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Directorate of Public Service Management

HISTORICAL BACKGROUND
In 1947, a Central Personnel Unit dealing with all the personnel matters was established in the Chief Secretary’s Office in Treasury. It was then known as the Establishment Office. Just before independence a Directorate of Personnel was created in the office of the Prime Minister vide circular No. 1 of 2nd April, 1963. The Directorate of Personnel was organized into two branches:

  1. Service Branch – this was responsible for establishment needs of the Civil service
  2. Africanisation and Training Branch – it was responsible for assessing the priorities for Africanisation of the Service.

The emphasis then was on localization on jobs and training of Civil Servants. At this time there was massive training for common cadre posts (Africanization of service).

In 1969, the Management Services Branch of the Directorate of Personnel was established. It was responsible for management review, organizational analysis and staff studies and, optimum utilization of human resources.


In 1974, Directorate of Personnel was reconstituted and renamed Directorate of Personnel Management (DPM) through Sessional Paper No. 5 of 1974. This was as a result of the recommendations of the Ndegwa Commission of 1970-71. The Commission had recognized the important role that that the Directorate performed in relation to personnel and was of the view that the management of personnel roles be undertaken by the Office of the President.


In 1978, following the Ndegwa and Wamalwa Commission Reports, the Mandate of DPM was reviewed and expanded. It was then reorganized and restructured into four Divisions namely Personnel Administration, Manpower Development, Consultancy Services; and Administration Divisions. DPM was the Chief Advisor to the Head of Civil Service in all Personnel Management function in the Civil Service.


In 1993, Reform component was added to DPM, to create another Division, The Civil Service Reform Programme, with the aim of improving performance management in the Service with a view to improving service delivery in the Public Service to ensure an orderly growth and balance across the public service.
In 2003the DPM became a fully pledged Ministry of State for Public Service (MSPS) through Presidential Circular No. 1 /2003. This was out of a political decision.

MANDATE

The Executive Order No. 2/2013 on Organization of Government of May 2013 mandated the Directorate of Public Service Management to provide strategic leadership and guidance to the Public service on the human resource management and development.

CORE FUNCTIONS

The core functions of the Directorate are:

(i) Formulate human resource management and development policies, rules and regulations in the Public Service.

(ii) Advise the Public Service on organizational structures, ministerial functions, staffing levels, develop and review schemes of service and career guidelines. 

(iii) Train and build capacity in the Public Service. 

(iv) Initiate and coordinate human resource management reforms in the Public Service. 

(v) Coordinate human resource management information systems.

(vi) Review, harmonize and update the terms and conditions of service for the Public Service. 

(vii) Provide guidelines and monitor payroll and human resource records in the Public Service.

VISION

“To be a leading agency of excellence in public service management and development” 

MISSION

“To provide policy direction in public service human resource management and development, advice on appropriate organizational structures, initiate and coordinate human resource management reforms to improve service delivery for sustainable socio-economic development in Kenya”.

CORE VALUES

The Directorate ’s corporate culture is based on its core values which include:-

i) Honesty and integrity.

ii) Professional work ethics and meritocracy

iii) Innovation and creativity

iv) Accountability and transparency

v) Teamwork

vi) Commitment to customer satisfaction, work and good corporate governance

vii) Timeliness in service delivery.