Perceived Factors Influencing Regular Police Officers’ Deployment Within Nairobi City County

Abstract

Deployment is the allocation of duties to staff and job placement. The deployment of employees must meet operational need and manage organizational risk. Compulsory transfer (temporary or permanent) required as a result of disciplinary investigation or action, performance management or restructuring. The aim of the current study was to establish the factors perceived to influence the deployment of regular police officers in Nairobi City County. The study was carried out through a descriptive survey design and the population of interest comprised 38,921 regular police officers serving within Nairobi City County (Personnel department records at the police headquarters, Vigilance House, July, 2015). However, a sample of 392 officers was used from whom data was collected using a semi-structured questionnaire, that was administered on a drop and pick basis. The data collected was summarized, coded and tabulated while descriptive statistics such as mean, standard deviation and frequency distribution was used to analyze the data. Findings were presented using pie charts, bar charts and graphs, percentages and frequency tables. The study found out that individual‟s career stage influenced the deployment of regular police officers in Nairobi City County to a moderate extent; job favorability influenced the deployment of the regular police officers to a great extent; family characteristics influenced the deployment of regular police officers to a great extent, and that job tenure and specialization influenced the deployment of regular police officers to a moderate extent while career development opportunities influenced the deployment of regular police officers in Nairobi City County to a moderate extent. The study concluded that the police could make decisions about their work without first checking with their immediate supervisor and they were involved in decisions that affected their work by giving views on where they wished to be placed and family characteristics were considered during job placements as well as the years of service, job environment and gender parity. Senior officers had set a long-term direction for personnel placement and education level of the police influenced their transfers and the recognition for the work done by the officers determined placement while the type of duty allocated to the officers affected next possible transfer and deployment. The study recommended that the Police Service Commission should introduce a reward scheme to recognize outstanding performance by police officers other than through promotions. The study recommended that a policy to guide transfers and terms of service be developed to address persistent complaints related to the issues. The process of deployment should be strengthened through amendments in a transparent and consultative process.