The controversial Managing Director of Kenya Railways, Phillip Mainga, has made headlines once again by appointing Benedict Kiema Kavua, who has links to corruption and a lack of experience, to a key position. This decision follows allegations that Kiema may have accepted a bribe for the role.
Many internal staff members chose not to apply for the position due to distrust in the selection process. Those who did apply were overlooked, as they either lacked the necessary qualifications or the financial means to secure the job through bribery.
Interviews for several high-level positions, including General Manager of Corporate Services, General Manager of Business & Commercial, General Manager of Finance, General Manager of Procurement, and General Manager of Legal Services, were conducted by the board from August 19 to 21, 2024. Despite this, the board appointed Kiema, who currently serves as the procurement manager at Nairobi Water and Sewage Company, to the General Manager of Procurement role, despite being under investigation for corruption and having an ongoing court case with his employer.
Last year’s auditor general’s report highlighted that Nairobi Water lost over Sh10 billion in the financial year ending June 2022, due to issues like faulty water meters and unreconciled financial statements, leading to a projected revenue loss of Sh834 million. The report also indicated that the company lost up to 50% of its projected water sales, significantly exceeding the allowed non-revenue water threshold of 25%.
Insiders claim that Kiema’s appointment appears to be a tactic to cover up suspected corrupt activities from his time in office. Additionally, he allegedly did not possess the required practicing license at the time of shortlisting. Despite this knowledge being public, the board proceeded with his appointment, overlooking two experienced internal candidates who had previously held similar roles.
This pattern continues, as the board appointed a candidate from the lesser-known leather sector for the General Manager of Legal Services, ignoring two highly qualified internal lawyers. Concerns arise that Mainga is deliberately sidelining experienced staff as he prepares for an imminent exit, coinciding with expected restructuring within parastatals.
For the General Manager of Business and Commercial position, Stanley Cheruiyot, a principal business development officer without senior managerial experience, was the sole internal candidate appointed, while two experienced managers were passed over.
These actions are viewed as an attempt to eliminate potential challenges to Mainga’s authority ahead of his departure, raising questions about the meritocratic principles of the recruitment process.
An internal source alleged that this process is part of a broader agenda against Luhya staff, perceived as threats to Mainga’s corrupt leadership. Amidst this turmoil, staff have been protesting against recent promotions deemed unfair, with over 500 employees expressing their discontent through civil disobedience, which was met with police intimidation.
A memo dated August 22, 2024, was seen as a desperate move by Mainga to quell unrest over the controversial promotion process. Nonetheless, employees remain committed to advocating for fairness and equity.
The board also failed to appoint anyone for the General Manager of Finance position after interviewing several candidates, notably excluding Dr. Nebert Mandala, who had previously been shortlisted for a higher-level role at the Kenya Revenue Authority. This exclusion seems intended to maintain the status quo, allowing Mainga to fulfill his agenda within the organization.
The board appointed Tialal Leparan Christophe as General Manager of Corporate Services, who, unlike the other appointees, appears qualified for the role.
These appointments occurred during a transition marked by the departure of Kipchumba Murkomen and the arrival of Davis Chirchir, who is expected to address the operational challenges at Kenya Railways, which faces significant scandals and financial losses exceeding Sh30 billion.
It was anticipated that a transparent and merit-based recruitment process would fill these crucial roles, supporting the Corporation’s key projects like the Nairobi Railway City and the SGR phases 2B and C. The need for competent and experienced staff is critical for the Corporation to effectively manage these initiatives and improve its financial standing.
The board must prioritize professionalism over personal interests, reflecting the ethos of meritocracy that should guide their decisions.
