Salaries and Remuneration Commission
Request for Expression of Interest: Undertaking of Job Evaluation for State Offices
The Salaries and Remuneration Commission wishes to undertake a Job Evaluation for State Offices.Owing to the magnitude of the exercise in terms of Scope and requisite competency and skills, the Job Evaluation will be undertaken through a Consultancy Service. The Salaries and Remuneration Commission therefore, intends to commission a reputable Consultancy Firm/organization or a Consortium of Firms to undertake a comprehensive Job Evaluation on positions created in the Constitution and State Offices.
 The Job Evaluation will cover positions created in the Constitution and jobs categorized as State Offices, the result of which will determine the comparable worth of the jobs to facilitate development and implementation of equitable and harmonized remuneration and benefits structure.
3.0 Objective for the Job Evaluation Exercise
Objective for the Job Evaluation Exercise will be to evaluate the positions created in the Constitution and jobs categorized as State Offices to determine their comparable worth and produce a rationalized, harmonized, defensible and equitable job-grading structure. The results of the Job Evaluation and subsequent Grading will be used as a basis for grading the structures, developing compensation structures and setting and reviewing of remuneration and benefits, for the State Offices.
The tasks assignment will be undertaken in close working collaboration with a team from the Salaries and Remuneration Commission and will involve:-
3.1 Preparation of a Concept Paper, drawing upon comparable international experience.
3.2 Development of a Strategy Paper or Handbook for undertaking the exercise which should:
(i) Provide a detailed guideline to the approach to be adopted for undertaking the Job Evaluation exercise;
(ii) Define the methodology and instruments to be used in the exercise;
(iii) Provide a sequenced programme of actions, including identification of who is to be responsible for supervising and implementing the Job Evaluation exercise;
(iv) Provide rationale, where appropriate, for benchmarking;
(v) Identify training needs for the public service staff who will assist in the exercise; and
(vi) Identify any necessary preparatory work that must be completed prior to commencing the Job Evaluation exercise.
3.4 Undertaking a Training Programme for Public Service Officers Core Team to build capacities and capabilities to successfully undertake the Job Evaluation exercise.(The training should include in-depth instruction on the use and analysis of all instruments to be used in the
exercise).
3.5 Undertaking a Job Evaluation exercise for the positions created in the Constitution and State Offices on the basis of the Concept and the Strategy Papers with the following expected results:
(i) Equitable and defensible job- grading criteria;
(ii) Standardized and harmonized job grading positions created in the Constitution and in State Offices;
(iii) Job descriptions and job specifications for the evaluated jobs; and
(iv) A Frame work for harmonization of remuneration/pay and benefits that would guide current and future remuneration and benefits for positions created in the Constitution and State Offices.
4.0 Job Evaluation Output/Deliverables
The key expected outputs/deliverables of the Job Evaluation exercise will include:-
4.1 The Concept Paper on job evaluation
4.2 Inception Report on the assignments with detailed finalized work plan
4.3 Strategy Paper or Handbook on job evaluation process to be undertaken
4.4 Job Evaluation Report which will contain but not limited to details on:
(ii) Job Evaluation Results; and
(iii) Actual job values/worth.
5.0 Requirements of eligible Consultants
The Salaries and Remuneration Commission now invites expressions of interest from Consultants/Firms interested in providing the above services. Interested Consultants must have a minimum of a masters degree, expertise and experience and demonstrate having successfully carried out a job evaluation in a large high profile organization. The Consultant should also have excellent organizational and verbal communication skills with in-depth knowledge of qualitative and quantitative research methodologies.
Consequently, the consultant should submit detailed company profiles, financial capability to undertake the assignment to completion, qualifications and experience of key staff and the methodology of undertaking
the assignment. This assignment is open to both national and international consultants. Consultants may associate to enhance their capabilities.
The exercise is expected to take three months
Expression of Interest will lead to short listing of eligible firms based on their responsiveness to the requirements as listed under Part 5.0 above and will be invited to submit proposals to carry out the Job Evaluation.
Expressions of Interest in Plain Sealed envelopes marked; “Expressions of Interest: Consultancy to undertake a Job Evaluation Exercise for State Offices must:
Be delivered to the address below not later than 5.00 pm on 4th June, 2012.
The Commission Secretary
Salaries and Remuneration Commission
P. O. Box 43126 00100, Expressions of Interest delivered after 5.00 pm shall not be accepted.
Opening of the Expressions of Interest shall be done publicly immediately thereafter on 5th June, 2012, at 10.00 am, on the 13th Floor NHIF Building, Salaries and Remuneration Commission Boardroom, in the presence of Consultants/Firms who will have expressed interest or their representatives who wish to attend.
Salaries and Remuneration Commission

Republic of Kenya

The Judicial Service Commission

Invitation for Applications

Nominee of the Judicial Service Commission to the Salaries and Remuneration Commission

Ref. No. V/NO.7/2011

Pursuant to the provisions of Article 230 (2) (b) (iii) of the Constitution and sections 6 and 7 of the Salaries and Remuneration Act, 2011 (No. 10 of 2011) the Judicial Service Commission invites applications from suitably qualified persons to be nominated to represent the Judicial Service Commission in the Salaries and Remuneration Commission.

A person is qualified for appointment as a member of the Salaries and Remuneration Commission if the person:-

a) holds a degree from a university recognized in Kenya;

b) has knowledge and at least ten years’ experience in either –

(i) finance and administration;

(ii) public management;

(iii) economics;

(iv) human resource management; or

(v) labour laws.

c) Meets the requirements of Chapter Six of the Constitution;

d) has had a distinguished career in their respective fields, and

e) should be someone who understands the historic needs of the Judiciary and capable of representing the interests of the Judicial Service Commission and the Judiciary.

A person is not qualified for appointment as a member of the Salaries Remuneration Commission if the person:-

a) is a member of the Judicial Service Commission;

b) is a member of the Judiciary;

c) is an undischarged bankrupt; or

d) has been removed from office for contravening the provisions of the Constitution or any other law.

Applications accompanied with detailed curriculum vitae should be hand-delivered to –

The Secretary,
Judicial Service Commission,
P.O. Box 30041 – 00100, Nairobi,

Or emailed to jsc@judiciary.go.ke or reghck@judiciary.go.ke

The applications should clearly state, on the envelope (if any) and in the application letter, the reference number and the position applied for, as cited above.

The application should reach the Commission within a period of twenty one (21) days from the date of this advertisement.

Hon. Justice Dr. Willy M. Mutunga, S.C.,
Chairman,
Judicial Service Commission.

Republic of Kenya

Office of the President

Ministry of State for Defence

Invitation for Applications

Nominee of the Defence Council to the Salaries and Remuneration Commission

Ref No. MOSD/11/18A

Pursuant to the provision of Article 230 (2) (b) (i) of the Constitution and sections 6 and 7 of the Salaries and Remuneration Act, 2011 (No. 10 of 2011) the Parliamentary Service Commission invites applications from suitably qualified persons to be nominated to represent the Defence Council in the Salaries and Remuneration Commission.

A person is qualified for appointment as a member of the Salaries and Remuneration Commission if the person:-

a) is a Kenyan citizen

b) holds a degree from a university recognized in Kenya;

c) has knowledge and at least ten years’ experience in either –

(i) finance and administration

(ii) public management

(iii) economics

(iv) human resource management, or

(v) labour laws

d) meets the requirement of Chapter Six of the Constitution; and

e) has had a distinguished career in their respective fields.

A person is not qualified for the appointment as a member of the Salaries and Remuneration Commission if the person:-

a) is a member of parliament or of a county assembly;

b) is a member of a governing body of a political party;

c) is a member of local authority;

d) is a undischarged bankrupt; or

e) has been removed from the office for contravening the provisions of the Constitution or any other law.

Applications accompanied with the detailed curriculum vitae should be forwarded to the

Permanent Secretary,
Ministry of State for Defence,
P O Box 40668 – 00100,
Nairobi, Kenya

or hand delivered to the Ulinzi House Gate along Lenana Road

on or before Tuesday 6 September 2011.

Amb N Kirui, CBS
Permanent Secretary
Ministry of State for Defence

Selection Panel for the Appointment of Chairperson, Salaries and Remuneration Commission

Vacancy Announcement

Chairperson, Salaries and Remuneration Commission

Applications are invited from suitably qualified candidates for the position of Chairperson, Salaries and Remuneration Commission.

A Requirements for Appointment

For appointment as Chairperson, the applicant should:

(a) hold a degree from a University recognized in Kenya;

(b) have knowledge and at least ten years’ experience in matters relating to either-

(c) have knowledge of Labour market trends in Kenya as relates to income in the public and private sector;

(d) meet the requirements of Chapter Six of the Constitution; and

(e) have had a distinguished career in their respective fields.

A person shall not be qualified for appointment as the Chairperson if the person;

(a) is a member of Parliament or County Assembly;

(b) is a member of a governing body of a Political Party;

(c) is a member of a Local Authority;

(d) is an undischarged bankrupt; or

(e) has been removed from office for contravening the provisions of the Constitution or any other Law.

B. Duration of Appointment

One six-year non-renewable term.

C. Terms of Service

Part-time.

Applications, together with detailed Curriculum Vitae and copies of academic and professional certificates, National Identity Card or Passport, together with relevant testimonials and certificates should be addressed to:

The Secretary,
Selection Panel for the Appointment of Chairperson,
Salaries and Remuneration Commission,
Harambee House
P.O. Box 30050 – 00100
Nairobi

or Email : jobs@msps.go.ke

so as to reach the Panel Secretariat not later than Friday, 26th August, 2011.

The Envelope should be clearly marked “APPLICATION FOR CHAIRPERSON, SALARIES AND REMUNERATION COMMISSION’’

Candidates wishing to hand deliver their applications should do so between 8.30 a.m. and 5.00 p.m. on working days at

Room 1213, 12th Floor, Harambee House.
Titus M. Ndambuki, CBS,
Permanent Secretary and Secretary to the Panel

Pursuant to the provisions of the Constitution of Kenya 2010 Article 230 (b) and the Salaries and Remuneration Commission Act 2011 Section 5 (2), the Federation of Kenya Employers (FKE) invites applications from suitably qualified persons to be nominated to represent FKE in the Salaries and Remuneration Commission.

A person shall qualify for nomination to this post if the person:-

1.

a ) holds a degree from a University recognized in Kenya

b ) has knowledge and at least (10) ten years experience in either:-

Finance and AdministrationPublic ManagementEconomicsHuman Resource Management; orLabour Laws2. Meets the requirements of Chapter (6) of the Constitution and has had a distinguished career in their respective fields.

3. A person shall not be qualified for nomination if the person:-

Is a member of parliament or county assemblyA member of a governing body of a political partyIs a member of a local authorityIs an un-discharged bankrupt; orHas been removed from office for contravening the provisions of any law.Applications with detailed Curriculum Vitae should be sent by electronic mail to: recruitment@fke-kenya.org or delivered to the Federation of Kenya Employers reception at Waajiri House, Argwings Kodhek Road, Milimani - Nairobi, in a sealed envelope clearly marked in capital letters “NOMINATION FOR SALARIES AND REMUNERATION COMMISSION” and be addressed to

Federation of Kenya Employers
P.O. Box 48311 – 00100 Nairobi

NB: This notice has also been dispatched via email to all Federation members

Applications should be received by Tuesday, 16th August, 2011

Visit http://www.kenyan-jobs.com/ for many more jobs in Kenya

Pursuant to the provisions of the Constitution of Kenya 2010 Article 230 (b) and the salaries and Remuneration Commission Act 2011 Section 5 (2), the Central Organization of Trade Unions (COTU-K) hereby invites applications from suitably qualified persons to be nominated to represent COTU (K) in the Salaries and Remuneration Commission.

Such a person should:

1. a) be a holder of a degree from a University recognized in Kenya

b) has knowledge and at least (10) ten years experience in either:-

Industrial Relations PracticeLabour Laws
EconomicsFinance and Administration
Public ManagementHuman Resource Management; or
Labour Laws2. Meets the requirement of Chapter (6) of the Constitution and has had a distinguished career in their respective fields.

3. A person shall not be qualified for nomination if the person:

Is a member of parliament or country assemblyA member of a governing body of a political partyIs a member of a local authorityIs an un-discharged bankrupt; or
Has been removed from office for contravening the provisions of any lawApplications with detailed Curriculum Vitae should be sent by electronic mail to recruitment (info@cotu-kenya.org or delivered to the COTU (K) Headquarters, Solidarity Building, Digo Road, Gikomba Nairobi in a sealed envelope clearly marked in capital letters "NOMINATION FOR SALARIES AND REMUNERATION COMMISSION" and be address to:

Secretary General
P.O. Box 13000-00200
Nairobi

Application should be received by Wednesday 17th August 2011.

Visit http://www.kenyan-jobs.com/ for many more jobs in Kenya

Public Service Commission of Kenya

Vacancy in the Position of Member, Salaries and Remuneration Commission

The Constitution of Kenya, 2010

The Salaries and Remuneration Commission Act, 2011

Article 230 (2) (b) (ii) of the Constitution of Kenya, 2010 and Part II, Section 7 (1) of the Salaries and Remuneration Act 2011 requires the Public Service Commission of Kenya to nominate a person who shall be appointed to represent the Public Service Commission in the Salaries and Remuneration Commission as a member.

Applications are invited from suitably qualified Kenyans wishing to be nominated by the Public Service Commission.

To be considered, the person should:

(i) hold a degree from a university recognized in Kenya;

(ii) have knowledge and at least ten years’ experience in either;

Finance and administrationPublic managementEconomicsHuman resource managementLabour laws(iii) meet the requirements of Chapter Six of the Constitution of Kenya, 2010; and

(iv) have had a distinguished career in their respective fields.

Each application should be accompanied with a detailed curriculum vitae that also includes the National Identity card number and county of origin.

Applications should be made in writing and hand delivered to the Secretary’s office on 4th floor, Commission House, off Harambee avenue OR submitted as an Ms Word attachment on e-mail sent to psck@publicservice.go.ke

The applications should be addressed to:

The Secretary
Public Service Commission Of Kenya
P.O. Box 30095 – 00100, Nairobi,

so as to reach the Commission on or before 15th August, 2011.

Note: Names of all applicants and the interview schedule of those shortlisted shall be published in the media and in the Commissions website http://www.publicservice.go.ke/ after the closure of the advert.

Bernadette M. Nzioki, EBS
Secretary
Public Service Commission of Kenya

Visit www.kenyan-jobs.com for many more jobs in Kenya

Executive pay in the Kenyan banking sector rose faster than other employees’ take home last year helped by a vicious war for talent as competitive intensified in the lending market, raising the compensation bar, industry statistics show.

Top bankers’ payroll grew by more than 30 per cent in the year buoyed by a rise in the number of managers and intense competition for top talent that required lucrative perks to hire and retain.

This helped widen the pay gap between the executives and the rest of staff – especially in the industry’s top players.

Equity, KCB, CfC Stanbic and Barclays banks paid out hundreds of millions of shillings their executives in trend that could add spark off the executive pay debate in Kenya that has been raging in Europe and the United States for nearly a decade.

Micro-lender Equity Bank ran the biggest executive payroll that closed the year at Sh645 million in 2010 from Sh496 million the previous year.

It was followed closely by KCB whose top managers took home Sh489 million up from Sh332 million.

CFC Stanbic Kenya come in third with a wage bill of Sh441 million having jumped from Sh428 million in 2009 in has been partly attributed to the high number of expatriate working in the bank that is majority owned by South Africa’s Standard Bank.

CfC Stanbic, which is among Kenya’s second tier banks spend more on executive pay than Barclays Bank’s Sh330 million up from Sh250 million with Standard Chartered bank the only top bank to reduce its pay from Sh293 to Sh279 million.

With assets worth Sh107 billion and a net loan book of Sh58.9 billion, CfC Stanbic is a much smaller operation compared to Barclays whose assets are valued at Sh172 billion with a loan book of Sh87.1 billion.

Though many of the banks in Kenya have increased the number of executives and ultimately their wage bill, top bankers said rising cost of hiring a top talent contributed to the rapid growth of executive payroll.

“Growth in executive remuneration for us was mainly driven by the hiring of additional executives to run our subsidiaries in the regional market,” said Martin Oduor-Otieno, the chief executive of KCB, the largest lender by asset base. “We offer a comprehensive remuneration package to our senior management and executives, including salaries and bonuses based on performance,” he said.

Kenya’s banking executives are better paid better than their peers in the telecoms and manufacturing sectors, a development that has been linked to a scarcity of talent in the marketplace.

David Muturi, the executive director of the Kenya Institute of Management (KIM), said higher remuneration of top talent – who are the growth drivers in the banking sector – is the best way of attracting and retaining them.

In the new economy, banks and capital markets are developing good business ideas that are being copied with speed, forcing employers to be constantly on the lookout for innovators,” he said.

The pace at which executive pay has been growing has widened the gap between them and the rest of the workers.

At Equity Bank for instance, executive pay accounted for 12.3 per cent of the total wage bill last year compared with 11.4 per cent in 2009 while at KCB executives took home 5.2 per cent of the total compensation bill up from 4.6 per cent a year earlier.

Most bank executives believe talent will be key to future business growth signalling that top management’s pay is going to claim more territory in the near term.

“At the end of the day, we bet more on people than strategies, but the pool of talent is being stretched,” Mr Adan Mohamed, the Barclays Bank Kenya chief executive told Business Daily in a past interview.

Mr Mohamed reckons that having the right talent in executive suites has become the lifeline of many businesses, especially with that arrival of international firms.

This type of thinking is making human capital the most sought after resource in the production system as companies compete to grow market share.

In top demand are people who are technologically literate, globally astute and capable of not only developing but also executing strategy, setting off a scramble for staff among the top firms.

For instance, Kariuki Ngari who headed retail banking at Barclays Bank moved to Standard Chartered Bank in a similar capacity while Elly Odhong, who also headed retail banking at Barclays Bank left for CFC Stanbic to drive the same business line.

Commercial Bank of Africa snapped Jeremy Ngunze from Standard Chartered Bank while Philip Ilako is now the managing director of Middle East Bank having joined from Commercial Bank of Africa.

The growing executive compensation is set to pile pressure on staff costs at a time when some of the lenders are grappling with the burden of expanded management staff that grew by 1,275 last year to stand at 7,451.

The bulk of Equity’s payments went to the bank’s 13 executive directors who took Sh419 million compared to senior managers who shared Sh226 million.

The micro lender has four executive directors looking after its subsidiaries in Southern Sudan, Rwanda, Uganda, and Tanzania while the rest are spread out in key areas such as credit management and mobile banking that has become critical to growing its mass market business model.

The lender’s executive staff costs were also driven by a massive branch expansion last year which saw it open 116 new branches across the region to stand at a total of 165 branches.

The aggressive regional expansion has seen the bank’s executive pay grow nearly four times from Sh166 million in 2007 to last year’s Sh645 million.

KCB which had the fastest growth in executive pay last year reported lower total payouts compared to Equity though both banks have gone heavy on regional expansion, an indicator that KCB’s remuneration scale of its executive team could be less compared to that of Equity.

The bank paid executive and senior management Sh489 million compared to Sh332 million a year earlier, representing a growth of 47.2 per cent.

Unlike Equity, KCB opened only 15 new branches across the region last year though it had more executive directors than Equity, with 14 directors heading various divisions.

Though CFC Stanbic Bank grew its executive compensation by a mere three per cent, it has the biggest executive staff cost in the industry as measured by the size of its operations.

The bank has only 17 branches in the country but its executive staff grew from Sh428 million to stand at Sh441 million, beating Barclays and StanChart that have larger asset base and branch networks.

CFC’s outsized executive staff cost is driven by its heavy staffing of expatriates, including top economists from South Africa –the home of Standard Bank that acquired the local bank in 2008.

The executives have been keen on growing the bank’s fortunes that rely heavily on the corporate sector.

The bank has gone heavy on the mortgage lending market and last year opened a branch at Ruaraka –a middle to low income zone in Nairobi Kenya—as it seeks to grow its retail business to reduce overreliance on the corporate side that rakes in over 70 per cent of its earnings.

Barclays Bank, which is expected to retrench 200 middle level managers, grew its executive compensation 32 per cent to stand at Sh330 million from Sh250 million.

The bank’s loan book has grown at a slower pace compared to its top tier rivals, with analysts attributing the trend to the bank’s maturing corporate market.

A cut in staff numbers is expected to reduce overall staff costs, the highest in the industry.

Barclays closed the year with the highest staff cost to income ratio at 31.9 per cent followed by KCB (30.3 per cent), Co-operative (28.2 per cent), Equity (23.5 per cent), and Standard Chartered (23.4 per cent).

Related posts:

Telkom Kenya To Terminate 400 Jobs. Business Daily Report.

To Receive daily jobs In Kenya in your inbox,please subscribe here below. This entry was posted on Thursday, May 12th, 2011 at 1:09 PM and is filed under BANK. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.