GAZETTE NOTICE NO. 4072

in accordance with sections 56 and 57 of the County Governments Act which provides the framework of uniform standards as stipulated in Article 235 (1) of the Constitution of Kenya 2010. The Board is required to make an annual report to the County Assembly on its activities and performance. ESTABLISHMENT OF THE COUNTY PUBLIC SERVICE BOARD The County Public Service Board of Kisumu was established in line with the County Governments Act, section 57. The section states interalia that: There is established a County Public Service Board in each County, which shall be — (a)A body corporate with perpetual succession and a seal; and (b)Capable of suing and being sued in its corporate name. The County Public Service Board of Kisumu County came into being on 27th November, 2013 through Kenya Gazette Notice Number 14935 of the same date (27-11-2013) and thereafter, the Board members were sworn in on 28th November, 2013. FUNCTIONS AND POWER OF THE COUNTY PUBLIC SERVICE BOARD Section 59 of The County Governments Act provides the functions and powers of a County Public Service Board and these are: •Establish and abolish offices in the County Public Service; •Appoint persons to hold or act in offices of the County Public Service including in the Boards; 3rd June, 2016 THE KENYA GAZETTE 2359 •Exercise disciplinary control over, and remove , persons holding , or acting in those offices as provided for under this part; •Prepare regular reports for submission to the County Assembly on the execution of the functions of the Board; •Promote in the County Public Service the values and principles referred to in Articles 10 and 232; •Evaluate and report to the County Assembly on the extent to which the values and principles referred to in Articles 10 and 232 are complied with in the County Public Service; •Facilitate the development of coherent, integrated human resource planning and budgeting for personnel emoluments in counties; •Advise the County Government on human resource management and development; •Advise County Government on implementation and monitoring of the national performance management system in counties; •Make recommendations to the Salaries and Remuneration Commission, on behalf of the County Government, on the remuneration, pensions and gratuities for County Public Service employees. COMPOSITION OF THE BOARD Section 58' of The County Governments Act provides for the composition of the County Public Service Board. Section 58 provides (among others) that: (1) The County Public Service Board shall comprise— (a)a chairperson nominated and appointed by the County Governor with the approval of the County Assembly; (b)not less than three but not more than five other members nominated and appointed by the County Governor, with the approval of the County Assembly; and _ (c)a certified public secretary of good professional standing nominated and appointed by the Governor, with the approval of the County Assembly, who shall be the Secretary to the Board. The County Public Service Board is composed of seven members as listed below: •Nashon Wilson Ogwang' Oguya (Eng.)—(Chairman) •Betty A.O. Asunah— Vice Chairperson. •Hesbon Owuor Hongo — (Secretary). •Moses Odingo— Member •Jackson Odeny Oyoo— Member •Emily Atieno Olago —Member •Violet Sally Onyango - Member BOARD COMMITTEES The Board established five (5) committees to assist it deliver on its mandate, with each committee consisting of at least four Board members. The Board will from time to time co-opt other members in attendance depending on the issue under deliberation. The committees are: 1.Human Resource Audit and Performance Management 2.Agenda and Implementation 3.Discipline Governance and Ethics 4.Finance Procurement and ICT 5.Recruitment, Selection and Training PART III—MAIN BODY OF THE REPORT 1. OBJECTIVES OF THE REPORT Pursuant to the County Governments Act No.17 of 2012 section 59 (1) (d), (e), (3), (5), and (6), the County Public Service Board is required to report to the County Assembly every December of each year on its activities. The main objectives of the report are to ensure that the Board: •Complies with the relevant provisions of the County Governments Act, 2012, labour laws, regulatory requirements, corporate governance and best practices of human resource activities, as pertains to the preparation and submission of the annual report to the County Assembly. •Reports its activities in a transparent manner to enhance transparency and accountability. 2.SCOPE OF THE REPORT This report covers the period from 1st January, 2015 to 31st December, 2015. 3.RECRUITMENT AND SELECTION 3.1 COMPLETED WORK The Board filled through competitive process vacant positions for various offices/departments as shown below: Description Total People with Disability Gender Luos Non- Luos M F M ECDE Assistants 700 5. 6 57 632 674 26 Health Staff 487 2 0 236 249 426 61 Fisheries Staff 12 0 0 9 3 9 3 City Manager 1 0 0 0 1 1 0 Director Communication 1 0 0 1 0 1 0 Resource Mobilization Officer 1 0 0 0 1 1 0 Secretariat Staff 7 0 0 2 5 7 0 Senior IT Specialist 2 0 0 2 0 County Attorney 1 0 0 1 0 1 0 Administrative Officer 1 0 0 1 0 1 0 Youth Polytechnic Instructors 41 0 0 27 14 35 6 Grand Total 1254 7 6 336 911 1158 96 Percentage of the total (%) 0.55 % 0.47% 26.79% 72.7% 92.3% 7.7% Note.—The above figures include staff where suitabilty interviews were conducted i.e. previously hired under contracts (Youth Polytechnic instructors, health staff, fisheries and agricultural extension workers under Economic Stimulus and others) where checks on Gender and. Non-dominant, PWD, and Youth factors had not been previously considered. During the year under review, the Board also gave approval to a request from the department of Finance and Planning to engage fifty (50) casual employees for three (3) months period to boost the County's electronic revenue collection. 3.2 SUITABILITY INTERVIEWS Upon the request of the Governor and Chief Officers of various departments, the Board conducted suitability interviews for the following staff who had been engaged by the County Government prior to the constitution of the Board as tabulated below:- Description Numbers Director of Communication Administrative Officer Economic Stimulus Programme (ESP) (i)Fisheries (ii)Health (iii)Youth Polytechnic Instructors 164 Director of Resource Mobilization 1 Grand Total 220 3.3. WORK IN PROGRESS The Board further advertised the following positions and the shortlisted candidates were scheduled for interviews on various dates starting from February 2016:- Job Cadre Job Reference No: Vacancies Health Department. 1.Nutrition and Dietetics Technologists KSM/CPSB/20 15/ ICSM/CPSB/2015/052 12 2.Public Health Officers KSIvI/CPSB/2015/053 8 3. Community Health Assistants KSM/CPSB/2015/054 10 4. Consultant Neuro- Surgeon KSM/CPSB/2015/055 1 5. Consultant Anesthetist KSM/CPSB/2015/056 2 6. Nursing Officers KSM/CPSB/2015/057 150 Specialized Nursing Officer 7. Pediatric KSM/CPSB/2015/058/1 2 8. Renal KSM/CPSB/2015/058/2 2 9. Psychiatric KSM/CPSB/2015/058/3 2 10. ICU KSM/CPSB/2015/058/4 6 11. Laboratory Technologist KSM/CPSB/2015/059 9 Specialized Clinical Officer 12. Ophthalmologist KSM/CPSB/2015/060/1 3 13. Anesthetist KSM/CPSB/2015/060/2 6 14. ENT KSM/CPSB/2015/060/3 3 15. Registered Clinical Officers(General) KSM/CPSB/2015/061 20 16. Radiographers KSM/CPSB/2015/062 ' 10 17. Pharmaceutical Technologists KSM/CPSB/2015/063 38 18. Physiotherapists KSM/CPSB/2015/064 15 19. Occupational Therapists KSM/CPSB/2015/065 5 20. Community Oral Health Officers KSM/CPSB/2015/066 3 21. Dental Technologists III KSM/CPSB/2015/067 2 22. Plaster Technician KSM/CPSB/2015/068 5 23. Health Records and Information Officers III KSM/CPSB/2015/069 10 24. Biomedical Engineering Technologists KSM/CPSB/2015/070 7 25. Orthopedic Technologists KSM/CPSB/2015/071 5 26. Psycho-Social Counsellors KSM/CPSB/2015/072 5 27. Mortuary Attendants KSM/CPSB/2015/073 10 28. Health Administration Officers KSM/CPSB/2015/074 5 29. Ambulance Supervisors KSM/CPSB/2015/075 8 Sub-Total 364 County Public Service Board Secretariat (a) New advertisements 1.Senior Internal Auditor KSM/CPSB/2015/076 2.Director Governance and Compliance KSM/CPSB/2015/077 1 (b) Re-advertisements 1.ICT Officer KSM/CPSB/2015/032 1 2.Public Relations Officer KSM/CPSB/2015/041 1 3.Director Human Resource Management KSM/CPSB/2015/028 1 Sub-Total 5 GRAND TOTAL 369 Note. -The final numbers will be subject to review based on capacity to absorb in the budget. 4.0 INDUCTION Induction was carried out for the newly appointed staff in the various departments. 5.0 SEMINARS, WORKSHOPS, CONFERENCES The Board has participated in various seminars, workshops and conferences and capacity building aimed at effective and efficient service delivery, among them; Board Chair development, Practical writing skills in writing meeting minutes, preparation of Board papers and preparation of follow-up for action plans, Public Management Administration, designing appropriate organizational training and development strategies, sensitization of the Public officers on the Values and Principles in Articles 10 & 232 of the Constitution (PSC), Leadership and Integrity Code development (PSC), Public Sector Remunerations and Benefits Policy (SRC), Corporate Governance Conference (South Africa). 6.0 HUMAN RESOURCE MANAGEMENT REPORTS 6.1 DISCIPLINE, ETHICS AND GOVERNANCE During the period under review the following discipline cases were forwarded to the Board:- One (1) application from Ms. Jane Gor to the Public Service Commission through the Board for review of a dismissal case .The Board forwarded her case and is awaiting communication from the Public Service Commission. Thirty Six (36) former employees of the defunct Municipal Council of Kisumu who were ordered to be reinstated and their salaries paid following a judgment issued in 2012. The Board sanctioned their reinstatement on condition that the unpaid salaries for the period they were out are forfeited. •Director of Supply Chain Management who had been suspended has been redeployed on reinstatement. •The Board received a court ruling for reinstatement of two employees of the former Municipal Council of Kisumu who had been dismissed and charged with theft by servant, and acquitted by the court. The Board has asked the City Manager to furnish it with detailed information on it before making a ruling on the same. •Other policy documents, namely the Code of Ethics and Conduct, Board Charter and the discipline manuals are in the final stages of completion in readiness for the approval of the Board. •The Board working with the Executive and the department of health moved to avert a strike that had been organized by the Nurses' union to take off on 21' July 2015. The union wanted their members promoted and unpaid allowances effected. The preparatory meeting held at the Board developed specific actions to avert the strike. Thereafter a follow up meeting including His Excellency the Governor and the union representatives firmed up the agreement. This has resulted in industrial peace for this very important sector. The Board was served with summons in respect of the following cases: •Thirty Six (36) staff of the Municipal Council of Kisumu who were dismissed on grounds of forged academic and professional certificates. The case is still in court. 6.2. HUMAN RESOURCE ADVISORY COMMI I LEE The Board delegated some of its mandate to the Human Resource Advisory Committee (HRAC), which was operationalized vide its Circular No 01/04/2015, to handle among others; departmental disciplinary cases, staff training needs assessment and promotions for officers in Job Groups J and below. The Committee is composed of the following members with the option to coopt other members as when necessary:- •County Secretary Chairman •Head of Human Resource Management Secretary •Chief Officer/Finance •Chief Officer/Health •Chief Officer/Agriculture •Chief/Officer/Education ,Gender, Youth, Culture and Social Services •Chief Officer/Transport and Infrastructure •Chief Officer/Administration and Public Service •City Manager/Kisumu 6.3 HUMAN RESOURCE, AUDIT AND PERFORMANCE MANAGEMENT HR Policy Manual: The Board, in collaboration with the Kisumu Urban Project has developed the Human Resource policy manual which was subjected to public participation and is awaiting Cabinet approval before it is rolled out. Departmental Structures: The Board engaged all the Chief Officers in discussing the departmental structures as captured in the Capacity • • 3rd June, 2016 THE KENYA GAZETTE 2361 Assessment and Rationalization Programmes (CARPS) report with a view to adopting it for use by the County Government of Kisumu. It has embarked on an initial staff audit and established the existing staff levels. Performance Management: The Board in ensuring that it performs its mandate of advising the county government on implementation and monitoring of the national performance management systems in counties, witnessed the signing of performance contract agreements between the Governor and the County Executive Committee Members. Staffing Levels: During the year under review, the county public service had at the beginning of Jan 2015 a staffing complement of 4,303 employees; and at the end of Dec 2015 had a staff complement of 4,346 employees. Staff attrition during 2015, is as tabulated below: Description Number as per Government Human Resource Information System Number as per County Public Service Board Records Recruitments 987 1,253 Re-instatements - 59 Sub-total increase in staff (1+2) 987 1312 Deceased 28 Retirements 1.Mandatory 2.Voluntary-Early retirements (at 50) 3.Medical 06 0 0 Description Number as per Government Human Resource Information System Number as per County Public Service Board Records Disciplinary i. Termination on disciplinary grounds 52 - Resignations Chief Officer of Public Relations, Marketing and change Management and a Director of ICT from the department of Communication Information and Technology 2 2 Sub-total staff separation (3+4+5+6) 181 -Incomplete info Staff total Net increase 2015 (increase less separation) ' 806 -Incomplete info Note. —The variance in staff numbers on recruitments and separations for the Board versus Payroll is under auditing process for confirmation. The process will also address gaps in administrative procedures and which require harmonization and/or enforcement. 7. FINANCE, PROCUREMENT AND ICT The Board developed its Budget for 2015/2016 in accordance with its programme and sub-programmes were included under the Governance and Administration Vote Book. The 2015/2016 financial year's budget was approved and the Board is currently implementing its programmes without any undue delays. The Board was able to access funds that enabled it to achieve some of its objectives in the strategic plan that had been developed earlier, as presented by the progress report for the various committees of the board. The required office equipment and computers have been provided to the secretariat, the procurement process for office furniture is already ongoing. The Board also intends to move to a new premise by March 2016 which requires renovation. The tendering process and approval, for the renovation works are ongoing. There are plans to have some budgetary reallocations, through a supplementary budget within the financial year 2015/2016 for clearing outstanding payments for various office equipment and items that had been previously supplied. In order to achieve, its objectives and segregation of duties, the Finance and Procurement functions require additional staff as provided for in the Board's structure; Procurement Officer and Accountant. These positions are to be filled during the year 2016. 8.THE BOARD'S STRATEGIC PLAN The Board has developed its five year strategic plan covering the period 2015-2019 with the support of a Consultant. The Board intends to launch the Strategic Plan in the first quarter of 2016. The plan was developed through a participatory process that involved the key stakeholders of the Board. The Board incorporated both its vision "A haven of Excellence in County Public Service Delivery" and mission "To enhance excellence in Kisumu County Public Service delivery by pn9viding performance driven and ethical human resource" 9.VALUES AND PRINCIPLES OF THE PUBLIC SERVICE The Board at the outset carried out a sensitization of the. staff on the national values and the values and principles of the public service (Articles 10 and 232) at the workplaces with regard to the quality of service required of them. The Board in its recruitment and selection of new staff ensures: •shortlisted candidates are interviewed on their knowledge of Articles 10 & 232. •Strong emphasis is put on the compliance of Chapter six requirements as enshrined in the Constitution of Kenya 2010 when they are appearing for interviews. The Board has also given direction through the office of the County Secretary that all County employees file their wealth declaration forms for this year. •The requirements for the balance of gender, non-dominance community, youth and persons with disability are met as enshrined in the Constitution. In addition, the Board in Nov 2015 outsourced for, through the Head of Supply Chain, competent and qualified consulting firms to carry out a baseline survey to establish the extent to which the County Public Service has complied with the values and principles as enshrined in Articles 10 & 232 of the Constitution of Kenya. All the three bids were not responsive and the service is under retendering. 10.0 PROGRAMME OF ACTIVITIES FOR 2016 The Board has lined up a number of activities to be carried out in the year 2016, key among them being: 10.1 Strategic activities •Development of annual work plan for the Board •Developing and Implementing the Board's Annual Procurement plan. •Launch of the Board's Strategic Plan. •Operationalization of the Human Resource Policy manual. •Operationalization of Discipline, Manual, Board Charter, Code of Ethics and Conduct. •Movement into new office premises for the Board. 10.2 Promotion of values and principles of Governance and Public Service as envisaged in Articles 10 and 232 of the Constitution of Kenya. •Quarterly outreach to each of the seven sub-counties for sensitization. •Coaducting anti-corruption workshops for the County Executive in the first quarter followed by a roll-out to Chief Officers, Directors and lower cadres. •Setting up of departmental Anti-corruption Committees. •Working with the National Anti-Corruption Oversight Committee to constitute the Kisumu County Anti-Corruption Oversight Committee. •Ethics and Integrity mainstreaming and training of staff. 10.3 Recruitment and selection of other cadres of staff for the County Government of Kisumu among them: • •Director of Governance and Ethics-Public Service Board. •Senior Internal Audit-Public Service Board. •Director of Human Resource and Administration-Public Service Board. •ICT Officer. •Staff of the department of Health. •Village Administrators. •Members of Boards and Managers of towns and Municipalities. 10.4 Performance & Staff Rewards. •Sensitization of county staff/citizens on the Board's Mandate and Service delivery issues. •Administration of Performance Management of staff. •Ensuring that all departments carry out performance management appraisal programmes to newly appointed employees with a view to confirming those who will meet the appraisal threshold standards. •Advising Salaries and Remuneration Commission on harmonization of salary structures. 10.5 Human Resource Management. •Organizing training and capacity building for the County Public Service Board. , •Human Resource and staff Rationalization programme. •Harmonization of salary grading systems for defunct local Authority employees, devolved staff from the central government and newly recruited county staff. •Induction of new staff. •Review of all pending discipline cases. •Carrying out research on training needs. •The Board started analyzing promotional cases that were presented by various departments and has given recommendations accordingly. •The Board in its endeavor to ensure that Kisumu residents get efficient and effective services, is in the process of creating new offices; Director of Inspectorate and Economic Advisor that would be domiciled in the Governor's Office. •Career progression and talent management; the Board reviewed all departmental promotion requests that it received and has and process of analyzing the requests is ongoing. •Advising the Governor on various Human Resource issues. •Follow up on the establishment of the village units and the various Boards within the County that were yet to be set up. •Establishing staff competency levels, harmonizing salary and departmental structures from defunct Local Authorities and Central Government that were devolved to fit in with the new county government structures. 11.0 CHALLENGES 11.1 Lack of Secretariat staff-Technical. The Board has not been able to get competent technical staff to help it drive its mandate more so on Governance and Ethics which has slowed down the pace at which the Board operates 11.2 Inadequate office accommodation. The Board is still housed at the City Hall (former Mayor's Parlor). The current accommodation is grossly inadequate for the Board, including its Secretariat. Arrangements to move to a new office space which was initially occupied by the Education Department are on course and the Board will relocate once renovations are complete. 11.3 Lack of official website. Arrangements to create a portal within the county website domain is on course and the Board expects to have it operational in the first quarter of 2016. 12.0 CONCLUSION The Board is moving to achieve its mandate efficiently and effectively to ensure service delivery through highly motivated staff to ensure that the County achieves its vision "A prosperous county that is a harbor of excellence". Dated the 9th February, 2016. NASHON W.O. OGUYA, Chairman, Kisumu County Service Board. HESBON OWUOR HONGO, MR/9383004 Secretary, Kisumu County Service Board.