The Public Service Commission (PSC) has proposed new career paths for government employees seeking promotion, including separate routes for management and specialist roles.
Under the proposed Career Management Policy, highly skilled technical and professional employees would have two options for career advancement. They could move into management and take on leadership responsibilities, or continue rising as specialists and experts in their professions without becoming managers.
For example, an experienced engineer, lawyer, doctor, ICT officer or economist could choose to pursue management positions or continue advancing through higher-level technical and professional roles based on their expertise.
The proposed PSC policy also provides greater career mobility through vertical, horizontal, and diagonal movement, giving government employees more options to progress or move between roles based on their skills, qualifications, and career interests.
PSC Plans New Career System Giving Govt Employees Two Paths to Promotion
PSC Chairperson Francis Meja, in a statement read on his behalf during a Stakeholder Feedback Consolidation Workshop at the Kenya School of Government, Lower Kabete, on August 28, 2026, said the proposed policy would change how careers are managed across the public service by introducing an integrated, flexible, competency-based and performance-oriented system.
“The proposed policy provides for greater career mobility through vertical, horizontal and diagonal movement. It also introduces dual career paths for technical and professional cadres, allowing highly skilled public officers to progress either through managerial positions or specialist and expert pathways,” Meja said.
“Once implemented, the policy is expected to mainstream best practices in human resource management, including career planning, career pathing and career development.”
Also Read: Govt Employees Risk Salary Freeze Over Undeclared Wealth
The policy seeks to strengthen the link between career management and other human resource practices, while increasing support for employee development through coaching and mentorship.
The workshop brought together PSC commissioners, Deputy Commission Secretaries, directors, and senior management officials from the Ministry of Public Service and Human Capital Development.
The meeting reviewed feedback collected during a public participation exercise conducted between June 10 and July 13, 2026.
Meja urged participants to objectively assess the views submitted by the public before the policy is finalized.
“This workshop provides an opportunity for us to consider the views collected from the stakeholders for incorporation into the Policy document. Let us take this opportunity to clarify outstanding issues and ensure that the final policy is coherent, fair, practical and implementable,” he said.
The proposed policy aims to improve career planning, development and progression within the public service while ensuring employees have clearer routes to advance their careers.
Also Read: Govt to Automate Employees’ Pension Contributions Through New Payroll System
Govt Moves to Link Pay and Career Growth to Performance
The proposed changes follow the government’s decision to progressively phase out automatic salary and career progression for public servants and replace it with a productivity- and performance-based remuneration system.
The resolutions were adopted during the First National Productivity and Performance Conference held from June 17 to 19, 2026, at the Kenya School of Government, Lower Kabete Campus, in Nairobi.
Under the resolutions, compensation systems across ministries, departments and agencies at both national and county governments are expected to transition from automatic salary and career progression to performance-based remuneration, including variable pay.
The government aims to use the new framework to increase annual labour productivity growth from the current 1.38 percent to at least 20 per cent by June 2027.
Follow our WhatsApp Channel and X Account for real-time news updates.
