| dc.description.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. | en |
