| dc.description.abstract | Performance contracting is part of the broader public sector reforms aimed at improving efficiency and effectiveness in the management of public affairs. Performance contracting was first introduced in the management of state corporations in Kenya in 1989 but those performance contracts failed. Kenya decided to re-introduce performance contracting in 2003, and since then, major improvements in terms of service delivery have been realized in the public sector.
In 2008, performance contracting was introduced as a management tool with the aim of improving delivery of services in tertiary institutions, but since then, delivery of services has not improved as expected. Thus the purpose of this study was to establish the factors influencing implementation of performance contract in Public Teacher Training Colleges in Nairobi Zone, Kenya.
The study sought to establish the extent to which training of principals and lecturers on performance contracting influences their ability to implement performance contract, examine the influence of resource availability and establish the influence of attitude of the stakeholders on implementation of performance contract in Public Teacher Training Colleges in Nairobi Zone, Kenya. Through literature review of various studies and government policy documents, gaps were established that determined the areas to be investigated under the study.
The study adopted the principal-agent theory and a conceptual framework was developed to support the theory. It also adopted a descriptive survey design and the target population comprised of principals and lecturers in the colleges. Random and stratified sampling procedures were used in selecting the respondents of the study and questionnaires were used to collect data. The findings of the study showed that the key factors influencing implementation of performance contract were proper and effective training for all stakeholders, resource availability and change of attitude of the stakeholders.
The study findings are expected to contribute significantly to implementation of performance contracts even in other levels of the education sector once the concept is rolled out since performance contracting is a Government policy aligned to vision 2030. Some of the recommendations made were that there should be effective and purposeful training for all the stakeholders involved in implementation of performance contract in order to stamp out the negative attitude by some officers, and that the government should provide special funds to Teacher Training Colleges for successful implementation of performance contract since
the benefits outweigh the costs. | en_US |
