They deemed it critical that disciplinary processes are transparent, fair, and compliant with established guidelines, ensuring that staff are treated with dignity and respect in all matters relating to discipline.
Staff at the Kenyatta University Teaching Referral and Research Hospital (KUTRRH) on Monday, December 2 staged protests demanding the removal of the hospital’s board chair, Professor Olive Mugenda.
Amidst claims of mismanagement at the hospital, the infuriated medics in a video seen by Viral Tea chanting “Haki Yetu” and “Mugenda Must Go”.
A statement from the Kenya National Union of Nurses (KNUN) made reference to Executive Order No. 5 of 2024, dated July 5, 2024, which established the Presidential Taskforce on Addressing Human Resources for Health (HRH) in Kenya, with the memorandum serving to “bring to your attention several critical issues at KUTRRH that directly impact human resource management, particularly for nurses.”
“These concerns highlight significant gaps in compliance with established human resource policies, which, in turn, affect staff welfare, productivity, and service delivery,” stated KNUN in part, requesting urgent intervention to resolve these issues:
KU Hospital board chair Prof Olive Mugenda. /CITIZEN DIGITAL
1. Nonpayment of Uniform Allowance
The nursing staff at KUTRRH lamented not receiving their uniform allowances, despite “this being a clearly defined benefit” under the relevant human resource policies and employment contracts.
They lamented that the nonpayment is causing undue financial strain on staff and negatively impacts morale, as staff are forced to procure uniforms at their own expense, contrary to existing guidelines.
2. Wrong Designation for Nurses
KNUN also cited numerous instances where nurses have been misdesignated in their roles, in direct contradiction to existing human resource policies, arguing that this misclassification results in discrepancies in job responsibilities, salary scales, and career progression.
“The Taskforce’s intervention is needed to ensure that all nurses are properly designated according to their qualifications, roles, and responsibilities, as outlined in the KUTRRH human resource policy and the Public Service Commission guidelines,” the statement added.
3. Lack of Promotion since the Inception of the Hospital
It was revealed that a majority of nurses employed at KUTRRH have not been promoted since the hospital’s inception and that the absence of clear career progression opportunities has led to dissatisfaction and frustration among staff.
“A transparent, merit-based promotion system must be implemented to foster a motivated and highly skilled workforce, in line with the objectives of Executive Order No. 5 of 2024,” demanded the union.
4. Absence of a Clear Organogram
The nurses also complained of a lack of a well-defined organogram at KUTRRH which has led to confusion regarding reporting lines, roles, and responsibilities. The union noted that without a clear structure, staff members are unsure of their career advancement potential, and there is a lack of accountability in leadership.
“The Taskforce should recommend the establishment of a standardized organogram at KUTRRH to ensure clarity in governance and career pathways, as highlighted in the Mwongozo Code of Conduct for the management of parastatals and government agencies,” added KNUN
5. Discriminatory Terms of Service for Nurses
The union also complained that a significant portion of the nursing workforce continues to work under casual contracts, some of which have persisted for over four years, a matter which has created an inequitable working environment, with casual staff being denied the benefits and job security offered to their permanent counterparts.
“We urge the Taskforce to address these discriminatory terms of service by ensuring that all healthcare workers, including those on casual contracts, are provided with equal opportunities for permanent and pensionable employment terms, as well as access to all associated benefits,” the union appealed.
6. Violation of Human Resource Policies during Disciplinary Processes
KNUN also reported several instances where disciplinary actions against staff have violated established human resource policies. These violations include failure to follow due process, lack of adequate consultation, and inconsistent application of sanctions.
They deemed it critical that disciplinary processes are transparent, fair, and compliant with established guidelines, ensuring that staff are treated with dignity and respect in all matters relating to discipline.
KNUN-KUTRRH Chapter Secretary Francis Justin Kinoti urged the Presidential Taskforce on Addressing Human Resources for Health to promptly visit KUTRRH, audit the payroll, investigate these concerns, and take the necessary actions to ensure that human resource practices at the hospital are fully aligned with the provisions of Executive Order No. 5 of 2024.
An aerial view of the Kenya University of Teaching, Referral and Research Hospital (KUTRRH). /KUTRRH
He added that addressing these issues will significantly improve the working conditions of healthcare workers and, in turn, enhance the quality of healthcare delivery across the country.
“At the national level, I also recommend the establishment of a Health Service Commission, similar to the Teachers Service Commission, to oversee the centralized management of healthcare personnel. This would help avert perennial strikes, promote transparency in recruitment and promotion, and ensure the retention of highly skilled staff,” Kinoti appealed.
