Public Sector Remuneration Systems Adopted by Zambian High Commission in Kenya

Abstract

Remuneration systems in the public sector are subjects of debate and progressive reviews. The change of governments, re-alignment of ministries, downsizing or upgrading structures and other initiatives within government institutions induces the variance in earning rewards and commitment arising from the adopted public remuneration systems. This study objectively sought to determine the public sector remuneration systems adopted by Zambia High Commission and how they impact on service delivery at the Zambia High Commission in Kenya. The study utilized in depth theoretical approaches, mainly, equity theory, expectancy theory and reinforcement theory by providing their relevance for this study. The study adopted a descriptive research design and conducted a census of Zambia High Commission employees. The study used an interview schedule for primary data. A content analysis was conducted on the collected data. The results and findings were illustrated on graphs and charts and findings were discussed in depth. The study findings indicated allowances ranked high as components of the remuneration system, and additional allowances were considered for specific senior staff at the High Commission. The results also revealed that the cost of living and the service rank were considered as determinants for adapting a remuneration system. Benchmarking and appraisal system were revealed as the effective service delivery measurements and that measuring service delivery would be done through a duo feedback system on clients and MOFA Headquarters and assessment of achievable work plans. Further, the study revealed incidents of employee concerns based on the amount of work, salary scales and inadequacy of resources that enable effective service delivery. Therefore, the study concludes that allowances contained in the adopted remuneration system that match the area of service and amount of deliverable work influence the service delivery at the Zambia High Commission. In addition, the study infers that employee concerns and amount of pay greatly influenced the motivation to deliver high standard of service delivery. Further, the service delivery policy, manual or code relevant for guiding delivery of services was available at the Zambia High Commission. In light of these conclusions, the study generally infers that the perceived effectiveness of the public sector remuneration system on enhancing service delivery as adopted at the Zambia High Commission was incorrect. The study recommends review of Mission staff remuneration pay scales, allowances per cent limit increases; GRZ to provide adequate budgets and staff work tools or resources, own house units and other infrastructures as part of resources that would enhance employee job satisfaction therefore, facilitating high service delivery. This study would benefit both the Governments of Kenya and Zambia, respective remuneration and public service Commissions, policy makers and contributed in theory and principle to the public service delivery and remuneration systems