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Directorate of Human Capital Development

The Directorate of Human Capital Development is a key directorate in the Office of Inspector General at National Police Service headquarters. It is headed by the Director who directly reports and advises the Inspector General in the performance of the core human resource functions. The Directorate discharges its mandate under the direction of the Inspector General and in collaboration with the National Police Service Commission as stipulated in the NPSC Act 10(2) - (5) and the delegation and accountability instruments (DAI) which has delegated human resource functions to the Inspector General.

The structure of the Directorate includes the Director Human Capital Management (Civilian Wing), Section Heads namely Human Capital Development Staff Officer (SO HCD) 1, In Charge of Gazetted Human Resource Matters, SO HCD 2, In Charge of Inspectorate, SO HCD 3, In Charge of Other Ranks, In Charge of Training and Curriculum Development, Welfare Section which comprises of the Counselling Unit, Chaplaincy Unit & the Sports Unit, Peace Support Operations Section and the Data Section.

 

Major Duties and Responsibilities

Recruitment and Selection of Human Resources.

 

  • Declaration of vacancies
  • The budget
  • Subsequent advertisements of such vacancies
  • Short listing

 

Employee management.

 

  • Placement
  • Redeployment
  • Records management
  • Payroll management (IPPD.GHRIS)
  • Welfare management medical, leave, discipline and conduct, secondments, attachments separation (exit, retirements).

 

Training and Development.

 

  • Carrying out Skills Gap Analysis
  • Carrying out Staff Performance Appraisal
  • Employee engagement to create a high-performing Service
  • Developing engaged and innovative leaders
  • Training Policy Implementation
  • Police law/ gazetted officers’ exam

 

Discipline.

  • Policy
  • Oversight

 

 Peace Support Operation.

  • Pre-deployment Training for peacekeeping operations
  • Liaison with the Ministry of Foreign Affairs, United Nations (UN), African Union (AU), Eastern African Standby Force (EASF), International Peace Support Training Centres (IPSTC)
  • Assessment tests for mission service
  • Briefing and debriefing for peacekeeping missions
  • Deployment for peacekeeping missions
  • Monitoring and evaluating for peacekeeping missions

 

 

Career Management (growth).

 

  • Making Projections on promotional courses
  • Analysis Establishment vs. strength to identify promotional vacancies

 

Performance management.

 

  • Planning,
  • Monitoring
  • Evaluation
  • Rewarding/Sanction

 

Welfare.

 

  • Counselling,
  • Chaplaincy,
  • Sports
  • Equipment and devices.
  • Health and well-being.
  • Mandatory leave programs.

 

Succession Management.

  • Identify critical and vulnerable positions
  • Develop eligibility requirements for each position,
  • Identify a talent pipeline of current and future employees
  • Nominate successors from the talent pipeline
  • Create an action plan
  • Evaluate the succession plan regularly
  • Implement the succession plan

 

Compensation.

  • Direct financial benefits e.g. Salary/ allowance negotiation, retirement benefits
  • Indirect financial benefits e.g. Medical and group life insurance policies
  • Leave management
  • Employee recognition
  • Employee assistance