Turkana launches promotion review to tackle staff career stagnation
Peter Ingollan Ekunyuk, Chair of the County Public Service Board, led the inaugural round of suitability interviews for the directorates of Economic Planning and Information and Communication Technology (ICT).
The Turkana County Public Service Board (TCPSB) has initiated a review process to assess staff suitability for promotion to higher positions. This initiative aims to address the longstanding issue of career stagnation among county employees.
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By focusing on internal promotions, the TCPSB seeks to enhance workforce capacity, reward talent, and ensure a fair and transparent public service in line with Articles 10 and 232 of the 2010 Constitution. This approach supports the County's broader development objectives.
Peter Ingollan Ekunyuk, Chair of the County Public Service Board, led the inaugural round of suitability interviews for the directorates of Economic Planning and Information and Communication Technology (ICT).
He emphasised that this merit-based system is designed to improve service delivery while recognising and rewarding dedicated staff.
Board Member Edward Losinyono highlighted the significance of conducting a transparent process, underscoring the Board's dedication to equitable promotions, accountability, and maintaining public trust.
Joseph Ngatotin, Assistant Director for Human Resource Management, explained that these interviews serve to translate authorised staffing levels into practical recruitment and management actions, ensuring that the workforce effectively supports Turkana's development goals.
"They also empower our staff by fostering professional growth and leadership," he added.
Following the initial interviews, Chair Ekunyuk announced plans to carry out similar exercises for the directorates of Agriculture, Livestock Development, Fisheries, Lands, Physical Planning, Urban Areas Management, and Education.
The Board is committed to implementing the approved staff establishment by converting authorised staffing levels into concrete recruitment, deployment, and personnel management strategies.
To enhance efficiency, the Board aims to automate this process and conduct evaluations every three years, in alignment with the existing scheme of service and the 2024 approved staff establishment.
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