Fresh questions have emerged over the integrity of recruitment and promotion processes at the Nairobi City County Public Service Board, with a whistleblower stating that the ongoing internal promotion exercise has been compromised by corruption, favouritism and abuse of office.
The allegations have prompted calls for investigations by the Ethics and Anti-Corruption Commission (EACC), the Directorate of Criminal Investigations (DCI), the Public Service Commission (PSC) and the Ethics and Anti Corruption Commission.
The concerns come as the Nairobi City County Public Service Board (CPSB) proceeds with interviews for several senior positions in the Digital Economy and Startups and Water and Sanitation sectors.
The shortlisted positions include Deputy Director, Assistant Director, Principal Officer and Chief Officer grades, with interviews scheduled to take place at City Hall.
According to the whistleblower, many county employees have little confidence in the promotion process because they believe merit is no longer the determining factor in career progression.
The complainant alleges that recruitment and promotion within Nairobi County have become a commercial enterprise in which public jobs are sold to the highest bidder.
According to the whistleblower, there is a widespread belief among staff that securing employment at the county allegedly requires unofficial payments instead of waiting for advertised vacancies.
The complainant further alleges that promotions into senior management positions are also influenced by money rather than qualifications, experience or performance.
The whistleblower claims officers seeking promotion to Director positions are expected to part with between KSh1 million and KSh1.2 million, while Deputy Director positions attract payments of between KSh800,000 and KSh1 million.
The complainant also alleges that, during the current promotion exercise, a Chief Officer has been encouraging officers within one department to contribute money if they expect to secure promotions.
The whistleblower believes this has created fear among officers who feel they cannot compete fairly because they are unwilling or unable to make such payments.
The allegations come as interviews continue for several internal positions within the Digital Economy and Startups directorate, headed by Director Elizabeth Ndung'u, as well as in other county departments.
Nairobi County Shortlists Candidates for Senior Digital Economy and Water & Sanitation Positions ¶
The Nairobi City County Public Service Board (CPSB) has released the names of candidates shortlisted for interviews to fill several senior positions in the Digital Economy & Startups and Water & Sanitation sub-sectors. The interviews are scheduled to take place on 28 July 2026 at the County Public Service Board Boardroom, 2nd Floor, City Hall.
The shortlist includes candidates for positions ranging from Deputy Director, Assistant Director, Principal Officer and Chief Officer in ICT, Digital Economy, E-Learning and Water & Sanitation.
Notably, some candidates have been shortlisted for more than one position, reflecting competition for key technical and management roles within Nairobi County.
Candidates appearing more than once
Rosemary Nduta Murage – Assistant Director Digital Economy & Startups; Principal ICT Officer – Digital Economy & Startups.
Dennis Kibe Macharia – Assistant Director E-Learning; Chief ICT Officer – Digital Economy & Startups.
Alex Ngibuini Mwangi – Deputy Director Water & Sanitation; Chief Water & Sanitation Officer.
Joseph Mutula Joseph – Principal Water & Sanitation Officer; Chief Water & Sanitation Officer.
Deputy Director Digital Economy and Startups – JG "Q" ¶
Caroline Rose Wambui Waigwa — 28 July 2026 Emily Mucogo Ngari — 28 July 2026
Assistant Director Digital Economy and Startups – JG "P" ¶
Odhiambo Bryton Omeny — 28 July 2026 Rosemary Nduta Murage — 28 July 2026
Assistant Director E-Learning – JG "P" ¶
Abdalla Rai Mwero — 28 July 2026 Dennis Kibe Macharia — 28 July 2026
Principal ICT Officer – Digital Economy and Startups – JG "N" ¶
Bernard Muriuki Mugambi — 28 July 2026 Rackell Midumbi Nyawanga — 28 July 2026 Rita Nzula Mutune — 28 July 2026 Rosemary Nduta Murage — 28 July 2026
Principal ICT Officer – Quality Assurance and E-Learning – JG "N" ¶
Frankline Mokua Makori — 28 July 2026 Muga Murage Wachira — 28 July 2026
Chief ICT Officer – Digital Economy and Startups – JG "M" ¶
Dennis Kibe Macharia — 28 July 2026 Francis Muthike Mutinda — 28 July 2026 Joseph Mwendwa Nzau — 28 July 2026 Simon Diodio Ambundo — 28 July 2026
Chief ICT Officer – E-Learning – JG "M" ¶
Adan Ibrahim Mohamud — 28 July 2026 Brian Omondi Okinyi — 28 July 2026 Michael Musawa Simiyu — 28 July 2026 Newton Gaku Muthee — 28 July 2026
Deputy Director Water and Sanitation – JG "Q" ¶
Alex Ngibuini Mwangi — 28 July 2026 Paul Owino Otiato — 28 July 2026
Assistant Director Water and Sanitation – JG "P" ¶
Edwin Kariuki Murimi — 28 July 2026 Emmanuel Kisio John — 28 July 2026
Principal Water and Sanitation Officer – JG "N" ¶
Joseph Mutula Joseph — 28 July 2026 Steven Oduor Otieno — 28 July 2026
Chief Water and Sanitation Officer – JG "M" (6 Posts) ¶
Alex Ngibuini Mwangi — 28 July 2026 Allan Mich Otieno — 28 July 2026 Clinton O. Otieno — 28 July 2026 Daniella Akita Adhiambo — 28 July 2026 Dennis Kimathi Mugambi — 28 July 2026 Eugene Wandera Oduori — 28 July 2026 John Origa Osano — 28 July 2026 Joseph Mutula Joseph — 28 July 2026 Paul Kawa Byron — 28 July 2026 Pitalis Ongowo Otieno — 28 July 2026 Wycliffe Onsongo Nyakenucha — 28 July 2026
The complainant questions how some recently employed officers allegedly found themselves on shortlists ahead of colleagues with more than 20 years of public service.
The whistleblower argues that if experience, performance and qualifications are no longer the primary criteria, then the county owes staff and the public an explanation.
Another issue concerns an individual identified only as Charles Masella, whom the complainant describes as being associated with the County Public Service Board.
According to the whistleblower, the individual acts as an intermediary in the recruitment process by collecting money on behalf of unnamed individuals.
The complainant further alleges that payments are sometimes directed to be left at an M-Pesa shop near LAPFUND behind City Hall.
The whistleblower also claims officers who refuse to participate in the alleged scheme later find themselves branded as poor performers, inactive employees or habitual absentees, making it easier to deny them promotions.
Such conduct undermines the constitutional principles governing public service recruitment, which require appointments and promotions to be based on merit, fairness, transparency, competitiveness and equal opportunity.
The concerns now place responsibility on the Nairobi City County Public Service Board, chaired by Thomas Mweu Kasoa, which has the constitutional mandate to oversee recruitment and promotions within the county government.
Questions are also likely to be directed at Governor Johnson Sakaja, who heads the county administration, and micromanages the recruitment decisions that are legally undertaken by the County Public Service Board rather than the Governor's office.
The whistleblower further calls on Wilson Njoroge Gakuya, Chief Officer- Digital Economy and Start–ups, Director Elizabeth Ndung'u, the County Secretary, and the relevant departmental leadership to reassure staff that the ongoing promotion exercise is being conducted fairly and strictly in accordance with the law.
The Ethics and Anti Corruption Commission and the Directorate of Criminal Investigations may also be expected to review any credible evidence if formal complaints are lodged.
Below is the complaint received.
I wish to anonymously raise serious concerns about the integrity of the recruitment and promotion process within the Nairobi City County Public Service Board.
It is widely alleged that securing employment or promotions depends not on merit, qualifications, or experience, but on the amount of money one is willing to pay. There are claims that if one wants any position at the County, it is not necessary to wait for an advert; one can simply part with KSh 600,000 and then receive a backdated appointment letter. There are also allegations that promotions to Director positions require payments of between KSh 1 million and KSh 1.2 million, while Deputy Director positions allegedly cost between KSh 800,000 and KSh 1 million.
During the current shortlisting process, there are allegations that a Chief Officer has been encouraging staff within his department to raise money if they expect to be promoted. It is further alleged that some shortlisted candidates have secured their positions through financial influence rather than merit, disadvantaging more experienced and qualified officers who are unable or unwilling to pay.
For example, concerns have been raised that officers with over 20 years of experience may lose promotion opportunities to individuals with significantly fewer years of service. Similarly, some shortlisted candidates for Assistant Director positions are reportedly officers who joined the County only recently, raising questions about whether established public service requirements and principles are being followed.
There are also allegations that an individual identified as Charles, who is said to be associated with the Public Service Board, acts as an intermediary by collecting money on behalf of those involved. It is alleged that cash payments are instructed to be left at the M-Pesa shop located at LAPFUND behind the County building.
Additionally, there are concerns that officers who do not participate in these alleged schemes are later unfairly portrayed as poor performers, inactive employees, or habitual absentees in an attempt to justify denying them promotions.
If these allegations are true, they represent a serious violation of the principles of fairness, merit, transparency, and accountability in public service. We respectfully urge the relevant investigative and oversight agencies to conduct an independent investigation into these claims and ensure that recruitment and promotions within Nairobi City County are based solely on competence, integrity, and the law.
This appeal is made anonymously in the interest of protecting deserving public servants and restoring public confidence in the County's human resource processes.