KENYA ELECTRICITY GENERATING COMPANY …

1 KENYA ELECTRICITY GENERATING COMPANY limited Job details: STRATEGY DEVELOPMENT manager Date of analysis session: Analyst: Name of job holder: N/A job title : Strategy & Business Performance manager Current job Level: TWO (2) Grade: N/A Supervisor/ manager title : Strategy and Business Performance Director Division: Strategy & Business Performance Department: N/A Section: N/A Station: Central Office Job summary: Describe the purpose of the position in 2-3 sentences. Reporting to the Strategy and Business Performance Director, the job holder will be responsible for driving the COMPANY s strategy management process from strategy formulation, reviews, alignment, communication, monitoring and evaluation through to testing and adaptation; Leading corporate performance management through the Accountability and Balanced Scorecard frameworks as well as effective business performance reporting and managing Government of KENYA (GoK) performance contract and promoting and mainstreaming National Values and Principles of Governance in the organization.

2 Key responsibilities: Briefly describe the duties or the responsibilities for the position. Please list these duties in order of importance and include the estimated percentage of time spent on a monthly basis on each activity. Also fill in any duties the position performs that are not included in the job description. Duty/responsibility; Percentage of time (%) Strategy Management - Implement and institutionalize an effective accountability system across the COMPANY through a rigorous Strategy Execution management process; - Initiate and drive Strategy formulation and review through an in-depth Strategic and Situational Analysis of external (energy industry status, government regulation and national objectives) and internal (human capital, operations, innovation and technology changes) operating environment; - Lead the development of Strategic initiatives through operational and strategy review sessions and identify major activities, timelines and targets; - Ensure organizational alignment to the G2G strategy for both business and support functions.

3 50 - Establish strategy expenditure budget required to drive implementation of strategic initiatives portfolio and seamlessly coordinate implementation of these initiatives; - Lead the alignment of employees to strategy by driving the Senior Executive Top Down Planning and ensuring that personal objectives are aligned to corporate ones; - Lead and coordinate the Annual Planning Cycle and ensure operating plans and budget (OPEX and CAPEX) are linked to the Strategy; - Implement effective and objective G2G strategy monitoring and evaluation framework by providing hands-on support to problem and solution development and help manage key stakeholders and break through organizational barriers; Business Performance - Drive the translation of the COMPANY Strategy into Strategy Map and Balanced Scorecard by standardizing terminology and measurement definitions across the organization and explicitly define objectives / measures and targets; - Oversee an accountable Business Performance reporting to provide performance insights and required mitigations through cascading Balanced Scorecards to both Levels 1, 2 and 3 Business and Support functions; - Decompose strategic initiatives into processes, map strategic processes and lead their alignment and improvement programs while driving Six Sigma and lean practices.

4 - Undertake continuous Business Processes Analysis and Improvements based on continuous process value analysis relative to the strategy and integrate the Balanced Scorecard and incentive mechanisms; - Maintain and co-ordinate a benchmarking hub to drive best practices across the COMPANY and institutionalize divisional service charters; - Prepare Board papers including the MD/CEO reports and Quarterly Strategy Execution progress reports and performance contracting reports to the Board; - Coordinate twice-monthly operational review meetings and quarterly strategic review meetings to examine progress and overall business performance; - Tracking, monitoring and progress reporting on Executive Committee (ExCo) decisions as well as preparation and development of corporate presentations.

5 35 GoK Performance Contracting - Manage the GoK performance contracting process by leading and coordinating target setting, negotiations, vetting - Monitor divisional performance in regard to the GoK performance contract and provide mitigation guidance to the relevant functions. - Ensure GoK contracting performance progress monitoring, evaluation and reporting. 5 On Demand External reports 5 - Facilitate the centralized reporting and presentations preparation to the parent Ministries and external agencies as and when required. Managerial / Others - Manage the staff within the department including completing performance appraisals, personal development and succession plans effectively and on time in accordance with the established management system; - Plan, coordinate and execute the department s budget and ensure prudent use of resources; - Prepare and circulate the department s monthly report and ensure follow through for the gaps identified; - Coordinate and follow up tender activities on all procurement issues emanating from the department.

6 5 100 Occasional duties: In bullet form, list any additional duties that the job holder would be required to carry out in the position on an infrequent/occasional basis. Represent the Strategy and Business Performance Director in an acting capacity as may be necessary; Preparation of reports for key stakeholders as well as Ministry of Energy and Petroleum and project briefs; Represent the COMPANY in Strategy Management and Business Performance related engagements; Staff responsibility: Draw a simple organisation structure to show the position, the job titles of positions it reports to, and those that report directly to the position. Indicate the number of staff in each of these positions. Number of staff in the Strategy & Business Performance Department Thirteen (13) 1: RESPONSIBILITY This section looks at the extent to which the job holder is required to plan, organise, direct and control resources in order to achieve specified objectives.

7 Specific areas include staff, equipment, stock and finances. Is the position responsible for the management, guidance or training of staff? If yes, please answer the following questions where applicable. If no, please proceed to Section 2. Line management (Direct reports) Does the position have other positions reporting directly to it? If so, please indicate the total number of staff in these positions. Yes, four (4) direct reports. Three (3) Chief Officers and one (1) Administrative Assistant. Strategic management of staff Is the position responsible for long term strategic planning of staff? If so indicate the numbers of staff affected and the type of planning involved. Yes. Position is responsible for developing and implementing the strategic agenda of the COMPANY with a staff complement of over 2000 employees and initiatives for Strategy Management Department with a staff complement of 13.

8 Project management Is the job holder required to manage staff from other departments or sections during a project? If so please indicate the average number managed. Strategy & Business Performance DirectorStrategy Development ManagerChief Strategy and Alignment OfficerChief Strategy Monitoring & Evaluation OfficerChief Business Performance OfficerAdministrative AssistantYes. Responsible for staff from various departments during implementation of strategy programs and, cascading of Corporate and Divisional scorecards and adhoc committees. Number of staff will vary on the assignment, on average around 20. Contractors Is the position responsible for the management of contracts involving the placement of non-KenGen staff? (This section applies only if the job holder has the authority to contract and terminate contract).

9 If so please indicate the nature of the contract(s) and the typical number of non-KenGen staff involved. Yes. Responsible for external staff under various contracts during implementation of strategy and corporate performance programs. Number of engaged staff will vary on the assignment. Training Are you responsible for the delivery of training courses in a formalised learning environment? If so, what is the average number of trainees you are responsible for at any one time? Yes. Responsible for delivery of the organization s strategic agenda and National Values and Principles of Governance to over 2000 staff through periodic workshops / forums. Numbers of staff range from 20 - 100 per session. Work guidance/general supervision Does the position have responsibility for the day to day work guidance/supervision of other staff /contractors not included in sections to above?

10 If so, please indicate the average number of staff controlled at any one time. None. 2: OTHER RESOURCES For each of the following headings indicate the type of resources controlled by this position and the nature of that control. Equipment: Does this position have any responsibility over any equipment? If yes, what equipment has the position been provided with to facilitate the performance of assigned duties and what form of control does the position have over it? Indicate the approximate value. Types of responsibility may include personal use, repair and maintenance, security, safety, operating efficiency, purchase decision etc. Equipment/Asset Value (Ksh) No. of users Type of responsibility Laptop 120,000 1 Personal/Official use Printer 400,000 4 Personal/Official use Cell phone 70,000 1 Personal/Official use Tablet 80.