The SRC works on the job grading system to promote equal pay for work of equal value. It’s usually done in terms of education level and sometimes working experience. The job group’s basic salary varies depending on the ministry one serves and may differ from one person to the other.
The differences mostly come into play when you put in the allowances that people in these job groups receive. What is the current salary structure in Kenya?
Job Groups In Kenya Public Service
The SRC (Salaries and Remuneration Commission) was formed in 2011 under the Salaries and Remuneration Commission Act 2011. Its establishment brought revolutionary changes in the civil servants’ earnings per job group in Kenya.
Being an independent commission, it had a series of discussions that led to a hefty pay increase of up to a third of the current workers’ salary. This happened after several professionals went on strike, demanding the Collective Bargaining Agreements (CBA) be signed to increase their wages. The most famous case being the doctors’ strike that lasted several months in 2016.
Previously, the Public Service Commission was mandated to do all the recruitment and selection roles. The take-over by the Salaries and Remuneration Commission was well received by Kenyans, especially those of the lower job groups, as it meant fairer remuneration to them. The salaries were all reviewed, but mostly the allowances remained the same.
The commission covers the entire Public Sector clustered into several sectors as stipulated by the new salary structure. SRC dictates job grades in Kenya, making it one of the most integral institutions in the country.
Job Group B1
This is the lowest job group in Kenya and contains low-skilled essential workers previously in job groups A, B, C and D. They include; Officer III, Support Staff, Operator III, and Attendant III. The salary scale for this group is Ksh.11,553 – Ksh.14,442.
Job Group B2
In the new salary structure for civil servants in Kenya, those previously in job group E are now in group B2. Job group B2 salary scale is Ksh.14,007 – Ksh.17,508. This group contains skilled and low-level supervisory staff.
Job Group B3
According to the SRC salary structure, this group enjoys basic pay between Ksh.16,777 and Ksh.20,972. In the previous categorisation, this was job group F.
Job Group B4
This was the former job group G and consists of various skilled individuals. They enjoy a basic salary between Ksh.19,859 and Ksh.24,823 wherever they are employed in government institutions.
Job Group B5
A civil servant in this group expects a salary of between Ksh.23,176 and Ksh.28,970. In the devolved governments, employers in this group include top executives and most senior specialists (heads of institutions).
Job Group C1
Not very skilled but at least more qualified than all the previous job groups. Professionals in this group receive a salary of between Ksh.28,970 and Ksh.39,110.
Job Group C2
This was previously referred to as job group K. It is now referred to as job group C2 with better pay. The former job group K salary structure, Ksh.31,020, was not as high as the current rate. Staff that fall in this category now earn between Ksh.36,411 and Ksh.47,373.
Job Group C3
Job group C3 was formerly job group L. An individual employed in this category, just like other job applicants, will undergo on the job training after graduation for a while before they are fully absorbed into the job industry. The salary range is Ksh.44,898 and Ksh.56,326.
Job Group C4
The grading range for job group C4 is Ksh.54, 532 – Ksh.68,165 with professionals that have higher academic qualifications and a bit of working experience.
Job Group C5
With a scale of Ksh.64,919 – Ksh.81,148, job group C5 holds one of the most significant workforces. This person also requires on the job training similarly to other job groups. After serving for a while as graduate trainees, they get confirmed and the salary increases.
Job Group D1
What is the government job salary scale for this group? It ranges between Ksh.81,148 – Ksh.109,550. Most of the professionals in this job group are in entry-level management like supervisory positions.
Job Group D2
This job group salary scale ranges between Ksh. 97,184 – Ksh.130,226. It is the 11th level in the civil servant grading system.
Job Group D3
The personnel in this group is more professional and probably at the management level. The salary range is Ksh.114,334 – Ksh.152,064.
Job Group D4
Professionals in this group are highly skilled and earn between Ksh.132,178 and Ksh.174,425 and may either be middle or high-level management.
Job Group D5
The salary scale in Kenya for people in job group D5 is between Ksh.150,202 and Ksh.198,267. Since it is amongst the highest job groups in Kenya, prospective employees ought to have the required experience and exposure in their sectors.
Job Group E1
If you have the required experience to secure employment in the civil service under job group E1, expect to earn a salary between Ksh.198,267 and Ksh.257,747. It is the third-highest group in the new SRC Kenya job groups, coming after E2 and E4.
Job Group E2
People in job group E2 are the second-highest-paid with a salary scale of Ksh.221,508 and Ksh.282,954. The position requires a high level of experience.
Job Group E4
People in Job group E4 have a basic salary range of Ksh.292,765 and Ksh.576,120. The job group has highly skilled and specialised personnel with high-quality education and matching working experience. They are in high-level management positions.
Although allowances and per diem rates for Kenya civil servants are tailored to fit different professions in different fields, they rarely change during salary reviews. These elements bring a difference in the total money one receives at the end of the day.
Kenya Civil Servants House Allowance
This highly depends on the job, and it may be substituted by giving the employees housing in the work premises or near the workplace. The amount differs across the job groups if in monetary value. One of the best things is that the Kenya civil servants house allowance harmonization has allowed employees to enjoy a higher amount.
The commuter allowance covers transport expenses to and from work and throughout all official errands. Some firms alternate this by having a means of transport to pick and drop their staff and run all official errands.
Employees receive a monthly commuter allowance of Ksh.3,000 for those in Job Groups B1 to C1, while those in Group C2 get Ksh.4,000. The allowance increases for higher job groups.
According to the SRC salary structure, every employee is expected to get paid leave every year in the agreed sequence. People in hardship areas can, however, get a leave allowance twice per year.
Other Allowances In Kenya
The Salaries and Remuneration Commission has specific allowances on top of the typical house, commuter and leave allowances. They add a significant amount to the basic pay that bringing a massive difference to the remuneration a civil servant receives.
- Hardship Allowance: The allowance is distributed to civil servants in hardship areas like remote and rural areas.
- Transfer Allowance: Upon receiving a transfer, all employees should receive an allowance to facilitate their movement and settling in.
- Risk Allowance: This is given to healthy workers who get exposed to various health risks in their work.
The SRC has been in charge of reviewing the amount the taxpayer spends on the salaries of public servants. According to the Commission, the recently revised salaries per department are proportional to their various departments’ structure and services.
The country has over 700,000 civil servants who consume a more significant portion of the national revenue in terms of salaries. Each of the job groups in Kenya has a threshold that every employee is expected to meet. Hence, salaries vary, with an employee’s qualifications playing a more prominent role in determining how much each earns.
Although these are the current job groups and their salaries grading in Kenya, changes are always bound to come up as some Collective Bargaining Agreements previously signed are still in the process of being actualised. The Salaries and Remuneration Commission constantly does harmonization and reviews to match their set standards gradually.
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