Meru County has committed to spending Ksh 121 million on the recruitment and promotion of healthcare practitioners.
This follows a meeting between the Kenya Medical Practitioners, Pharmacists, and Dentists Union (KMPDU) and the county whose aim was to review progress in strengthening the health workforce and advancing the welfare of doctors in the area.
The county will employ 13 medical officers, 2 physicians, 1 pathologist, 1 oncologist, 1 anesthesiologist, 1 neurosurgeon, 4 pharmacists, and 5 dentists. For interested candidates, adverts for these positions will be published in December.
The two parties agreed that no doctor will be denied promotion, and contracted doctors will be prioritized for PnP positions.
“We appreciate the constructive partnership shown by the Meru County leadership as we continue collaborating to strengthen healthcare delivery for all,” read part of a KMPDU statement.
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The meeting also deliberated that Dr. Wendo’s long-delayed promotion will be issued immediately and backdated to 2021.
The county also agreed that medical cover concerns will be addressed promptly as they come up.
KMPDU also revealed that Meru County is among the first counties to implement the PSC 17-tier job group restructuring, ensuring clear career progression (entry at N, consultants at R).
Additionally, the meeting revealed that there have been no salary delays reported in recent months.
What is PSC 17-tier job group restructuring?
The PSC 17-tier job group restructuring is an initiative in the Kenyan civil service to rationalize and harmonize the public service’s grading and salary structure, implemented with effect from August 1, 2019.
The main goal was to achieve an equitable and harmonized remuneration structure across the public service, therefore addressing disparities and providing clear career paths.
This came after a job evaluation exercise conducted by the Salaries and Remuneration Commission (SRC) to determine the comparable worth of jobs.
The previous system, which had numerous job groups (from Job Group ‘A’ to ‘T’ or ‘V’), was merged and converted into a more streamlined, compressed structure consisting of 17 civil service grades (CSG 17 to CSG 4).
With the new structure, it aimed to provide better-defined career paths for staff, thus enhancing promotion prospects and employee motivation.
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