PRESENTATION TO THE NEW EMPLOYEES HUMAN CAPITAL & ADMINISTRATION (HCA) January, 2016 1.0 Introduction The ICT sector regulator was established in February 1999 and operated as CCK. Started with 97 employees who vested from the defunct KP&TC 2 Introduction The original offices were located at Longonot place, Upper Hill and Kabete old mansionettes. This led to coordination challenges and huge expenses since the shared services were not put to optimum use 3 Introduction: Currently, the Authority has a total of 248 employees, made up as follows: - Senior Management-30 Middle level cadre- 65 Technical/operational-74 Support -75 On Secondment - 4 4 Majority of the employees and operations are based at the CA Centre There is already need to increase the office space We have staff in the two regional offices in Eldoret and Mombasa 5 Current Corporate Structure 6 Mission of HCA The departments mission is to Inculcate a performance based culture in the authority in order to drive the accelerated uptake of ICTs in the Country. The department therefore develops and implements strategies that support the corporate strategy 7 Span of Responsibility The Departments mandate covers :- Human Capital Ensure that the Authority has sufficient skilled and motivated workforce Physical Assets Maintaining and improving the Authoritys assets such as equipment, buildings, land for optimum utilization and efficiency Support Services Provision of operations services such as transport, security, office accommodation etc. 8 Departmental structure HCAs functions are organized into two Divisions; Human Resources Management Administration The Department is headed by a Director, assisted by 2 Assistant Directors, each responsibly for a division 9 Specific Responsibilities HCA has the primary responsibility for delivering human resource and administrative services aimed at taping on existing potential and improving efficiency, This entails: Attracting, Retaining and maintaining right skills & Talents Continuous improvement of existing HR, through focused training & Development Ensuring that the organization structure enables the Authority to respond to changing needs Implementing programs and activities that sustain motivation Developing partnerships & collaboration in capacity building in the ICT sector, for growth & Development 10 Ensure staff understand the Authoritys corporate strategy and own it; Recruit, train and retain highly skilled and motivated workforce; Promote capacity building in the sector through collaboration with bilateral partners and bridging the digital divide; Provide linkage between the academia and industry through Support to institutions of learning in ICT capacity building ; and Ensure a workforce that is adoptive to change and enhance accountability and efficient systems. 11 Specific Responsibilities Coordinating the day-to-day administrative activities which include:- Office space accommodation and office services Repairs and maintenance. Transport & Fleet management, Security services Property/ facilities management 12 POLICIES & PROCEDURES The Authority uses the following documents, which provide the policy frame work on HR Management. HR Policy Manual The policy provides guidelines on areas such as, Terms & Conditions of service, Salary administration, Recruitment, Staff Welfare, Training & Development, Performance Management, disciplinary measures & separation. The policy has been regularly reviewed to meet the changing trends in HR management. Scheme of Service. It guides the Authority on Career progression, stipulate qualifications & experiences required for promotion/ appointments to various posts in the Authority 13 Employee Welfare The Authority provides the following facilities to staff. Loan Facilities and advances for self development such as House, Car & Furniture loan Loans provided at 5% interest. House repayable over a maximum period of 15 years and car loan over 5 years and furniture 3 years. Eligibility for new staff for house loan is after serving the Authority for 2 years Other loans after probation 14 Staff Welfare: Medical Scheme Medical cover for self and dependents Internally managed with credit facilities in major hospitals Provides 100% inpatient cover for staff and their dependents and outpatient is on ex- gratia basis at 80% cover. Outpatient includes dental and optical 15 Employee welfare: Happy retirees The Scheme is run by a Board of Trustees some of whom are appointed by the Commission while at least 1/3 are elected by the members in line with RBA regulations. HRA provides administrative and Secretariat services. The Board of Trustees has appointed an Investment Manager and a Custodian for the scheme in accordance RBA requirements. Pension Scheme: Employer contributes 14.5% while the staff contribute 7.5%. ( Contract staff are paid 31% service gratuity). 16 Employee welfare Gym within the building and Walk way, for health breaks. Staff Canteen within the premises Participation in KECOSO games 17 Properties The Authoritys H/Q stands on 13 acres land The Authority also has approx. 60 acres within the neighborhood which houses the following; AFRALTI Regional training institute hosted by Kenya Staff quarter 36 flats and 10 Bungalows 1 acre Plot in lavington with 1 bungalow Staff members living in the Authoritys houses pay rent. 18 Properties The Authority also has properties in the following areas: (a)Kahawa -320 acres - RSMS Station (b)Kitale -30 acres RSMS Station (c)Garissa -14 acres RSMS Station The Authority is still negotiating with Garissa County Government on ownership 19 Rented premises The following premises are also rented by the Authority : - Industrial Area Nairobi Railways Training School for RSM Mombasa - NSSF Building RSMS and Regional office Mazeras National Water Corporation - RSMS Eldoret - KVDA Plaza Regional office 20 Areas for future rented premises The Authority has identifyied premises in Nakuru, Eldoret and Kisumu for the new RSMS system Regional offices in Kisumu and Nyeri will be established in 2015/16FY and hence premises will be required. 21 International Collaboration The Authority with Regional & International Organizations, dealing with capacity building; These include; African Advanced Level Telecommunications Institute AFRALTI) AFRALTI is a training institute, owned by 9 members states in East & Southern Africa. The Authority hosts the Institute on behalf of the Government, and provides leadership on areas for training for the ICT sector Commonwealth Telecommunications Organization (CTO) The Authority represents the Government in the Commonwealth (CTO) Governing Council. The Director/HCA is currently the elected chair of CTO Council The Authority collaborates with CTO to implement ICT trainings for the ICT industry in Kenya 22 International & Regional Collaboration ITU HR development The Authority has been working closely with ITU-HR office in implementing capacity building initiatives under the centers of excellence program. The coordinates the industry training needs EACO HR Committee The Authority, through HCA is spearheading ICT capacity building initiatives in the region, aimed at stimulating growth 23 Corruption Prevention Committee/ Integrity Committee (IC) made of all the Heads of Department Integrity Assurance Officers (IAOs) staff representative from departments Fraud & Corruption Prevention Policy Public Officers Ethics Act Code of Conduct Integrity Oath 24 Integrity & Anti-corruption Gender Mainstreaming Disability Mainstreaming Drugs & Substance Abuse Health & Safety including Fire Prevention and Response Hiv Aids prevention mitigation strategies and support for those affected Environmental Sustainability 25 Other Initiatives HCAs Planned Activities Capacity building to support the Authoritys expanded mandate Opening up of Regional Offices; Eldoret & Mombasa in July 2014; Nyeri & Kisumu in 2015/16FY. Staff recruitment in line with the new organization structure being implemented Change Management initiatives ongoing 26 HCAs Planned Activities Implementation of projects: Creation of additional offices, Upgrading and Expansion of CCTV and security systems Development of a master plan aimed at optimum utilization of parcels of land. 27 Conclusion 28 Through the leadership of the Board the Authority has continued to invest in capacity building, and this has enabled the Authority deliver on its mandate 29 The areas of focus will continue to be strengtheing the culture of learning, maintaining high intergrity and providing leadership in the sector so that we can transform lives Thank You 30