The Commission dates back to 1954 when Civil Service Commission was established by British Colonial Government following Holmes Commission Report, 1948; Civil Service Commission was advisory to the Governor in matters of appointments; At independence in 1963 it was enshrined in the constitution and renamed Public Service Commission; Independence Constitution had Regional PSC’s but abolished in 1964 following constitutional amendments; It is the oldest Constitutional Commission and its mandate has expanded over the years. The Commission then constituted of a chairman, a deputy chairman and fifteen members all appointed by the President. The Commission, since then, has handled matters of human resource management in the public service especially the civil service and local authorities. Constitution of Kenya, 2010 promulgated on 27th August 2010 reconstituted the Commission with a redefined and expanded mandate and a lean membership.

Duties and Responsibilities

• Overseeing the development, review and implementation of compliance and performance management policies, strategies, guidelines, procedures and standards;
• Ensuring the development and review of business processes in selected MDAs and making recommendations for improved service delivery;
• Coordinating the development and management of an Integrated Performance Management system for the public service;
• Ensuring implementation of Public Service Commission (Performance Management) Regulations, 2021;
• Facilitating implementation of the Annual Public Service Excellence Award (PSEA) scheme;
• Overseeing evaluation and reporting on the efficiency and effectiveness of the Public Service;
• Formulating and reviewing monitoring and evaluation strategies, standards and tools for risk management in the Public Service;
• Overseeing monitoring and evaluation of the organization, administration and personnel practices in Public Service;
• Ensuring compliance of service regulations, policies and guidelines in the public service;
• Coordinating development and review of human resource audit strategies, standards and benchmarks associated with risk management;
• Ensuring alignment of individual with institutional performance;
• Overseeing the implementation of PSC and MHRAMAC decisions;
• Promoting the development and establishment of a common approach to strategic performance management in the public service;
• Overseeing the development of strategies for institutionalization of performance management in the public service;
• Coordinating the evaluation and assessment of service delivery in the public service;
• Overseeing performance management and ensuring prudent utilization of resources;
• Coordinating the development and implementation of the budget, work plans, procurement plans, projects and programmes in the Directorate; and
• Overseeing mentorship and coaching of staff in the Directorate.

Requirements for Appointment

For appointment to this grade, a candidate must have:

• Cumulative service period of fifteen (15) years in a relevant field, and must be in the grade of Senior Deputy Director Job Grade PSC 3 or in an equivalent and comparable Senior Management position in the wider Public Service;
• Bachelor’s degree in any of following discipline: Human Resource Management, Human Resource Development, Human Resource Planning, Industrial Relations, Business Administration, Sociology, Economics, Public Administration, Public Policy or any other relevant Social Science from a recognized Institution;
• Master’s degree in any of the following discipline: Human Resource Management, Human Resource Development, Human Resource Planning, Industrial Relations, Business Administration, Sociology, Economics, Public Administration, Public Policy or equivalent qualification from a recognized institution;
• Leadership Course lasting not less than six (6) weeks from a recognized Institution;
• Membership to a relevant professional body where applicable and of good standing;
• Proficiency in computer applications; and
• Demonstrated thorough understanding of national goals policies and development objectives and the ability to transform them into compliance and performance management policies and programmes.