Introduction
Since the advent of devolution in 2013, Kenya’s 47 county governments have taken center stage in delivering services to citizens. At the heart of this system are county employees—the administrators, health workers, engineers, and revenue collectors who keep counties running. However, a decade into devolution, significant workforce challenges persist, including staff shortages, mismatched skills, and corruption.
Reforming the county workforce is now critical to realizing devolution’s full potential. This article explores the key challenges facing county employees and the opportunities for creating a more efficient, motivated, and skilled local government workforce.
1. The Current State of County Employees
Kenya’s county governments employ over 150,000 workers across various sectors, including health, agriculture, public works, and revenue collection. While devolution has brought services closer to the people, several systemic issues affect county employees:
Key Workforce Challenges:
- Understaffing in Critical Sectors: Rural counties struggle with shortages of doctors, engineers, and accountants.
- Skills Mismatch: Many employees lack specialized training for devolved functions like urban planning and climate resilience.
- Political Interference: Frequent hiring of unqualified staff due to patronage undermines meritocracy.
- Delayed Salaries: Some counties delay wages for months, demoralizing workers.
These challenges have led to poor service delivery, corruption, and high turnover among skilled professionals.
2. Major Challenges in Reforming the County Workforce
A. Ghost Workers and Bloated Payrolls
Many counties struggle with ghost workers—non-existent employees whose salaries are pocketed by corrupt officials. A 2022 audit revealed that some counties had up to 15% ghost workers on their payrolls.
Solution:
- Biometric registration (like Kakamega County’s system) has helped eliminate fake employees.
- Integrated payroll systems linked to national databases can prevent fraud.
B. Uneven Distribution of Talent
Urban counties like Nairobi attract skilled workers, while marginalized regions like Turkana and Mandera face severe shortages.
Solution:
- Targeted hardship allowances to incentivize professionals to work in remote areas.
- Inter-county staff exchange programs to share expertise.
C. Lack of Continuous Training
Many county employees were inherited from the defunct local authorities and lack skills for modern governance.
Solution:
- County training academies (like the Nairobi City County Academy) to upskill workers.
- Partnerships with universities for specialized courses in devolved functions.
D. Politicization of Hiring
Jobs are often given based on tribal affiliations or political loyalty rather than competence.
Solution:
- Strengthening the County Public Service Boards (CPSBs) to ensure merit-based recruitment.
- Whistleblower protection to report irregular hiring.
3. Opportunities for Workforce Transformation
Despite these challenges, Kenya has a unique opportunity to build a world-class county workforce. Here’s how:
A. Leveraging Technology for Efficiency
- Digitized HR systems can automate payroll, attendance, and promotions.
- E-learning platforms can provide affordable staff training.
B. Performance-Based Incentives
Counties like Makueni have introduced performance contracts, linking promotions and bonuses to productivity.
C. Youth and Internship Programs
Engaging young professionals through county internship programs can bridge skills gaps and foster innovation.
D. Public-Private Partnerships (PPPs)
Private firms can support counties in technical training, automation, and management consultancy.
4. Success Stories in County Workforce Reforms
Case 1: Makueni’s Performance Management System
Makueni County introduced a performance-based appraisal system, leading to a 40% improvement in service delivery.
Case 2: Kisumu’s Staff Training Hub
Kisumu partnered with Jaramogi Oginga Odinga University to train health workers, reducing staff shortages.
Case 3: Mombasa’s Digital HR System
Mombasa automated payroll, cutting ghost workers and saving KES 200 million annually.
5. The Way Forward
To build a competent, motivated, and corruption-free county workforce, Kenya must:
- Enforce merit-based recruitment through independent CPSBs.
- Invest in continuous skills development for county employees.
- Adopt technology to eliminate fraud and improve efficiency.
- Improve working conditions to retain skilled professionals.
- Encourage inter-county collaboration for shared learning.
Conclusion
The success of Kenya’s devolution depends heavily on its county employees. While challenges like ghost workers, skills gaps, and political interference persist, opportunities for reform—through technology, training, and performance-based systems—are immense.
By professionalizing the county workforce, Kenya can ensure that devolution delivers on its promise of efficient, equitable, and transparent service delivery for all citizens.
