The system of “Job Groups” was a fundamental part of Kenya’s public service compensation and grading structure for decades. While it has been officially replaced, its concept remains crucial for understanding current structures, historical data, and the evolution of public service management.
1. The Original Job Group System (Under the ECG)
The Job Group system was established under the Employment and Gradation Structure (ECG). It was a unified system used across the entire public service, including all ministries, state corporations, and other government agencies.
- Purpose: Its primary purpose was to group jobs of comparable value, complexity, and responsibility together for the purposes of:
- Salary Administration: Each job group had a defined salary scale.
- Career Progression: Employees would advance from one job group to the next upon promotion.
- Uniformity: It ensured that a Senior Clerical Officer in the Ministry of Health was in the same job group and salary scale as one in the Ministry of Transport.
- Structure: The system ran from the lowest entry-level positions (e.g., Job Group A through G for subordinate staff) up to the highest administrative ranks (e.g., Job Group R through T for Permanent Secretaries and Directors).
- Common Examples:
- Job Group J, K, L: For entry-level professional and technical staff (e.g., Graduate Teachers, Registered Nurses, Agricultural Officers).
- Job Group M, N, P: For mid-level management and senior technical staff (e.g., Senior Teachers, Nursing Officers, Principal Agricultural Officers).
- Job Group Q, R, S: For senior management (e.g., Chief Officers, Deputy Directors, Senior Principals).
2. The Transition: From Job Groups to Job Evaluation & Grading Structures
The Job Group system was criticized for being too rigid, not adequately reflecting the differences in job demands across sectors, and contributing to salary disparities.
This led to the development of a new system based on a comprehensive Job Evaluation (JE) exercise. The current system is known as the Grading Structure.
Key Differences:
| Feature | Old ECG (Job Groups) | Current System (Grading Structure) |
|---|---|---|
| Basis | Broadly comparable jobs | Points-based evaluation of specific job factors (e.g., knowledge, problem-solving, accountability) |
| Structure | Unified across all public service | Separate but aligned structures for different sectors (State Officers, Public Service, etc.) |
| Salary Scales | Attached directly to the Job Group | Attached to a specific “Grade” within a structure |
| Flexibility | Rigid | More responsive to specific job content and market forces |
3. The Role of the Ministry of Public Service
The Ministry of Public Service, Gender, Senior Citizens Affairs & Affirmative Action is the custodian of this entire system. Its responsibilities include:
- Policy Formulation: Developing and reviewing the policies governing job classification, compensation, and career progression.
- Job Evaluation & Grading: Conducting and overseeing the job evaluation process to determine the correct grade for every public service position.
- Scheme of Service: Developing and approving “Schemes of Service” for various professions (e.g., Nursing, Engineering, Administration). These documents outline the career progression path, qualifications, and experience required to move from one grade to the next.
- Salary Structure Management: In conjunction with the Salaries and Remuneration Commission (SRC), the Ministry helps implement the national salary scales and allowances.
- Harmonization: Ensuring consistency and fairness in job grading across all government ministries and departments.
4. Current Public Service Grading Structure (A Simplified View)
While the specific “Job Group” letter is no longer used, the concept of a hierarchical grade remains. The current public service grading structure for civil servants typically ranges from:
- PG 1 – 3: Subordinate Staff (e.g., Drivers, Office Assistants)
- PG 4 – 10: Support Staff and Entry/Mid-Level Technicians (e.g., Clerical Officers, Secretaries)
- PG 11 – 15: Professional and Middle Management (e.g., Engineers, Economists, Senior Administrators)
- CS 1 – 6: County Directors and Deputy Directors
- CS 7 – 9: County Executive Committee Members (CECMs) and Chief Officers
Note: “PG” stands for “Position Grade,” and “CS” relates to County Government positions. The national government uses a similar numbered grading system.
Conclusion
While you may still hear the term “Job Group” used informally in government offices, the official system has evolved. The Ministry of Public Service has moved to a more nuanced and equitable grading structure based on job evaluation. For any public servant, understanding their specific Scheme of Service is the most accurate way to know their career path, qualifications required for promotion, and the corresponding salary scale as defined by the Salaries and Remuneration Commission (SRC).