Kenya is a country that has witnessed numerous challenges in recent years, especially in the area of security.
The police play a crucial role in maintaining law and order, but the issue of police salaries in Kenya has remained a hot topic of discussion.
Low pay has been cited as one of the major reasons why many police officers in Kenya are corrupt, and this has impacted negatively on the fight against crime.
This article explores the issue of police salaries in Kenya, and why it is critical for the government to address it if the country is to achieve sustainable security.
Kenya Police Service salaries
In an update via Twitter on Tuesday, February 14, 2023, Wanjiku Reports published basic salary per month that police officers get.
The ranks featured in the list was from constable or a fresh graduate all the way to a Senior Assistant Inspector.
Rank | Basic Salary Per Month |
---|---|
Senior Assistant Inspector | Ksh 274,890 |
Assistant Inspector General | Ksh 187,890 |
Commissioner of police | Ksh 130,590 |
Senior Superintendents | Ksh 85,890 |
Superintendents | Ksh 73,020 |
Assistant Superintendents | Ksh 70,530 |
Chief Inspector | Ksh 58,220 |
Inspector | Ksh 53,820 |
Senior Sergeant | Ksh 50,220 |
Sergeant | Ksh 45,540 |
Corporal | Ksh 42,660 |
Constable/Fresh Graduate | Ksh 32,880 |
Kenya Police Service ranks
The Kenya Police Service is one of the three branches of the National Police Service.
The ranks are as follows;
- Inspector-General.
- Deputy Inspector-General.
- Senior Assistant Inspector-General.
- Assistant Inspector-General.
- Senior Superintendent.
- Superintendent.
- Assistant Superintendent.
- Chief Inspector.
- Inspector.
- Senior Sergeant.
- Sergeant.
- Corporal.
- Constable.
Role and functions of the Kenya Police Service
The composition, roles and functions of the Kenya police service are stipulated in the National Police Service Act.
They are;
- Provision of assistance to the public when in need.
- Maintenance of law and order.
- Preservation of peace.
- Protection of life and property.
- Investigation of crimes.
- Collection of criminal intelligence.
- Prevention and detection of crime.
- The apprehension of offenders.
- Enforcement of all laws and regulations with which it is charged.
- Performance of any other duties that may be prescribed by the Inspector-General under the National Police Service Act or any other written law from time to time.
Impact of low police salaries on officers
The impact of low police salaries on officers can be significant and far-reaching, affecting not only their personal well-being but also their job performance and the safety of the community they serve.
One of the most immediate effects of low police salaries is financial stress, which can lead to various problems such as difficulty paying bills, accruing debt, and even bankruptcy.
At the same time, low salaries can lead to officers taking on additional work to supplement their income, such as overtime shifts or even off-duty security work.
This can lead to fatigue, and potentially dangerous situations due to officers working long hours without adequate rest.
Factors Shaping Police Performance in Kenya report
In May 2022, a report by the National Crime Research Centre dubbed Factors Shaping Police Performance in Kenya revealed poor housing, punitive transfers and placement, poor working conditions and stressful work as part of the reasons the cops perform poorly.
The report also shows low pay and benefits remuneration contributes to the poor performance of police at work.
Other officers interviewed cited inadequate resourcing, internal and external interference, poor working conditions and housing.
The report was conducted towards the end of 2021 to establish why the officers perform the way they do.
This followed an earlier report by the Taskforce for Police Reforms in 2009 that concluded having a sound incentive system in the service to motivate officers impacts their performance.
It was conducted in 18 counties and targeted 976 respondents, 57 key informants and 10 focus group discussions.
Other respondents cited inadequate resourcing (55.2 per cent), internal and external interference (43.1 per cent), inadequate pay and benefits (37.9 per cent), poor housing (25.9 per cent), poor leadership and punitive placement (20.7 per cent) and corruption (19 per cent).
According to the report, 68 per cent of the respondents who indicated they are motivated to work said guaranteed salary and benefits, passion to serve, recognition of their work performance, community support, availability of resources, fair promotion, fair distribution of duties and annual leave affect their performance.
Other officers said they exit the service because of low salaries, unfair transfers, disagreement with their seniors, limited promotions, unmet expectations, heavy workload, drug and substance abuse, inadequate health covers and sickness, favouritism and sexual harassment.