A new special audit has raised red flags over how counties hired thousands of workers over three years without proper planning, revealing gaps that could leave devolved units overstretched and struggling to deliver services.
The review on payroll management shows that 27,284 employees were added to payrolls in 41 counties between the 2021/22 and 2023/24 financial years.
The findings show that many counties hired staff without approved recruitment plans or confirmed budgets, increasing the risk of bloated staff numbers and rising wage bills.
The audit further shows that only six counties did not register new hiring during the period, meaning most devolved units expanded their workforce without clear staffing guidance.
Uasin Gishu recorded the highest number of new hires at 3,982, followed by Kitui with 1,715, Trans Nzoia with 1,082, and Turkana with 1,054. Other counties that added large numbers of staff were Bomet, Nyamira, Nakuru, Nairobi, Narok, and Laikipia, making them part of the top ten counties with the most recruitment activity.
“The county executive recruited 3,982 employees during the three financial years. However, it was established that the recruiting departments did not have annual recruitment plans to guide the recruitment.
“The lack of annual recruitment plans can result in either over-staffing, under-staffing, or hiring for roles that do not align with organisational priorities,” Auditor-General Nancy Gathungu says in a special audit on Uasin Gishu County’s payroll management.
The report shows that Uasin Gishu alone accounted for 14.6 per cent of all new hires across the 41 counties during the three-year period. The county’s wage bill averaged 41.7 per cent, above the legal ceiling of 35 per cent, raising questions about how counties are managing their spending.
The Auditor-General also faulted counties for recruiting workers without systems to guide where staff are needed or checking whether funds were available to support the new employees. The report warns that such actions can leave some departments with excess staff while others remain short-handed, affecting service delivery.
The audit further points to serious weaknesses in how recruitment was conducted in some counties.
“The recruitment process revealed several weaknesses, including instances where recruitment was done without advertisements being made, recruitment for individuals who had not applied for the advertised positions, and confirming budget availability after advertisements for recruitment are published,” Gathungu said about Narok County.
The public auditor warns that these practices undermine fairness and transparency and could open the door for unqualified people to be hired, putting more pressure on county finances.
