Sunday, March, 18, 2018


Overall county performance
For the current strategic plan, performance will be taken to be composed of effectiveness, efficiency and relevance. These components will be used to diagnose the overall department performance.
i)    Effectiveness
The effectiveness of the department is measured by the degree to which the department is moving toward attainment of its mission and realizing its goals. The mission statement and other documents provide reason for existence of the department. The effectiveness indicators used by the department include, quality of services and programmes, growth indicators in terms of coverage of programmes, services, clients and funding.
ii)    Efficiency
The members of staff in the department are used to the best of their abilities and optimal use is made of financial resources. Timeliness of service delivery, employee absenteeism and turnover rates, cost per program, cost per client and cost-benefit of a program are the key efficiency indicators used by the department
iii)    Relevance
The department recognizes the need for regular revisions of service delivery innovations reflecting changing environments and capacities, creates or adapts to new technologies and monitors it reputation.

Organization of PADCU
The Department of Public Administration and Coordination of Devolved Units is composed of three directorates namely; human resource management and development, administration, public participation and civic education and cooperate communication.  The technical departments are supported by administrative services composed of clerical and support staff.
Directorate of Human Resource Management & Development

The Directorate is responsible for management and development of entire county human resource base. Specifically is undertakes public service reform, performance management, capacity building and training and knowledge management. The directorate is mandated to undertake the following functions:
•    Public Service Reform and Performance Management;
•    Research, Development and Service Delivery Innovations, including the Huduma Centres;
•    Human Resource Management and Development;
•    Training and Capacity Building; and
•    Public Service Transformation including Organization Design & Development, Career Design & Development, Operational Standards and Process Re- Engineering.
•    Public Services Management Information System and Public Sector Innovation,
•    Research and Knowledge Management.
•    Facilitation of all county capacity programs
To carry out these functions, the directorate is structured into four divisions namely: