Frequently Asked Questions

Job Evaluation is an exercise comprising the analysis, evaluation and salary survey of public service jobs. The aim of the JE is to ensure that public service workers are measurably and fairly remunerated based on levels of skill & productivity.

 The Job Evaluation project aims to determine the comparable and relative worth of jobs in the Public Service.

There is need to undertake a public service Job Evaluation to ensure that overall public compensation is economically sustainable, can attract and retain the right skills, recognises productivity & performance, and is transparent & fair in setting and reviewing the Remuneration and Benefits structure.

The sectors involved are; Civil Service, Commercial/ Strategic state corporations, Service / regulatory state corporations, Research/ Public and Tertiary educational institutions, Constitutional Commissions, Independent offices/ teaching services, Disciplined services and County Government.

All public offices jobs in national and county governments will be evaluated with the exception of state offices according to Article 260 of the Constitution.

The process will involve;I. The development of a strategy, framework and handbook to undertake the Job Evaluation exercise.II. The training of staff of small and large organisations.III. The development of Job Description for Public Service jobs.IV. The rollout of the evaluation of jobs across public sectors.V. The Salary Survey will be carried out across sector clusters to propose pay structures.VI. The Sector reports will be provided.VII. The final Job Evaluation report to harmonise public service remuneration will be provided.

Historically, public sector remuneration and benefits have been set through ad hoc committees and commissions. This has led to salary structures that are inequitable leading to discontent, low morale, inefficiencies and frequent industrial unrest.

Job Evaluation will help
• Manage the public wages
• Decrease the cost of doing business
• Ensure job security and in the long term employment opportunities
• Stabilise Private sector, wages
• Improve performance and productivity and therefore guarantee
• Economic growth

The Job Evaluation exercise will involve
• Service and Regulatory State Corporations;
• Commercial State Corporations;
• Civil Service;
• Research Institutions, Public Universities and Tertiary Education;
• Constitutional Commissions, Independent Offices and Teaching Service;
• Disciplined Services; and
• County Governments
The Job Evaluation exercise will take place over the course of 2015 and part of 2016

On an individual level, Job Evaluation ensures that workers get paid a fair rate for the jobs they do whilst increasing their job satisfaction. It also provides an objective basis for collective bargaining in determining rates of pay and benefits.

On an organisational level, the process and results of the exercise is useful in
• Recruitment and selection;
• Establishing training needs;
• Performance appraisals;
• Manpower planning;
• Organisation development; and
• Job structuring

On a national level, the fiscal wage bill becomes manageable and thus sustainable, productivity and performance are enhanced, enabling Kenya to get closer to achieving its Vision 2030 aspirations of a middle level economy.

The Job Analysis tool is normally prepared by the job holder or by someone familiar with the job if the job is vacant or the supervisor of the job or by Human Resource Department. The result of the Job Analysis is the Job descriptions.

The Job Evaluation process begins with the process of understanding scoping and analyzing a job. This entails clearly spelling out the key deliverables of the job. Job analysis states the minimum requirements that will be necessary for a job holder to perform the job satisfactorily. The minimum requirements include education qualifications and the experience. This is captured through a job analysis questionnaire or tool to ensure that all the key activities have been captured.

Job EvaluationThe Job Description will require validation before being evaluated. The Job Evaluation is conducted by a team of trained job evaluation members where each job description is captured into a Job Evaluation System. The Job descriptions are discussed in the Job Evaluation Committee where a person who is familiar with the job may be required to be present in case there are clarifications that may be required.

The exercise should provide results to be the basis for addressing the existing disparities and inequities and also advise on the remuneration and benefits in the service. The result of the job evaluation exercise will be used to facilitate development and implementation of equitable and harmonized remuneration and benefits structure within the public sector.

The Job Evaluation as an enabler of the principles of the remunerations & benefits policy will aim only to determine the comparable and relative worth of jobs in the Public Service. There are transition mechanisms of the policy that will keep in force the existing guidelines, regulations and circulars, which will be revised to conform to
  For more information, kindly contact:

The Chairperson,
Salaries and Remuneration Commission
Email: This email address is being protected from spambots. You need JavaScript enabled to view it.
Phone: (20) 2710065/81


-1 #1 Super User 2015-06-10 10:04
hi there, does this work

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Salaries & Remuneration Commission,
Williamson House 6th Floor,
P.O. Box 43126 - 00100 Nairobi, Kenya.
Phone: +254 (20) 2710065/81,

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