Centers of Excellence

Centers of Excellence


The School is required to conduct research whose aim is to:

  1. Inform development or review of policy
  2. Provide evidence-based solution to existing problems
  3. Enhance innovation
  4. Advanced epistemology and freedom

The Centre for Research and Advanced Training is responsible for the following:

  1. Lead the development and implementation of the research agenda
  2. Oversee the application of research policy and procedures
  3. Serve as the primary point of contact for research activities
  4. Facilitate capacity development in research
  5. Coordinate convening of seminars, workshops, conferences, and symposia for dissemination of research findings
  6. Operationalize the KSG Press
  7. Roll out the KSG Journal
  8. Oversee mobilization and prudent use of research funds
  9. Apply the School Quality Management System and Standards on research
  10. Serve as a convener of KSG Research and Publications Committee
  11. Maintain records of research activities

Research focus:

The School undertakes research in the following thematic areas:

  1. Research function and respective thematic areas, namely:
  • Public service transformation and service delivery
  • Economic planning and development
  • Investment for Wealth creation (in agriculture, manufacturing/ industrialization, trade)
  • Industrialization – (in agriculture, fishing, mining)
  • Local/ decentralized government
  • Public enterprise development and management
  • Foreign policy and International engagements
  • National and regional security
  • Social development
  • Agriculture and food security
  • Environmental governance and climate change

ii. Established a framework for dissemination of research findings which encompasses;

  1. Establishment of KSG Press
  2. Introduced East African Journal of Public Affairs (EAJPA)
  3. Introduced Occasional Paper Series
  4. Initiated publication of a book titled: Exemplary Public Service Leadership with two manuscripts well underway: “Kenya: A Decade of National Transformation” based on the work of the late President Hon. Mwai Kibaki and
  5. “Beyond Zero Campaign,” based on the work of the First Lady Mama Margaret Kenyatta.

The Centre for Research and Advanced Training has conducted an increasing number of multidisciplinary research across the public sector. This has led to the development of a number of research products such as:

  1. Policy briefs: to provide evidence-based advisory to the Government of Kenya
  2. Case studies for reference and as a source of training materials
  3. Position papers to provide facts and make proposals for resolutions of the prevailing conditions
  4. Occasional papers that contribute to the debate on specific issues relevant to the public service
  5. Working papers series to provide preliminary findings of issues under investigations
  6. Journal articles to provide scientific or scholarly evidence-based information published in a peer-reviewed academic journal. 

In advancing knowledge sharing and collaboration the Centre for Research and Advanced Training has established linkages with an increasing number of institutions to undertake collaborative research. Some of these institutions include:

  1. Chandler Academy for Governance to undertake research
  2. State Department for Correctional Services, Probation and After Care Service – Ministry of Interior And Coordination of National Government

In fostering research agenda and creating a repository for the School, the Centre for Research and Advanced Training has committed each KSG Campus to initiate research and publication of a resource book:

  1. Public Service Innovations in Kenya – Lower Kabete
  2. Transformation of Public Sector Human Resource Management Practices in Kenya – Mombasa
  3. Social Inclusivity in the Kenyan Public Sector: Policy and Practice – Matuga
  4. Toward Food Security and Nutrition in Kenya: Reconciliation of Ideas, Actions, and Outcomes – Embu, and
  5. Transformation of Pastoral Economy for Sustainable Development in the North Rift Region of Kenya – Baringo
  6. Cyber-Security in the Public Sector: Global Problems, National Solutions


Premier Centre of Excellence in the promotion of best practices in leadership, governance, and public policy


To build the capacity of leaders, policymakers, and institutions for the social transformation and economic development of Kenya.

The School provides expert consultancy services to government institutions to assist in capacity building in a variety of fields. In order to continue providing quality and impactful consultancy services in a coordinated manner, the School established a dedicated Centre for Consultancy services.

The Center aims to be a catalyst for consultancy opportunities by establishing itself as a one-stop center for providing information and resources and assisting the Faculty in the provision of consultancy services, knowledge transfers, and commercialization activities. KSG seeks to position the School as the preferred choice in the industry for consulting and sector-based training areas of expertise.

The Centre has highly skilled consultants who possesses creative business knowledge, intellectual capital; focus on excellence and experience to develop innovative solutions for our clients. In addition, the team has a strong local and regional orientation coupled with a hands-on approach.

The School has strengthened the Centre to enable it to respond effectively, efficiently, and on time to the Consultancy needs of our clients without compromising on both quality and content by:

  1. Developing and implementing Consultancy Guidelines that aim at promoting professionalism, ethical standards, quality and timeliness while undertaking consultancy assignments
  2. Deploying staff to manage consultancy assignments
  3. Building capacity of staff to deliver consultancy assignments; and
  4. Fostering and sustaining collaboration and partnerships
  • 2.2 Areas of consultancy

The Centre offers diversified streams of consultancy services that span multiple thematic areas locally, regionally, and internationally as shown below:

  1. Executive Recruitment
  2. Organizational Re-engineering and Culture change
  3. Competency-Based Assessment
  4. Development of Strategic Plans and Development Plans
  5. Performance Management
  6. Board Induction and Evaluation
  7. Design, Development, and Implementation of E-learning Programs
  8. Job evaluation and development of job descriptions
  9. Collective Bargaining

5.3 Analysis of Consultancy Portfolio

The Centre has offered and continues to offer a variety of consultancy services in order to contribute towards institutional and public sector transformation. Some of the consultancy portfolios that the School has offered are shown table below:

Table 5.1: Analysis of Consultancy Portfolio





Executive recruitment


        i.            The School provides executive recruitment services to public service institutions.

      ii.            The School is guided by existing legal and regulatory frameworks on recruitment and selection.

    iii.            The School has established a Competency Assessment Centre which focuses on executive recruitment and selection among other broad areas.

    iv.            The Centre seeks to apply current trends in assessing the suitability of candidates beyond the traditional method of conducting interviews

      v.            The comprehensive portfolio of executive recruitment services provide our clients and candidates with a one-stop shop ranging from

a.       Development of job indents

b.      Advertising

c.       Receiving of applications

d.      Longlisting, shortlisting

e.       Conducting of oral interviews and

f.        Conducting psychometric and emotional intelligence assessment

g.      Recommendation of suitable candidates for selection and

h.      Induction of newly recruited officers 


Organizational Re-engineering and Culture change


        i.            The need for public sector institutions to innovate and adapt to the dynamic environment has compelled the School to develop and roll out programs that encourage the search for new approaches to work.

      ii.            Development of new approaches and programs to work enhances capacity to cope with new and emerging constrains in society and realize better results.

    iii.            These programs include training in Change Management, Business Process Re-engineering, Business innovation and continuity planning and productivity improvement which have made a notable difference.


Competency Based Assessment


        i.            ­The success of the Public Service depends on its ability to optimize on its employees’ capabilities and performance to ensure efficiency and effectiveness in the delivery of public services as envisioned in the Kenya Vision 2030.

      ii.            The Public Service has an obligation to identify, attract, develop and retain highly skilled human resource by creating robust policies and systems.

    iii.            To entrench a culture of competency based performance and capacity building for improved service delivery, the School has undertaken consultancies in skills and competency gaps analysis, training needs assessments, and preparation of staff development plans.  


Development of Strategic Plans and Development Plans


        i.            Strategic Plans and other development plans are the Government’s main tools for establishing development effectiveness and aligning national development priorities, expected outcomes and results with the budget.

      ii.            They are the basis for identifying deliverables under the Performance Contracting mechanism and for individual Annual Performance Appraisal.

    iii.            The School has adopted guidelines for preparation of Strategic Plans as provided by the National Treasury and Planning.

    iv.            These guidelines enable the School to ensure a standardized approach to preparation of strategic plans and alignment of the public institutions’ strategic plans to the national development priorities.

      v.            The School has in the past ten years supported the development and/or review of Strategic Plans for National and County Governments (County Integrated Development Plans- CIDPs).


Performance Management


        i.            The quality of public services and achievement of targets is not measured by the number of hours put in to the work by public officials but by the targets achieved within the hours put in.

      ii.            The School promotes this through results based management programs such as Productivity Measurement and Improvement as well as Performance Evaluation to ensure value driven public officers for best results in the public service.

    iii.            The School in collaboration with Salaries and Remuneration Commission (SRC) and The National Productivity and Competiveness Center have developed a five day program for Productivity Improvement and Measurement.

    iv.            The program has so far been piloted among Commercial State Corporation with the aim of enabling organizations measure organizational productivity so as to ensure optimal application of resources for optimal outcomes.

      v.            The School has also provided technical assistance in development of Performance Management Systems (PMS) for various public service institutions.


Board Induction and Evaluation


        i.            Public sector Boards are entrusted with governance responsibility in State Corporations and other semi-autonomous government agencies.

      ii.            Boards should therefore be led by competent, diverse and qualified members capable of exercising objective and independent judgement.

    iii.            To this end the School conducts board inductions to ensure that skills and knowledge of board members are continually developed to enhance effectiveness.

    iv.            The School also undertakes board evaluations to promote accountability to stakeholders.


Design, Development and Implementation of E-learning Programs


        i.            The School has assisted in setting up eLearning Centres in neighbouring countries in the Horn of Africa. These include video conference centre, computer lab, eLearning platform, e-library and institutional websites.

      ii.            The video conference facilities have provided affordable access to subject matter experts from across the globe who would facilitate in programs that are offered at the School.

    iii.            These facilities have also made it possible for blended programs to be offered to the public service from countries that are members of Global Development Learning Network (GDLN) and Africa Association of Development Learning Centres (AADLC).


Job evaluation and development of job descriptions


        i.            The Constitution 2010 envisions equitable pay and benefits for public service whilst ensuring affordable and sustainable wage bill.

      ii.            The School in collaboration with the SRC jointly rolled out a five day Job Evaluation Training for the third cycle (2021/22-2024/25).

    iii.            The primary aim of the training is to enhance understanding and appreciation across the public service on the importance of objective grading for an equitable and consistent public service remuneration.

    iv.            This will promote equal pay for work of equal value in the public service in the long run.

      v.            The School has worked closely with the trained job analysts to develop and/or review job descriptions for various public sector organizations.


Collective Bargaining


        i.            The Constitution of Kenya 2010 called for a paradigm shift on how the public service should approach matters relating to Collective bargaining negotiations and agreements.

      ii.            The School in collaboration with the Ministry of Labor and Social Services, SRC, Public Service Commission and Employment and Labor Relations Court developed a five day program on Collective Bargaining for Public Service.

    iii.            This has contributed to a stable and productive work environment for both employers and workers.

    iv.            The School has so far trained management teams from 24 Universities and 28 Counties.


5.4 Achievements and clientele

The table below shows various consultancy assignments undertaken by the School:

Table 5.2: Consultancy Assignments Undertaken

The Centre has been able to undertake the following Consultancy assignments:






·        Development of Strategic Plan

·        Team Building



·        Development and review of Strategic Plan

·        Risk Management Framework

·        Organizational Structure and Staff Establishment

·        Career Progression Guidelines

·        Mentorship and Coaching Policy

·        Innovation Policy

·        Board Evaluation

·        Business Plan



·        Development of Strategic Plan



·        Development of Strategic Plan


Kenya Maritime Authority

·        Culture Change Management

·        Administration of Psychometric tests



·        Executive Recruitment



·        Development  and review of Strategic Plan

·        Organizational Structure and Staff Establishment

·        Career Progression Guidelines



·        Mentorship and Coaching programme



·        Mentorship and Coaching Policy



·        Executive Recruitment



·        Development of Strategic Plan



·        Corruption Risk Assessment Survey



·        Skill Audit



·        Training Needs Assessment

·        Review of Service Charter

·        Development of Job Descriptions

·        Performance Management System

·        Human Resource Manual



·        Development of Strategic Plan



·        Development and review of job descriptions



·        Development of communication policy

·        Development and review of Strategic Plan

·        Survey on commercialization of industrial property rights

·        Develop of guidelines for commercialization of industrial property rights

·        Survey on level of industrial property awareness in the country



·        Development of Strategic Plan

·        Executive Recruitment



·        Executive Recruitment



·        Executive Recruitment



·        Development of Strategic Plan



·        Development and review of Strategic Plan



·        Development of Strategic Plan



·        Development of Strategic Plan



·        Development of Strategic Plan



·        Development of Strategic Plan



·        Development of Strategic Plan



·        Development of Strategic Plan



·        Development of FRC Strategic Plan

·        Development of AMLAB Strategic Plan

·        Board Induction Program



·        Review of Strategic Plan



·        Development of funding Policy and Procedure Manual



·        Development of Strategic Plan

·        Development of Service Charter



·        Development of Strategic Plan

·        Executive Recruitment



·        Review of Strategic Plan



·        Development of Strategic Plan



·        Review of Strategic Plan



·        Review of Strategic Plan



·        Development of Strategic Plan



·        Development of Strategic Plan



·        Development of Strategic Plan



·        Development of Strategic Plan


Multi Media University

·        Development of the Strategic Plan



·        Development of the Strategic Plan

·        Executive Recruitment



·        Development of a Turnaround Plan

·        Development of the Strategic Plan

·        Review of Human Resource Manual

·        Development of Career Progression Guidelines



·        Review Strategic Plan

·        Development of Operational Plans

·        Development of organization structure and staff establishment



·        Development of Strategic Plan

·        Induction of Board Members

·        Induction of ACA Inspectors




Development of the Strategic Plan




Review of the Strategic Plan



Induction of Board Members




Development of the Strategic Plan



·        Induction of Board Members

·        Induction of Fund Patrons and Coordinators

·        Development of Strategic Plan

·        Staff evaluation



·        Strategic Plan

·        Performance Management Framework

·        Service Charter



·        Strategic Plan



·        Executive Recruitment



·        Writing Proposals for Funding



·        Developing Organization Structure & Staffing Establishment



·        Developing Organization Structure & Staffing Establishment



·        Strategic Plan



·        Strategic Plan


5.5 International Consultancies

The School has provided extended consultancy services to the public services of other countries in Africa in specific areas as shown in below:

Table 5.3: International Consultancies undertaken





The United Republic of Tanzania


        i.            Designing, development and pilot delivery of training materials on Induction programme for Strategic Leaders in the Public Service and

      ii.            Orientation programme for parliamentarians and Ministers


Republic of South Sudan


        i.            The School through funding from the World Bank developed a training master plan the Republic of South Sudan, monitoring and evaluation strategy for training for the human resource training center

      ii.            Skills audit


Government of Liberia


        i.            The School through funding from World Bank in collaboration with Liberia Institute of Public Administration (LIPA), conducted a Training Needs Assessment for the various Ministries, Agencies and Commissions with an aim of identifying the competencies and skills gaps in the public service.

      ii.            KSG also assisted Liberia Institute of Public Administration to develop and institutionalize various policies, instruments, systems and procedures.

    iii.            KSG Developed and institutionalized various policies, instruments, systems and procedures for the Ministry of Finance, Medium Term Expenditure Framework (MTEF) Secretariat.


African Union Inter-African Bureau for Animal Resources (AU-IBAR)


The School in collaboration with AU-IBAR developed and rolled out Management Skills Development Program, comprising seven (7) modules: Negotiations, Influencing and Persuasion Skills; Performance Management Systems; Finalization and Standardization of PAP and Individual Work plans; Financial Management for Non-Finance Managers; Project Development and Management; Monitoring and Evaluation; Training of Trainers (TOT).


Commonwealth Secretariat (ComSec)


KSG collaborated with ComSec in developing and rolling out Regional Performance Management Systems (PMS) training programme, Strategic Negotiation Skills, Public private Partnership, and Training of Trainers.


Federal Republic of Somalia


The School has provided Technical Assistance to Strengthen the Capacity of the Federal Government of Somalia School of Management and Public Administration to Manage and Deliver Civil Service Training through development of Strategic Plan for School of Management and Public administration and a training needs assessment.


Republic of Burundi


KSG developed training program on Performance Management System course and trained senior government officers of The Republic of Burundi


African Management Development Institute Network (AMDIN)

        i.            In collaboration with AMDIN the School has developed programs that include: Public Sector Finance Management, Public Procurement and Performance Management.

      ii.            KSG is the current President of the Network coordinating all capacity building activities on behalf of African Union Commission


The European Union Instruments for Devolution Advice and Support (EU IDEAS)


        i.            The EU has funded implementation of Local Economic Development (LED) Projects in fifteen selected counties. 

      ii.            The lead implementing agency of the programme is the Ministry of Devolution (MoD), working in partnership with the Kenya School of Government and the fifteen County Governments.

    iii.            The School carried out a Training Needs Assessment which identified Seven (7) areas for training: Project Cycle Management; Public Sector Finance; Management; Finance for Non-Finance Managers; Project Proposal Development; County Resource Management; Public Procurement Course; Local Economic Development Strategy and Project Formulation.

    iv.            KSG built capacities of the implementing counties in order to enhance the implementation of their projects.


5.6 The future of consultancy services

KSG is a key player in actualization of the public service transformation agenda and will seek to provide up to date innovative thinking and experience from a wide variety of sectors to deliver the best solutions for our clients. This is in recognition that all consultancies want to ensure they are achieving the very best of outcomes and value for money for every client.

The School will continually invest in its human capital with structured, professional development to ensure best practice, up to date thinking to ensure consistent quality.

  1. The demands placed upon the School in providing high quality training, consultancy and research services to promote sustained national development , and transform the standards of competence and integrity in the public service at the national and county levels call for a highly focused Centre of Excellence on Public Finance and Audit.
  2. The Centre of Public Finance and Audit is therefore, envisioned as a world class intellectual hub that complements, facilitates and augments the core competencies of the School and this will better position the School to deliver its national mandate.
  • The Centre provides learning and development of programs to:
  1. Build capacity for the public service;
  2. Provide training, consultancy and policy research services that inform public policy;
  3. Promote national development and instill high standards of competence and integrity in the public service;
  4. Establish superior professional networks and linkages with renowned schools of government and international centres of learning across the world that will benefit the people of the Republic of Kenya;
  5. Provide competency support to:
  6. Board members on matters of oversight, and good governance
  7. CEOs of State Corporations on matters of development and execution of long-term strategies and implementation of policies.
  • Staff of State Corporations on matters relating to prudent resource utilization, accountability, Public Service values and ethics.
  1. The Centre’s programs are categorized into the following broad thematic areas:
  2. Corporate Governance
  3. Public Finance
  4. Public Procurement
  5. Public Investment
  6. The Centre rolls out programs that facilitate better comprehension of leadership and pave way for the uptake of appropriate interventions to improve governance standards which in turn help to improve delivery of public services to Kenyans.
  7. Admission into some programs is subject to fulfillment of course prerequisites
  • Training dates for all programs can be scheduled as per the client request and venue preference. Specific dates are available on the calendars.
  • Enrolment in all training programs is now open. For more information, you may get in touch with us on Email:

The Kenya School of Government has over time responded to developmental challenges by designing appropriate curricula and internal institutions to facilitate capacity development in the public sector. One such internal institution established by KSG is the Centre for Devolution Studies which focuses on capacity building for the devolved units. The Kenya School of Government has contributed to the transformation of the public service by operationalizing and deepening devolution between 2013 and 2022 through the following training and capacity-building activities:-

  1. Public Financial Management
  2. IFMIS Courses
  3. Public Finance Management Courses
  4. Program Based Budgeting (PBB)
  5. Public Procurement
  6. Audit and Risk Assurance
  7. Financial Accounting, Recording, and Reporting.
  8. Planning, Monitoring, and Evaluation
  9. Project Planning and Management
  10. Project Monitoring, Evaluation, and Reporting
  11. Results-Based Monitoring and Evaluation
  12. Human Resource and Performance Management
  13. Performance Management
  14. Performance Contracting
  15. Human Resource Management Advisory Committees
  16. Integrated Payroll and Personnel Database
  17. Civic Engagement and Public Participation
  18. Civic education and public participation
  19. Induction Programmes for County Executive Committee Members, County Chief Officers, County Assembly Boards, and County Public Service Boards
  20. Environmental and Social Safeguards
  21. Environmental Impact Assessment
  22. Environmental and Social Safeguards


  1. Recruitment Agency services
  2. Organizational designs
  3. Training Needs Assessment/Competency Gap Assessment
  4. Development of Policy and Procedure Manuals





Excellence in Public Service Capacity Development in Environmental Governance and Climate Change


To offer training, conduct research, provide consultancy and advisory services to build the capacity of public service in environmental governance and climate change

Objectives of the Centre for Environmental Governance and Climate Change

The Centre will be responsible for undertaking and coordinating activities and programs for the realization of national and international development agenda on matters to do with the environment. Specifically, the Centre will:

  1. Deliver training programs to enhance knowledge, skills, competencies, and behavior change in environmental management.
  2. Undertake research activities to support evidence-based policy formulation and decision-making by government institutions and agencies on environmental governance and climate change.
  3. Promote outreach programs to enhance community awareness and public participation in environmental management.
  4. Offer consultancy and advisory services to support the implementation of environmental management programs and climate actions.
  5. Offer technical support to government institutions and agencies in undertaking environmental activities such as environmental audits and
  6. To generate new knowledge and develop innovative solutions to  environmental challenges



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