Public Service Cabinet Secretary Geoffrey Ruku has announced plans to move civil servants to contracts. This will replace permanent and pensionable employment with performance-based terms.
Ruku made the announcement on Thursday, February 26, during the launch of the Public Service Commission’s strategic plan 2025-2029. He said the proposal forms part of a new Public Service Transformation Policy.
The CS revealed he will present the proposal to a cabinet committee next week. Afterwards, he will submit it to the full cabinet in March for consideration.
Proposal Details and Contract Terms
According to Ruku, the new framework will employ public servants on three or five-year contracts. These contracts will be renewable based on performance targets set for each employee.
Those who meet their contractual obligations will have terms renewed. Those who fail to deliver will be required to exit the service and look for alternative jobs.
“You are given a contract for three or five years. If you perform properly, you are given another contract,” Ruku explained. “If you don’t meet the terms, you go and look for another job.”
The CS argued that permanent employment has encouraged complacency in the public sector. He described entitlement and impunity as growing concerns among some public officers.
He said the contractual system will create accountability and reduce long-standing laxity. “It is high time the ministry sees whether public servants can work under contractual terms,” he added.
Tackling Absenteeism in Public Offices
During the launch, Ruku highlighted absenteeism as a key concern. He noted that interns often arrive on time while some supervisors consistently fail to show up.
“This pattern shows a sense of entitlement among long-serving public officers,” Ruku said. “Young people follow the rules, but some of their bosses do not.”
The CS emphasized that contractual employment will make attendance and performance measurable. This will discourage absenteeism and enhance discipline across public offices.
Ruku explained that contracts will link directly to performance results. Employees who meet their targets will receive contract renewals. Those who underperform will not continue in the public service.
The system will introduce objective evaluation metrics. Each ministry or department will monitor achievements and set clear deliverables for their staff.
Expected Benefits for Service Delivery
The CS believes this reform will improve service delivery nationwide. Employees will focus on meeting targets rather than relying on permanent job security.
Public institutions are expected to become more efficient and responsive. The ministry anticipates a reduction in bureaucracy and delays in administrative processes.
Ruku will first present the policy to a cabinet committee. He will then take it to the full cabinet for review in March. The final decision will shape Kenya’s public service structure for years.
He said the policy aligns with broader government efforts to modernize the public sector. The reforms are designed to make employment more merit-based and accountable.
Challenges and Criticism
Critics warn that moving all public servants to contracts may face resistance. Unions and long-serving officers may oppose changes to pensionable terms.
Ruku acknowledged these concerns but argued reforms are necessary. He emphasized that improving accountability and performance outweighs short-term resistance.
Once approved, ministries will develop detailed contract guidelines. Human resources departments will outline performance metrics and renewal criteria.
Training programs will help managers implement the new system. Employees will receive guidance on meeting expectations and documenting achievements.
Transforming Kenya’s Public Service
Kenya’s plan to shift public servants to contract-based employment marks a major transformation. The approach prioritizes performance, accountability, and service delivery.
Ruku believes the reforms will reduce absenteeism and complacency. If implemented effectively, the public sector may become more disciplined and efficient.
The proposed policy is ambitious, and its success will depend on consistent enforcement. Cabinet approval and clear guidelines will determine whether this vision becomes reality.
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