A survey of managers' perceptions of factors that influence success of the implementation of performance contracting in the Kenyan civil service

Abstract

The key objective of this research project was to address the following research question: "What are the managers' perceptions of factors that influence successful implementation of performance contract in the Kenyan Civil Service?" A census survey of all the forty two (42) government ministries was undertaken targeting the chief economist and head of human resource as the respondents acting on behalf of their ministerial. The study utilized semi structured questionnaires to collect primary data from the forty two (42) managers, however, only twenty three (23) of the questionnaires were collected. The data was then analyzed using an inductive approach through content and factor analysis and the findings presented using tables giving descriptive statistics including frequencies, mean and percentages. The research findings relating to the factors influencing the successful implementation of performance contracting in the Kenyan civil service were as follows: increase in the ministry's budgetary amount, efficient release of funds from the consolidated fund to the ministry, hiring of qualified and competent staff, frequent review of internal decisionmaking processes, increase in controlling and monitoring information, presence of a ministerial strategic plan, and the presence of ministerial vision and mission statement. Consequently, these factors can be reported as the factors perceived by managers' as being necessary for the successful implementation of performance contracting in the Kenyan civil service. Moreover, the managers' pointed out that political goodwill from the office of the president and that of the prime minister were also very important in the successful implementation of performance contracting in the government ministries. Other factors that were pointed out included: the actions of the donor community and the international community at large, especially those actions pressuring the government to implements reforms within the civil service and the general awareness of the Kenyan public on their duties and rights especially those relating to service delivery by civil servants in government ministries. The researcher also drew conclusions on the factors posing challenges in the implementation of performance contracting which include: corruption in the form of tribalism and nepotism in the hiring of civil servants within government ministries, and the prevailing work culture and employee attitude among the civil service in government ministries are eliminated and/or managed effectively with an aim of safeguarding the successful implementation of performance contracting within the Kenyan civil service. Based on these conclusions of this study, the researcher recommends the government should ensure that the factors perceived as managers' as influencing successful implementation of performance contracting within the Kenyan civil service are not only provided for, but also the need for training and sensitization of the benefits of performance contracting.