominant communities on their welfami security (including their families) while offering services within.Siaya'.Couaty. The County of Choice The Board' is determined to work with the Executive and the Assembly in. ensuring conducive work environment and infrastructure to make Siaya County a County of Choice. Persons with D&rabill(p Few people with disabilities have applied, for vacancies in the Siaya County. Government. In letters of application they do not mention the disability or registration. with PLWD4Persons living with Disability). There am vacancies such as Drivers, or Ward Administrators that require physicaU presence or pain, military training or strenuous work that persons with disabilities ay. find difficult to perform depending on the naturc.ofdi.ability. The ,Board 'appoint.d more persona with disability during the year under review. ExamplCs. are: - Ward: Administrator, Livestock Extension Officer and- Chief Officer Roads Public Works and Infrastructure. The Board'- anticipates appointing more persons living with disability in.-the year:2016.- Such appointed Human Resource will be assigned duties flivorabte to their conditions. Inadequate Funding The Board experiences Financial challenges with cash flow. There is budgetary constraints because the Board is clustered under the Executive. This subjects the Board to the feeling of the Executive when it comes to amount of cash remmited to the Board. Financial requisition is also done on a monthly basis leading to challenges expecially when large amounts are required for certain activities. For instance, when 7million is required for purchase of a vehicle and only 4million shillings is remmitted. - Fleet Availability Availability of adequate means of transort was a major challeflge at the beginning of the year when the Board had only one vehilce which was under the use of the Chairman. The Board has since purchased two more vehicles to facilitate its activities. Office Space The Board officesf are currently located at Ardhi House Rondo, The Board is accommodated in the premise on tenanacy basis. This poses the following challenget. • Commuter and shuttle difficulties to and from the County Headquarters. • Inadequate office space and Board rooms to host both the Board members and the Board Secretariat. • Lack of security, particularly for documents, information and assets. The Board, in mitigation, applied for development fends to complete a block that was under construction by the former. Honda Town Council. Workplan to Formulate and Promote Values and Principles The Board has in its Work Plan the launching of the Siaya County Public Service Board Strategic Plan 2014/2018., Siaya County Public Service Board Service Charter, Siaya County Human Resource Manual/Code of Regulations and the Siaya County Public Service Board Bill, in 2016 to ensure sustainable development and continuity of good governance in the implementation of its statutory ftutctions and powers, also the tenets of Article 10, and 232 of K will involve the people in the process of Policy making, discussion of Strategic Plan 2014- 2018, and the Siaya County PUblIC S*vice Board Bill. The Board has plans to exercise its powers under Section 59(i). of the County Governments Act to inform and educate the Sisyn County Public Service Officers and the Public about the values and principles' and to recommend to the County Government of Slays effective measures to promote the values and principles. The Board will assist the County in the formulation and implementation of programmes intended to inculcate' its the PUblic Officers the duty to uphold the values and principles. ll wilt assess the status of compliance with the values and principles and hear complaints on the same and recommend actions to be taken on issues raised. It will visit the various work stations at the Sub-County, Want and Village levels to' ensure that values and principles its Articles 10 and' 232 of the Constitution of Kenya 2010 are entrenched in die Sihyts County Government. The Board will also sensitize Siaya County, residents on the National Values and Principles of Governance. The Board will equally seek Partnership, networking and exchange programmes locally and Internationally in its' quest to cover a- wider, margin in the promotion of values and principles in 2016 (its fourth' year of existence). Conclusion The Board remains committed to delivering on its mandate as per the Constitution of Kenya, 2010, The County Government- Acts, 2012 and all relevant legislation to ensure efficient and effective service delivery to the residents of Siaya County and all' the stakeholders. CS WILLIAM LUBALLO; CEO/Secretary. MRJ8858412 Si" County Public Service Board,