Public Service Cabinet Secretary Geoffrey Ruku has proposed moving all civil servants from permanent and pensionable terms to public servants renewable contracts tied to measurable performance targets. The policy aims to curb absenteeism and entitlement, strengthen discipline and improve service delivery across government institutions.
Key Takeaways
- Public servants may shift from permanent and pensionable employment to three- or five-year renewable contracts.
- Contract renewals would be based on performance targets; poor performers could leave the service.
- The proposal responds to concerns about absenteeism, complacency and entitlement in the public sector.
- The proposal is part of a broader Public Service Transformation Policy and will be presented to cabinet for consideration.
Background: Why the change is being proposed
The proposal comes as part of a new Public Service Transformation Policy being prepared by the ministry. During the launch of the Public Service Commission strategic plan 2025–2029, the CS said the change is intended to tackle what he described as impunity and entitlement among some long-serving public officers. Evidence cited includes patterns of absenteeism, where interns and new recruits arrive on time while some supervisors do not.
How public servants renewable contracts will work
Under the proposed framework, employees would be offered fixed-term contracts of three or five years. Each contract would include clear performance targets and review points. Those who meet their obligations could receive renewed terms, while those who fail to deliver would be expected to leave public service and seek employment elsewhere.
This model emphasizes accountability: contracts will link pay and continued service to agreed outputs and conduct. The CS explained the approach as a way to promote discipline and improve service delivery across ministries and agencies.
What this means for teachers and education staff
Teachers and education support staff employed by the government could see their terms change if the policy is approved. Key practical effects may include:
- Performance targets linked to classroom attendance, lesson delivery and learning outcomes.
- Periodic reviews and documented appraisals that determine contract renewal.
- Greater emphasis on timely attendance and measurable contributions to school performance.
Staff should prepare by keeping updated records of lessons, attendance and professional development. Teachers can also strengthen their position by using available curriculum and exam resources to demonstrate impact, such as CBC-aligned exam practice and CBC lesson plans to support measurable classroom improvements.
Implications for service delivery and public sector culture
If implemented, the contract model could change public sector culture by making accountability more explicit. Expected benefits include reduced absenteeism, clearer performance expectations and stronger incentives for continuous improvement. Risks include potential job insecurity and reduced long-term planning for employees used to permanent status. Implementation will need transparent performance metrics and fair review processes to avoid arbitrary dismissals.
Next steps and timeline
The CS said he would present the proposal to a cabinet committee before submitting it to the full cabinet for decision in March. Until cabinet approves any legal or administrative changes, current employment terms remain in effect. Stakeholders can expect consultations, drafting of the transformation policy and guidance on how performance targets will be set and measured.
Practical advice for affected employees
Public servants, including teachers, should take proactive steps to prepare:
- Document daily work: keep attendance logs, lesson records and evidence of student progress.
- Engage in professional development and record training to show continuous improvement.
- Understand appraisal frameworks and ask supervisors for clear performance targets.
- Use available resources to improve classroom outcomes — for example, consult term exams for lower grades or secondary school schemes of work to align teaching with measurable standards.
Frequently asked questions
Will current pensions be affected? The proposal focuses on employment terms; any changes to pension arrangements would require separate legal and budgetary processes and are likely to attract detailed debate.
When will I know if my contract will change? The CS plans to take the policy to cabinet in March; any roll-out would follow approvals and stakeholder engagements, so watch for official circulars and guidance.
Conclusion
The move to renewable, performance-based contracts is presented as a tool to improve accountability and service delivery in the public sector. Employees should prepare by documenting performance, engaging in professional development and using available teaching and assessment resources to demonstrate impact.
