The objective of this study is to assess the balancing act of public sector values m the appointment of senior public officials in the public service.
This study adopted a qualitative research approach using secondary research on existing materials and information. These secondary materials consisted of legal provisions, reports and correspondences from various bodies on the recruitments as well as commentaries appearing in the mainstream media in Kenya. These data was inserted into grids with values derived from the conceptual framework. Content analysis was conducted on all the secondary materials and data was classified according to the categories of merit, representation and due process.
This study established that the public service values of merit and representation were emphasized more in some recruitments that in others. It emerged that various public service values and principles were applied differently at the different stages of recruitment and selection. What is however glaring is the fact that the selection criteria were not applied uniformly and in this process, out of political interference. The implications of this study will be to act a significant influence to push for clear policies as to how the recruitment and selection process should be undertaken in future.
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