NSSF kenya photo

NSSF has no workers younger than 30 years old, and the number of employees between the ages of 36 and 39 is 111. The minimum age for public service recruitment is 18, and the retirement age is 60.


The National Social Security Fund (NSSF) is facing a succession crisis due to the fact that more than 61.8 percent of its employees have reached the age of 50 or older, and the organisation has not been able to hire individuals who are younger than 30 years old.


The National Social Security Fund (NSSF) reports that 675 of its 1,093 workers, or 61.8 percent of the total, are 50 years old. Furthermore, 19 of these employees are older than 60, which is the retirement age.


There are no workers under the age of 30, and only 111 of the entire workforce, or 10.2 percent, are between the ages of 36 and 39.


In addition, there are 307 workers between the ages of 40 and 49, which indicates that more people will join the club for those who are beyond the age of 50.


"The analysis of the number of NSSF staff and their distribution by age illustrates an ageing workforce."


The National Social Security Fund (NSSF) emphasises the importance of succession planning and replacement in the draft strategic plan, which preceded the recently revealed final version.


The age distribution of workers at the National Service Scheme reflects the dilemma of an ageing workforce in numerous government institutions in a nation where the majority of the population consists of young people looking for employment.


Although there are many organisations in the public sector that have a policy regarding the transfer of skills, the majority of ministries, departments, and state-owned businesses have had difficulty putting it into practice.


With the exception of individuals with disabilities and university professors, who are required to retire at the age of 65 and 70, respectively, the minimum age for recruitment into the public service sector is now 18 years old, and the retirement age is now 60 years old.


In 2017, the Public Service Commission (PSC) created a succession planning management strategy to address challenges such as an ageing workforce, skills flight, and brain drain, especially in professional and technical domains.


The PSC approach's fundamental purpose was to initiate a proactive planning process by establishing a pool of prospective successors and fostering a culture of knowledge transfer and staff development. Creating a pool of potential successors was accomplished.

 

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