WORK ENVIRONMENT SURVEY

September 2013

A REPORT PRESENTED TO:

KENYA FOREST SERVICE

CONSULTANT:
Envag Associates (K) Ltd
Karen Plains Arcade, Off Karen Road
3rd Floor, Wing C # 6
P. O. Box 56656 - 00200
Nairobi, Kenya
Tel: +254 - 20-2392316
Cell: 0708743165
www.envagassociates.com
E A K L Email: envagassociateskenya@gmail.com
 TABLE OF CONTENTS

LIST OF TABLES III

LIST OF FIGURES ............................................................................................................. IV
LIST OF ACRONYMS/ ABBREVIATIONS ...................................................................... V
EXECUTIVE SUMMARY .................................................................................................. VI

CHAPTER ONE: INTRODUCTION ................................................................................. 1

1.1 Background ................................................................................................................................................ 1
1.2 Objective of Satisfaction Survey................................................................................................................... 2
1.2.1 Specific Objectives of Satisfaction Survey ................................................................................................ 2
1.3 Satisfaction Defined .................................................................................................................................... 2
1.4 Factors Affecting Satisfaction ...................................................................................................................... 3
1.5 Determining Satisfaction Levels ................................................................................................................... 3
1.6 Significance of Work Environment Survey ................................................................................................... 3
1.7 Rationale for the study ................................................................................................................................ 4

CHAPTER TWO: APPROACH AND METHODOLOGY ................................................. 5

2.1 Activity Schedule and Timelines................................................................................................................... 5
2.2 Sampling ............................................................................................................................................. 5
2.3 Sources of Information ............................................................................................................................... 6
2.4 Work plan for the survey ................................................................................................................. 6
2.5 Data Collection Tools ................................................................................................................................. 7
2.6 Data Collection, Coding, Entry and Analysis................................................................................................. 7
2.7 Deliverables ............................................................................................................................................... 8

CHAPTER THREE: SURVEY FINDINGS ....................................................................... 9

3.1 Introduction to Findings .................................................................................................................. 9
3.2 Category of Findings......................................................................................................................... 9
3.2.1 WorkEnvironmentforNonUniformedStaff............................................................................................. 10
3.2.1.1 Physical Work Environment ............................................................................................................ 11
3.2.1.2 Occupational Safety ......................................................................................................................... 12
3.2.1.3 Occupational Health ........................................................................................................................ 14
3.2.1.4 Staff Relationship ............................................................................................................................ 15
3.2.1.5 Work Load...................................................................................................................................... 16
3.2.1.6 Right Technology ............................................................................................................................ 18
3.2.1.7 Disability Friendliness ...................................................................................................................... 19
3.2.2. Work Environment for Encom Staff ..................................................................................................... 21
3.2.3 Demographics...................................................................................................................................... 24

CHAPTER FOUR: ............................................................................................................... 26

COMMENTS AND SUGGESTIONS.................................................................................................... 26
APPENDIX 1: WORK ENVIRONMENT SURVEY QUESTIONNAIRE ................ 31
APPENDIX 2. WORKPLAN ......................................................................................... 38

ii
 LIST OF TABLES

Table Description Page

Number
Table E1 Category of respondents and Respondents vii
Table E2 Summary of the Findings of Work Environment Satisfactions in KFS vii
Table 2.4 Time schedule for performance 6
Table 2.5 Structure of data collection tool 7
Table 3.1 Overall work environment index 9
Table 3.2 Non Uniformed staff work environment Score 10
Table 3.3 Physical Work Environment 11
Table 3.4 Occupational Safety 12
Table 3.5 Occupational Health 14
Table 3.6 Physical Environment 15
Table 3.7 Work load 16
Table 3.8 Right Technology 17
Table 3.9 Disability Friendliness 18
Table 3.10 Work environment for uniformed staff 19
Table 3.11 Sex 21
Table 3.12 Age 21
Table 3.13 Marital Status 21
Table 3.14 Extent to which things have changed at KFS 22
Table 3.15 Length of time one expects to continue working for KFS 22
Table 3.16 Length of time worked with KFS 23

iii
 LIST OF FIGURES

Figure Description Page

Number
Figure 3.1 Overall Work Environment Index 9
Figure 3.2 Non Uniformed Work Environment Index 10
Figure 3.3 Physical Work Environment 12
Figure 3.4 Occupational safety 13
Figure 3.5 Occupational Health 14
Figure 3.6 Staff Relationship 15
Figure 3.7 Work load 16
Figure 3.8 Right Technology 18
Figure 3.9 Disability Friendliness 19

iv
 LIST OF ACRONYMS/ ABBREVIATIONS

Abbreviation Description

CD ROM Compact Disk Read Only Memory

Eq Equation
FGD Focus Group Discussion
SI Satisfaction Index
SPSS Statistical Package for Social Scientists
KFS Kenya Forest Service

v
 EXECUTIVE SUMMARY

1. Background
Kenya Forest Service (KFS) is a State Corporation established in February 2007 under the Forest
Act 2005 to conserve,develop and sustainably manage forest resources for Kenya's social-
economic development.
The KFS management structure comprises 10 conservancies that are ecologically demarcated, 76
Zonal Forest Offices, 150 forest Stations, and 250 divisional forest extension offices located
countrywide, and critical in forest management and surveillance.
To participate in forest management, forest adjacent communities have formed registered groups
and are currently working with KFS to sustainably manage forest resources. In total, there are 325
community forest associations.

MANDATE
To conserve, develop and sustainably manage forestry resources.

VISION
To be the leading organization of excellence in sustainable forest management and conservation
globally.

MISSION
Enhance conservation and sustainable management of forests and allied resources for
environmental stability and social-economic development.

CORE FUNCTIONS
1. Sustainably manage natural forests for social, economic and environmental benefits.
2. Increase productivity of industrial forest plantations and enhance efficiency in wood
utilization.
3. Promote farm forestry and commercial tree farming.
4. Promote efficient utilization and marketing of forest products.
5. Promote sustainable management of forests in the dry-lands.
6. Protect forestry resources and KFS properties.
7. Develop and maintain essential infrastructure for effective forest management and
protection.
This report therefore presents the findings of the study conducted by Envag Associates Limited (the
Consultant) with respect to satisfaction levels of work environment at KFS.

vi
2. Objectives
The main objective was to assess the perceived level of satisfaction of the services offered by KFS
to its employees and get their views on the challenges encountered in search of these services. It
also includes respondents’ suggestions on how service delivery could be improved.
The specific objectives that are expected to be met by the surveys are indicated below.

 Health and safety issues in the work environment.

 How the work environment can be improved to enhance wellness of the employees.
 State of equipment used in day to day activities.
 State of recreational facilities in KFS.

3. Scope
The following Table indicates the categories of employees sampled during these surveys.

Table E1: Category of Respondents and Response Rates

Category Population Targeted Achieved Response (%)

Encom staff 2500 750 508 67.74
Non Encom staff 3000 900 795 88.29
Total 5500 1650 1303 78.97

4. Methodology

Work Environment questionnaire captured responses of employees’ satisfaction with the working
environment at KFS.

Data coding and entry was done concurrently with data collection in the field. After which the
consultant embarked on analysis of the data, comments and observations obtained from field visits
and secondary sources. The consultant carried out data coding, framework development for data
entry and analysis of data using Ms Excel Platforms and SPSS.

After data analysis, satisfaction index (SI) was obtained, which was a single number that measured
the extent to which the respondents were satisfied. It was a weighted composite index that had
values ranging from 0 to 100. It was used to measure the responses to one or more questions
(factors) asked about the same idea.

vii
5. Survey Findings
The Table below shows the summary of the survey findings.

Table E2: Summary of the Findings of Work Environment Satisfactions at KFS

No. Conservancy Area Non ENCOM ENCOM Average
1. North Eastern 45.24 43.57 44.41
2. Ewaso North 46.80 46.38 46.59
3. North Rift 55.34 51.56 53.45
4. Eastern 59.56 53.51 56.54
5. Western 67.79 57.79 62.79
6. Mau 64.87 62.85 63.86
7. Nyanza 69.19 58.81 64.00
8. Coast 69.61 59.04 64.33
9. Central 70.58 67.67 69.13
10. Nairobi 75.83 68.71 72.27
Average 62.48 56.99 59.74

6) Conclusions and Recommendations

Conclusions
From the survey carried out in the month of September it was established that the employees of
KFS were somewhat satisfied at an average index of 72.99% between the two broad categories
that were targeted for the survey. The Non- Encom Personnel were more satisfied at 62.48%
while their Encom Counterparts were satisfied at 56.74%. The deviation between the two was
5.49. In terms of conservancy Nairobi and Central were considered to be drivers due to the high
indexes posted at 72.27% and 69.13%. When the Non – Encom respondents were evaluated
“Occupational Health”, “Staff Relationship” and “Occupational Safety” had high scores at
72.23%, 69.76% and 66.60% respectively. Among the Encom Personnel “Awareness to the forest
Act”, Provision Under KFS armed wing” and Service standing orders” were the drivers at 82.71%,
80.00% and 76.22% respectively.
The barriers to higher satisfaction were North Eastern and Ewaso North at 44.41% and 46.59%.
Among the Non- Encom Staff “Right technology and Physical environment had the lowest scores
at 53.23% and 53.93%. The Encom staff performed as follows “Adequacy in terms of Strength”,
“Provision of Transport”, “Effectiveness in Information Communication” and “Adequacy of
communication Equipment” had 37.72%, 41.09%, 41.15% and 41.67% respectively.
It is noteworthy mentionimg that the Work Environment has similar characteristics to Employee
satisfaction especially in terms of conservancy’s where Nairobi seemed to be the most satisfies
while North Eastern the least satisfied.

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Recommendations

Non-Encom
1. Right Technology
Right technology is ensuring that employees have the right working tools so as to be able to carry
out and perform their duties efficiently and effectively. In relation to this survey and in particular
the Non Encom KFS has strived to ensure that her employees are conversant with the kind of
equipment’s they are working with. However the respondents indicated that KFS needs to do
more in terms of providing them with these equipment’s. “Kindly ensure that offices have electricity and
computers for easy communication” –was obtained from a respondent inKapsabet while another from
Kiambu added saying “Buying more computers and replenishing chairs”- Kiambu, “building more offices,
equipments to the stations”-was obtained from Ijara. It is therefore recommended of KFS to carry out
furniture and equipments audit to ascertain what is the current need versus requirement in all
stations and all stations that have excess to give out to those that have a deficit.

2. Physical Environment
Physical environment can be described at the area in which an employee works or lives. It was
established during the survey that “Open plan office should be adopted” and KFS has already
began implementing the same especially from the headquarters. “It was also noted that work
station at KFS was comfortable”. However there is a need to increase the workspace at KFS by
ensuring that offices and work environment are comfortable. Comments obtained included
“building more offices”- was derived from a respondent in Maseno, “equipments to the stations”- a
Kisumu respondent said, “Build KFS head quarters –Modern store building to avoid risk of fire”
Headquaters, “Improve office/station facilities, adopt new technologies in field offices, continiusly sensitise the staff on
recent development” – was obtained fro a respondent in Marsabit and a respondent from Malindi
said“Dilapacteted office &staff accommodation”- Malindi. It would be imperative that KFS to ensure
maintenance of buildings is carried out periodicaly and as per the schedule. It is also critical that all
forest zones have a good working environment that includes an office or reception area for the
visitors.

3. Work Load
Workload is the amount of work that an individual carries out from day to day. In this case
workload was measured among the Non- Encom employees. The results indicate that workload
within KFS is reasonable, however in order to increase the satisfaction with KFS there is a need to
ensure that workload or work assigned is distributed uniformly across different cadres and
departments. A respondent from Kakamega said “To adopt the new technology for ease of operations” and

ix
another from Marigat added saying, “Cascading of finding for the activities for the activities to the
implementers is not done”. KFS is encouraged to sensitize her staff especialy in areas to do with
allocation of jobs and duties and also establish other unallocated duties and find a way that they
should be addressed.

4. Disability friendliness
Disability friendliness is the way or means through which persons living with disability are assisted
whenever the come to seek services at KFS. Such persons may be KFS employees or customers.
In such cases people with disability hard some kind of difficulty in accessing services at KFS.
Some respondents had this to say “At the headquarters there are some offices upstairs, how do you expect
somebody to access them”- a Headquarter respondent said yet another from Gede added saying, “Its
difficult for somebody to access washrooms”, “ We need to have persons who can use sign language”. KFS is highly
encouraged to embrace people living with disability. This can be demonstrated though disability
sensitization and mainstreaming. It will also be important if KFS can consider restructuring some
of the offices such as the head quarter to have ramps for ease of access to the upper floors,
Though it was noted that New buildings at the head-quarter had taken into consideration Ramps
for ease of accesibility. In all stations of importance is to ensure that customers/ visitors with
disability and assisted promptly and efficiently.

5. Occupational Safety and Health

It was noted that in as much as KFS has tried to incorporate safety and health in its work
environment, much still needed to be done. It is imperative for KFS to note that in as much as the
employees were satisfied with the same they felt more still needed to be done especially in terms of
training and provision of staff tea. Some of the areas visited complained and lamented that they do
not have tea yet they are aware that the same should be provided this was with the exception of
Kwale which expressed it satisfaction with the arrangement. Respondnet from the geadquarter
said“We all need to be trained on safety”,and another from Ijara said“why can’t one person from all zones be
trained on safety and sensitize the rest on it”. KFS is encouraged to ensure that all her staff are trained
periodically on the aspect of safety and how to react in case of emergency.

6. Staff Relationship
Staff relationship is basically how staff interacts and relate to each other within the work
environment- in this case KFS. It was established that there was little or no harassment/
bulldozing at KFS, however there is a need for improvement especially in areas to do with
customer care and relationship. “I am an employee of KFS yet when I visit some departments to seek services
im treated badly how about external customers”- was obtained from HQ, “ Zone managers are too much- they
don’t want to listen to us and the headquarters is too far we cannot access it”- lamented an employee from

x
Isiono,yet the same sentiment was also echoed from Port Victoria “We need leaders and not
managers”- Port Victoria. KFS needs to sensitize her staff on the essence of working as a team
rather than in a team this way many goals and objectives will be realized and thus fostering greater
harmony within the service.

ENCOM RECOMENDATIONS
Welfare and Salary
It is imperative that KFS to consider and match the welfare of her employees to suit and match
the current market trends and the living condition- cost of living index. It was noted from the
survey that a number of the employees felt that their efforts were not being recognized when the
same was compared to other similar organizations. A respondent from Londianihad this to say “I
look forward to the day when KFS shall be like KFS where employees are taken care of- they are given many things
that we do not get” and another from Marsabit added to this when he commented. “The cost of living
has gone up yet its still the same as when I got employed.”

Uniforms and accessories

A respondent from Kwale indicated that “The service needs to supply us with uniforms and other accessories
such as boots” and the same was also echoed from KajiadoCental “Our Uniforms wear out fast because of
operational duties”.“Increase the frequency of supplying uniforms to at least twice a year”- was mentioned by a
respondent in Mwingi another from Kisumu said “Ceremonial uniforms for rangers to be provided” -.
KFS needs to ensure that her ENCOM staff are adequately facilitated and provided with uniforms
so as to be able to execute and discharge their mandate effectively. It will also be important that
KFS distributes uniforms equally across all conservancies and zones.

Staff Quarters
Staff housing is a motivating factor especially when employees that an organization cares for them.
In this case KFS has strived to provide her personnel with housing units however the same has
fallen short of their expectation and they request that more, better and decent housing units are
provided.

Transportation
There is need to ensure that more vehicles and two wheelers (Motorbikes) are dispatched to
various stations and zones to enhance operations. A respondent from Mt Elgon said “Let there
vehicles dedicated specifically for ENCOM in all stations” yet another from port Victoria said “We need
more vehicles if the strategy to combat illegal logging and destruction of the mangrove is to work”. Therefore KFS
is encouraged to ensure that Encom’s activities and strategies are successful by ensuring that there
are adequate vehicles and facilitation in terms of fuel is followed.

xi
Communication
Communication is the backbone of every organization. In this case KFS needs to ensure that
Communication is fast and reliable. This was brought about by respondents requesting among the
following a respondent from Isiolo said “If we cannot be given hand held radios then its better that we are
provided airtime for communication” another fromMombasa added “Let KFS be promp in sending
information” “Information sent should be in form of memo and not work of mouth-verbaly”. It will be of
importance if KFS ensure that forest stations are adequaly facilitated and provided for in terms of
communication.

Armoury
It will be critical for KFS to establish zones and offices that may not have sufficient security
especially in terms of armoury. “We need a better and well equipped armoury” – Rachuonyo.

Gender Compatibility
It was noted during the survey that Gender related issues were taken into consideration especially
when it came to deployment. As such it was noted that Gender balance had been taken into
consideration especilay in consideration to women officers who might not be able to work in
hostile enviromments especially when it comes to managing family and work.

Accesibility
It was noted that some roads needed to be repaired and where there were non-existent roads it
would be important to have roads. This was the case in forest zones and extension around central
conservancy.
Others
1. Introduce schemes of services for the Encom personnel (Rangers)
2. Improve on night outs and allowances
3. Supply and provide clean drinking water

xii
 CHAPTER ONE: INTRODUCTION

1.1 Background

Kenya Forest Service (KFS) is a State Corporation established in February 2007 under the
Forest Act 2005 to conserve,develop and sustainably manage forest resources for Kenya's
social-economic development.
The KFS management structure comprises 10 conservancies that are ecologically
demarcated, 76 Zonal Forest Offices, 150 forest Stations, and 250 divisional forest extension
offices located countrywide, and critical in forest management and surveillance.
To participate in forest management, forest adjacent communities have formed registered
groups and are currently working with KFS to sustainably manage forest resources. In total,
there are 325 community forest associations.

MANDATE
To conserve, develop and sustainably manage forestry resources.

VISION
To be the leading organization of excellence in sustainable forest management and
conservation globally.

MISSION
Enhance conservation and sustainable management of forests and allied resources for
environmental stability and social-economic development.

CORE FUNCTIONS
1. Sustainably manage natural forests for social, economic and environmental benefits.
2. Increase productivity of industrial forest plantations and enhance efficiency in wood
utilization.
3. Promote farm forestry and commercial tree farming.
4. Promote efficient utilization and marketing of forest products.
5. Promote sustainable management of forests in the dry-lands.
6. Protect forestry resources and KFS properties.
7. Develop and maintain essential infrastructure for effective forest management and
protection.
This report therefore presents the findings of the study conducted by Envag Associates Limited
(the Consultant) with respect to satisfaction levels of work environment at KFS.

1
1.2 Objective of Satisfaction Survey

The main objective was to assess the perceived level of satisfaction of the services offered by
KFS to its employees and get their views on the challenges encountered in search of these
services. It also includes respondents’ suggestions on how service delivery could be
improved.

1.2.1 Specific Objectives of Satisfaction Survey

The specific objectives that are expected to be met by the surveys are indicated below.

 Health and safety issues in the work environment.

 How the work environment can be improved to enhance wellness of the employees.
 State of equipment used in day to day activities.
 State of recreational facilities in KFS.

1.3 Satisfaction Defined

Satisfaction refers to the attitudes and feelings that employees have towards an institution
that serves them or they serve, which in this case is KFS. It embodies a system of beliefs
that may not have been articulated. These beliefs themselves are based on certain values and
are the foundation upon which attitude and behaviour are also based. Satisfaction is derived
from the psychological contract and encompasses the actions employees believe are
expected of them and what response they expect from their engagement relationships.
Satisfaction is concerned with assumptions, expectations, promises and mutual obligations.
It creates attitudes and emotions that govern behaviour. It is also implicit and dynamic as it
develops over time with accumulation of experiences, changing engagement conditions and
re-evaluation of expectations. Thus satisfaction may provide some indications of the answers
to the two engagement relationship questions that individuals normally pose: “What can I
reasonably expect from the organization? And what should I reasonably be expected to
contribute in return?”
Satisfaction and engagement relationships are never quite fully understood by either party
that gives or provides the services. From the employee point of view, the engagement
relationship and the associated satisfaction may be based on:-
 How they are treated in terms of fairness, equity and consistency,
 Security of engagement,

2
  Scope to demonstrate competence,
 Career expectation and opportunity to develop skills,
 Involvement and influence,
 Trust in the management of the organization to keep their promises and
 Safe working conditions
From the engaging institution perspective, satisfaction may cover aspects of the engagement
relationship such as: competence, effort, compliance, commitment and loyalty.

1.4 Factors Affecting Satisfaction

The level of satisfaction is affected by both intrinsic and extrinsic motivating factors, the
quality of supervision, and social relationship with the work groups and the degree to which
individuals succeed or fail in their work. The discretionary behaviour which helps the
organization to be successful is most likely to happen when employees and customers are
well motivated and feel committed to the organization and when the services give them high
level of satisfaction.

1.5 Determining Satisfaction Levels

The degree to which employees are satisfied can be measured by attitude surveys by
obtaining opinions on key matters about an organization. Such attitudes survey may be
conducted using any set or all of the following:
 Structured questionnaires,
 Open ended interpersonal interviews,
 Combinations of questionnaires and interviews, and
 Use of Focus Group Discussions.

1.6 Significance of Work Environment Survey

KFS has increasingly become aware that the opinions of their employees, in particular, make
the attainment of their goals more likely. It is noteworthy that through Performance
Contracting, organizations are required to state in advance what they tend to achieve in a
given year and they are evaluated on these set targets.
Organizations also use service charters to tell the public what they stand for and how they
will provide their services. The extent to which the service charter has been implemented
normally provides some perception about satisfaction levels. It must always be remembered

3
that room should be created for continuous improvement and the bases for these are the
independent feedback systems from stakeholder’s attitude surveys.

1.7 Rationale for the study

The KFS is actively participating in the implementation of the wider Government of Kenya
development policies that embrace, among other things, the Civil Service Reform
Programmes. In this regard therefore, KFS has set up internal structures to manage the
reform initiatives necessary for enhanced efficiency and effectiveness in management. KFS
has developed specific management tools, such as the strategic plan and service charter,
which enable it to specify the results it seeks to realize within given time frames and relevant
strategies to achieve these results. In its endeavour to be an effective and efficient
institution, KFS is desirous to know the current satisfaction levels of employees with the
work environment. It is in this light that a consultant (Envag Associates (K) Limited) was
contracted through a competitive tendering process to conduct the work environment
survey.

4
 CHAPTER TWO: APPROACH AND METHODOLOGY

2.1 Activity Schedule and Timelines

The preliminary activities for the survey were undertaken in a logical sequence as shown
below:
1. Mobilization and planning which involved resource mobilization.
2. Familiarization with KFS and assignment kick off.
3. Determination of the level of participation of identified KFS staff.
4. Discussion and agreement on the scope and duration of work.
5. Confirmed understanding of the objectives of the assignment.
6. Agreeing on proposed approach and methodology.
7. Agreeing on documents to be reviewed by the consultant.
8. Agreeing on expected outputs and set deadlines for their submission.
9. Agreeing on the report timelines.

2.2 Sampling

The consultant used sampling frames which includedForeste and Stations and job categories
from which staff respondents were drawn. The intended sample size was to be 30% of the
total population. It also included targeted respondents lists obtained from KFS for the
survey. Table 2.1 below shows populationand targeted respondents.

Table 2.1: Sample Size

Category Population Targeted
Encom staff 2500 750
Non Encom staff 3000 900
Total 5500 1650

All the respondents were given equal opportunity to participate in the survey within the
survey data collection timeframe. In order to effectively capture the differences by category
from the study population, stratified random sampling technique was adopted in the survey
design. The benefit of stratification was that it allowed the sampler to control the stratum
and ensured a defined level of statistical precision and comparability.

5
2.3 Sources of Information
The consultant was aware that information on KFS services was of specific importance to
its Employees in terms of their work environment. Primary data were collected using
questionnaires and guideline/checklist attached in appendices and secondary data was
obtained from the following sources as a minimum:
 KFS Current Strategic Plan
 KFS Service Charter.
 Focus Group Discussion/Direct Interview
 Previous Report.

2.4 Work plan for the survey

The work plan used to carry out the survey is depicted in Table 2.2 below and Appendix 4
gives detailed itinerary of field work.

Table 2.2: Work plan

No MAIN ACTIVITY/STEP WEEKS

2 4 6
1. Preliminary Activities:
2 Literature Review
3 Developing Draft Survey Instruments
4. Initiation/Inception Report Preparation & submission
5. Incorporating Client’s comments and suggestions in
the Inception Report and Survey Instruments
6 Recruitment and training of enumerators, and pre-
testing survey instruments
7 Sampling and identification of actual respondents
8 Field Work and actual primary data collection
9 Data Analysis, interpretations and Reporting
10. Draft Survey Report
11 Final Report complete with comments/suggestions of
stakeholders & Consultants recommendations
12. Final Report submission

6
2.5 Data Collection Tools

The main tools for capturing primary data during the survey were questionnaires. The tools
are attached in Appendices and their description and content shown in Table 2.3.

Table 2.3: Structure of Data Collection Tools

No. Name of Tool Contents
2. Work Section A:Work Environment
Environment  Physical Work Environment
Survey  Occupational Safety
questionnaire  Occupational Health
 Work Load
 Staff Relationship
 Right Technology
 Disability Friendliness
Section B: Suggestions
Section C: Demography and Personal Information

The Work Environmentsurvey questionnaire captured employees’ satisfaction with their

working environment.

2.6 Data Collection, Coding, Entry and Analysis

Data coding and entry was done concurrently with data collection in the field. After which
the consultant embarked on analysis of the data, comments and observations obtained from
the field visits and secondary sources. The consultant carried out data coding, framework
development for data entry and analysis of data collected in Ms Excel Platforms and SPSS.

After analysis the consultant came up with an overall satisfaction index (SI), which is a single
figure that measures the extent to which the respondents are satisfied. It is a weighted
composite index that has values ranging from 0 to 100. It is used to measure the responses
to one or more questions (factors) that ask about the same idea.

The index is obtained by SPSS using the principle of weighted average method as follows:
The frequencies (tallies) for different agreement levels are obtained and then multiplied by
the respective weights for every factor under investigation. The sum of the product obtained
is divided by the sum of tallies for every factor to obtain a mean score within a Likert scale
of 1-5. This mean score is then multiplied by index interval; in this case 20 for arrange of 0
to 100 to enable presentation of results in percentages. Note: SPSS is used to do all these in
one step.

7
The mean score itself is stable and not affected when various subgroups of a composite
interest groups have varying population, so long as the method for picking sample size is
consistent across the subgroups. Therefore, the weighted composite index derived as
average of mean scores from different subgroups will be the same as an index obtained
directly without subdividing the subgroups so long as the same respondents are retained in
the analysis. The main reason for reporting within subgroups is therefore to get a clearer
picture of their contribution to the composite index.

Focus group discussions were used as a form of qualitative data collection where
respondents within an interest group were asked about their perceptions, opinions, beliefs
and attitudes towards services they receive from KFS. The discussions were done in an
interactive group setting to acquire feedback, with a minimum of 4 respondents (mini focus
group model) where participants were free to talk with other group members.

The discussions were conducted in an unstructured and natural way where respondents were
free to give views from any aspect. These views were recorded by the consultant and formed
part of the survey report. During the discussions, the Consultant acted as the moderator to
ensure that the session progressed smoothly. The FGD effectively applied to both Encom
and Non-Encom since it was easy to assemble them in mini groups of four.

The open ended questions were tested for inter-rater reliability before being recorded. This
together with information delivered from quantitative data also formed the basis of
suggestions for improvement in this report.

2.7 Deliverables

The consultant then presenteda report to the client on the results of the entire survey
exercise and submitted agreed bound hard copies, a soft copy in CD ROM in MS
word/Excel (and PDF) format of report.

8
 CHAPTER THREE: SURVEY FINDINGS

3.1 Introduction to Findings

This section contains responses on Work Environment Survey as captured by the questionnaire.

3.2 Category of Findings

The survey findings were categorized into two major survey groups (Non Encom and Encom
Staff). The overall score was 73.00%. The Non Encom staff scored the highest (76.35%), while
Encom staff scored 69.64%. Table 3.1 below shows the Satisfaction Index for work environment
Table 3.1: Overall work environment index
No. Conservancy Area Non ENCOM ENCOM Average
1. North Eastern 45.24 43.57 44.41
2. Ewaso North 46.80 46.38 46.59
3. North Rift 55.34 51.56 53.45
4. Eastern 59.56 53.51 56.54
5. Western 67.79 57.79 62.79
6. Mau 64.87 62.85 63.86
7. Nyanza 69.19 58.81 64.00
8. Coast 69.61 59.04 64.33
9. Central 70.58 67.67 69.13
10. Nairobi 75.83 68.71 72.27
Average 62.48 56.99 59.74

Figure 3.1 below shows the graphical work environment index.

Overall Work Environment Index

100.00 62.48 56.99 59.74

80.00
Indices

60.00
40.00
20.00
0.00
Non-ENCOM ENCOM Average
Categories

Figure 3.1 shows the overall work environment index

9
3.2.1 WorkEnvironmentforNonENCOMStaff

Table 3.2 shows the scores for work environment for different parameters under Non ENCOM
staff.
Table 3.2 Non Uniformed staff work environment Score

Key Factors Index (%)

Right Technology 53.23
Physical Environment 53.93
Workload 57.23
Disability friendliness 64.41
Occupational Safety 66.60
Staff Relationship 69.76
Occupational Health 72.23
Average 62.48

The Mean score for work environment Scorefor non uniformed staff was 62.48%. The highest
score was “Occupational Health” followed by “Staff Relationship” (69.76%), “Occupational
safety” (66.60%). “Disability Friendliness” (64.41%), “Workload” with (57.23%), ,“Physical
Environment” with (53.93%), and finally “Right Technology” (53.230%). Figure 3.2 below
shows the summary of the scores on a graph.

Non -Encom Staff

72.23
69.76
64.41

62.48
66.6
57.23
53.93
53.23

100
80
Index (%)

60
40
20
0
friendliness
Environment

Workload

Staff Relationship

Occupational Health

Average
Right Technology

Occupational Safety
Disability
Physical

Parameters

Figure 3.2 shows the Non ENCOM overall work environment index

10
3.2.1.1 Physical Work Environment

The physical working environmenthas a direct impact on the productivity, health and safety,
comfort, concentration, job satisfaction and morale of the people within it.

It is agreed that physical working environment should be to acceptable standards as stipulated in

various national and international policies. It was recognized during evaluation of parameters
that influence physical working environment at KFS that physical factors limiting performance
of employees’ may vary individually from one employee to another.. Table 3.3 below shows
scores of Key indicators on Physical Working Environment.
Table 3.3 Physical Work Environment
Key Factors Index (%)
Open office arrangement system with work station be adopted 78.92
Work Station is comfortable 57.26
Waste disposal is good at KFS 55.45
Current office arrangement system is satisfactory 49.59
Furniture is repaired on time at KFS 43.23
KFS has enough quality workplace for staff 34.92
Average 53.23

The overall score for Physical Work Environmentfor non Encom staff was 53.23%. The highest
score was “Open office arrangement system with work stations be adopted“with (78.92%),
followed by “Work Station is Comfortable” (57.26%), “Waste disposal is good at KFS”
(55.45%), “Current enclosed office arrangement is satisfactory” (49.59%) ,“Furniture is Repaired
on time at KFS” with (43.23%)and finally “KFS has enough quality workplace for staff”
(34.23%). Figure 3.3 below shows the summary of the scores on a graph.

11
 Physical Environment

78.92
100

57.26

55.45
80

53.23
49.59

43.23

34.92
60
Index

40

20

Average
Current office arrangement
Work Station is comfortable
Open office arrangement system

KFS has enough quality workplace

Waste disposal is good at KFS

Furniture is repaired on time at

with work station be adopted

system is satisfactory

for staff
KFS

Factors

Figure 3.3 shows the non Encomphysicalwork environment index

3.2.1.2 Occupational Safety

Occupational safety at the workplace is the act/concern of protecting the health and welfare of
employees, customers, and many others who might be affected by the workplace environment.It
is evident thatKFS has a duty to care and to ensure that employees and any other persons who
are within its premises remain safe at all times. Table 3.4 shows key indicators under
Occupational Safety that were considered when carrying out the survey.
Table 3.4 Occupational Safety
Key Factors Index (%)
Staff at KFS know where to take cases of emergency 71.84
Safety of Documents is guaranteed at KFS 63.34
At KFS Security alarms are operational 57.09
There are no cases of theft at KFS 55.71
At KFS Emergency exits are permanently locked 54.04
KFS has a safety committee 50.98
KFS staff are confident to perform first aid 46.91
I have seen First Aid kit around KFS 45.71

12
Staff at KFS have adequate safety training 39.78
Average 53.93

The overall score for Occupational Safety for non uniformed staff was 53.93%. The highest
score was “Staff at KFS know where to take cases of emergency“with (71.84%), followed by
“Safety of Documents is guaranteed at KFS” (63.34%), “At KFS Security alarms are operational”
(57.09%), “There are no cases of theft at KFS” (55.71%) ,“At KFS Emergency exits are
permanently locked” with (54.04%), “KFS has a safety committee” (50.98%) ,“KFS staff are
confident to perform first aid” with (46.91%), “I have seen First Aid kit around KFS” (45.71%)
and finally “Staff at KFS have adequate safety training” (39.78%). Figure 3.4 below shows the
summary of the scores on a graph.

Occupational Safety
100
71.84

63.34

57.09

80
55.71

54.04

53.93
50.98

46.91

45.71

39.78
Index (%)

60

40

20

0
Staff at KFS know where to take

Average
KFS has a safety committee

Staff at KFS have adequate safety

KFS staff are confident to perform
At KFS Security alarms are

At KFS Emergency exits are

Safety of Documents is guaranteed

I have seen First Aid kit around KFS

There are no cases of theft at KFS

permanently locked
cases of emergency

operational

training
first aid
at KFS

Factors

Figure 3.4 shows the summary of the occupational safety scores on a graph.

13
3.2.1.3 Occupational Health

Occupational Health at workplace is a key issue for employers and employees. Everyone has a
responsibility to ensure that theirwork environment is condusive for their health.Workmen
Injury Benefit Act 236 of 2007 and the Occupational Safety and Health Act Regulation have
associated measures of occupational health and KFShas put in efforts intergrate occupational
helth into its work place as outline in its strategic plan. While doing the survey several factors
were considered under Occupatational Health as presented in Table 3.5 below.

Table 3.5 Occupational Health

Key Factors Index (%)
I have not heard of work related illness at KFS in last one year 72.66
general cleanliness of work environment is satisfactory 63.37
washrooms are clean 59.73
KFS offices are well ventilated 55.35
Provision of drinking water at KFS work station is adequate 51.27
I am Satisfied with current arrangement by KFS for provision of staff tea 41.01
Average 57.23

The overall score for Occupational Health for non uniformed staff was 57.23%. The highest
score was “I have not heard of work related illness at KFS in last one year“ with (72.66%),
followed by “General cleanliness of work environment at KFS is satisfactory” (63.37%),
“washrooms are clean” (59.73%), “KFS offices/stations are well ventilated” (55.35%) “Provision
of drinking water at KFS work station is adequate” with (51.27%), and finally “I am Satisfied
with current arrangement by KFS for provision of staff” (41.01%). Figure 3.5 below shows the
summary of the scores on a graph.

14
 Occupational Health
100

72.66

63.37

59.73

57.23
55.35
80

51.27

41.01
60
Index

40

20

Average
environment is satisfactory

KFS offices are well ventilated

I am Satisfied with current

Provision of drinking water at
related illness at KFS in last one

general cleanliness of work

KFS work station is adequate

washrooms are clean

arrangement by KFS for

provision of staff tea
I have not heard of work

year

Factors

Figure 3.5 shows the summary of the occupational health scores on a graph.

3.2.1.4 Staff Relationship

Staff Relationship refers to communicationsamongemployeesconcerningworkplacedecisions,

grievances, conflicts, problemresolutions, unions, and issues of collective bargaining.For the KFS
to perform better it is important that the employees are comfortable with each other, share a
good rapport and work in close coordination towards a common objective.

We acknowledge that at KFS People feel responsible and motivated to do good work and enjoy
their work rather than taking it as a burden.While doing the Work Envorinment Survey factors
considered under this parameter were, “KFS customer service is good”, “At KFS staff gossip
never interferes with work” and “Harrassment and bulldozing is not at KFS” and results were
presented in Table 3.6 below.

15
Table 3.6 Staff relationship
Key Factors Index (%)
Harassment and bulldozing is not at KFS 72.65
At KFS staff gossip never interferes with work 62.03
KFS customer service is good 58.54
Average 64.41

The mean score for staff relationship for non uniformed staff was 64.41%. The highest score
was “Harassment and bulldozing is not at KFS” with (72.65%), followed by “At KFS staff
gossip never interferes with work” (62.02%) and finally “KFS customer service is good”
(58.54%). Figure 3.6below shows the summary of the scores on a graph.

Staff Relationship

100
72.65

80 64.41
62.03

58.54

60
Index (%)

40

20

0
Harassment At KFS staff KFS customer Average
and bulldozing gossip never service is good
is not at KFS interferes
with work
Factor

Figure 3.6 shows the summary of the staff relationship scores on a graph.

3.2.1.5 Work Load

Workload can be defined as employees’ perceptions of the work demands placed on them in a
given time. Employee perceptions of high daily workloads occur when they feel that they have

16
been given more work in a given day than they can effectively complete. Perceptions of a high
daily workload can negatively impact employee well-being.
Reasonable workload and early assignment & completion of work are some of supportive work
performance norms that are utilized by KFS management. It is essential to mention “Cullen
(2007) believes that proper management of perception on workload leads to visible outcomes in
terms of higher performance and work life integration”. Table 3.7 shows the key indicators
under on workload.

Table 3.7 Work load

Key Factors Index (%)
Workload at KFS is reasonable 77.70
There is no unnecessary last minute rush to do jobs at KFS 66.36
There is enough staff at KFS to handle current workload 55.74
Average 66.60

The mean score for work load for non uniformed staff was 66.60%. The highest score was
“Workload at KFS is reasonable” with (77.70%), followed by “There is no unnecessary last
minute rush to do jobs at KFS” (66.36%) and finally “There are enough staff at KFS to handle
current workload” (55.74%). Figure 3.7 below shows the summary of the scores on a graph.

Workload
77.70

66.60
66.36

100
55.74

80
Index (%)

60
40
20
0
Average
last minute rush to do jobs

There is enough staff at

Workload at KFS is

KFS to handle current

There is no unnecessary
reasonable

workload
at KFS

Factors

Figure 3.7 shows the summary of the work load scores on a graph.

17
3.2.1.6 Right Technology

Use of right technology in the work place is important for a developing and already developed
institution such as KFS. Technology enhances speed of work and increases output to meet set
targets.
KFS has become aware that use of the right technology in terms of infrastructure development
and force modernisation enhances work efficiency. KFS has put in place measures such as
establishment of an ICT help desk, capacity building by training KFS staffs to be adequately
equipped to use technology.Table 3.8 shows the key indicators on the Right Technology.

Table 3.8 Right Technology

Key Factors Index (%)
I have no difficulty in using my work tools & equipment at KFS 78.02
At KFS there is desire to improve internal operating efficiency of staff 67.80
Records Management system at KFS is good 67.51
I am provided withn necessary work materials, tools & equipment 65.70
Average 69.76

The mean score for Right Technology for non uniformed staff was 69.76%. The highest score
was “I have no difficulty in using my work tools and equipment at KFS” with (78.02%),
followed by “At KFS there is a desire to improve internal operating efficiency of staff” (67.80%),
“Records management system at KFS is good” (67.51%) and finally “I am provided with the
necessary work materials, tools and equipment” (65.70%). Figure 3.8 below shows the summary
of the scores on a graph.

18
 Workload

77.70
100

66.60
66.36

55.74
80
Index (%)

60

40

20

minute rush to do jobs at KFS

Average
Workload at KFS is reasonable

There is enough staff at KFS to

There is no unnecessary last

handle current workload

Factors

Figure 3.8 shows the summary of the right technology scores on a graph.

3.2.1.7 Disability Friendliness

Disability Friendliness is the act of puting in place creative developmental and communication
tools of promoting the social integration of people living with disabilities. Organization that have
includes disability issues in corporate policies have enriched and enhanced workplace benefits
such as diverse leadership, innovation, increase in overall morale and the ability to cast a wider
recruiting net in the new economy. Table 3.9 belows shows results of the indicators that were
used to gauge Disability Friendliness at KFS when doing the suyvey.

Table 3.9 Disability Friendliness

Key Factors Index (%)
KFS staff provides assistance to people with disability 87.44
At KFS people with disability can access facilities easily 57.02
Average 72.23

The average score for Disability Friendliness for non uniformed staff was 72.23%. The highest
score was “KFS staff provides assistance to people with disability” with (87.44%) and finally “At

19
KFS people with disability can access facilities easily” (57.02%). Figure 3.9 below shows the
summary of the scores on a graph.

Disability friendliness

87.44
100
72.23
80 57.02
Index (%)

60
40
20
0
KFS staff provides At KFS people with Average
assistance to disability can
people with access facilities
disability easily
Factors

Figure 3.9shows the summary of the Disability Friendlinessscores on a graph.

20
3.2.2. Work Environment for Encom Staff

It is important to mention that due to diverse function of employees at KFS, the survey tools
were structured to capture the different categories. Table 3.10 below shows the scores for the
different parameters under Work environment for uniformed staff

Table 3.10 Work environment for uniformed staff

Key Factors Index (%)
I am aware of forest act that governs my work 82.71
am aware of provision under the KFS armed wing 80.00
Awareness of Service standing orders 76.22
There is good oversight of flora and fauna conservation at KFS 66.12
Relationship between KFS and other law enforcement agencies is 65.56
good
Understanding of position with regards to KFS organisation& rank 65.00
structure
Awareness of KFS strategic Plan 61.67
KFS staff provides assistance with people with disability 60.56
KFS response to forest resource is satisfactory 58.38
KFS system is sharing information on forest treat is effective 57.30
At KFS people with disability can access facilities easily 56.76
Awareness of KFS recruitment/promotion procedures 56.12
Provided with appropiate uniform by KFS 53.52
KFS strategy in combating logging is effective 52.23
There is no forest destruction within KFS environment 51.18
Provision of working tools/ equipments by KFS like firearms, GPS is 48.89
adequate
KFS has effective emergency response system 42.95
Equipment used for communicating information is sufficient 41.67
The system of communication of information is effective 41.15
Provision / facilitation of transport for operational duties 41.09
The current staff strenght at KFS is adequate 37.72
Average 56.99

The overall score for Encom staff was 56.99%. The highest score was “I am aware of forest act
that governs my work“ with (82.71%), followed by “am aware of provision under the KFS
armed wing” (80.00%), “Awareness of Service standing orders” (76.22%), “There is good
oversight of flora and fauna conservation at KFS” (76.22%),“Relationship between KFS and

21
other law enforcement agencies is good” with (66.12%), “Understanding of position with regards
to KFS organisation& rank structure” (65.56%) ,“Awareness of KFS strategic Plan” with
(65.99%) , “KFS staff provides assistance with people with disability” (61.67%), “KFS response
to forest resource is satisfactory” (60.56%), “KFS system is sharing information on forest treat is
effective” (58.38%), “At KFS people with disability can access facilities easily”
(57.30%),“Awareness of KFS recruitment/promotion procedures” with (56.76%), “Provided
with appropiate uniform by KFS” (56.12%) ,“KFS strategy in combating logging is effective”
with (53.52%) , “There is no forest destruction within KFS environment” (52.23%),“Provision
of working tools/ equipments by KFS like firearms, GPS is adequate” with (51.18%), “KFS has
effective emergency response system” (48.89%) ,“Equipment used for communicating
information is sufficient” with (42.95%) , “The system of communication of information is
effective” (41.67%), “Provision / facilitation of transport for operational duties” (41.09%), and
finally “The current staff strenght at KFS is adequate” (37.76%).

22
 Work Environment- Encom

Average 56.99
The current staff strenght at KFS is adequate 37.72
Provision / facilitation of transport for … 41.09
The system of communication of information is… 41.15
Equipment used for communicating… 41.67
KFS has effective emergency response system 42.95
Provision of working tools/ equipments by KFS … 48.89
There is no forest destruction within KFS… 51.18
KFS strategy in combating logging is effective 52.23
Provided with appropiate uniform by KFS 53.52
Factors

Awareness of KFS recruitment/promotion… 56.12

At KFS people with disability can access… 56.76
KFS system is sharing information on forest… 57.30
KFS response to forest resource is satisfactory 58.38
KFS staff provides assistance with people with… 60.56
Awareness of KFS strategic Plan 61.67
Understanding of position with regards to KFS… 65.00
Relationship between KFS and other law… 65.56
There is good oversight of flora and fauna … 66.12
Awareness of Service standing orders 76.22
am aware of provision under the KFS armed wing 80.00
I am aware of forest act that governs my work 82.71

0.00 20.00 40.00 60.00 80.00 100.00

Index (%)

23
3.2.3 Demographics

Table 3.11 below depicts the the demographics segregate as per the gender.

Table 3.11 Sex

No. Gender Percent
1. Female 35
2. Male 65
Total 100

Table 3.12 below depicts the age group attained from the survey spread across different grades.

Table 3.12 Age

No. Age Percent (%)

1. 18-24 2.5
2. 25-34 37.5
3. 35-44 15
4. 45-54 37.5
5. 55 years and over 7.5
Total 100

Table 3.13 potraysthe marital status of the employees Table 3.13 Marital Status
No. Percent (%)

1. Single 12.5
2. Married 85
3. Other 2.5
Total 100

The extent of change has been captured in table Table 3.14 below.

24
Table 3.14 Extent to which things have changed at KFS
No. Percent (%)
1. Better 30.77
2. Slightly bettter 57.49
3. Not changed 6.44
4. Slightly Worse 1.45
5. Worse 3.85
Total 100.00

The length of change for different cadres has been captured in Table 3.15 below.

Table 3.15 Length of time one expects to continue working for KFS
No. Length of time Percent
1. Until retirement 73.08
2. more than 10 years 7.69
3. Between 5 - 10 years 5.47
4. Less than 5 years 4.22
5. None of the above 9.54
Total 100.00

Table 3.16 below depicts the length of time that one has spent working at KFS.

Table 3.16 Length of time worked for KFS

No Length of time worked for KFS Total (%)
a Less than 10 Yrs 46.97
b 10- 19 Yrs 23.53
c 20-29 Yrs 19.76
d 30 Yrs and Above 5.20
e Did not indicate 4.54
Total 100.00

25
 CHAPTER FOUR:
COMMENTS AND SUGGESTIONS

4.0 Conclusions and Recommendations

4.1 Conclussion
From the survey carried out in the month of September it was established that the employees of
KFS were somewhat satisfied at an average index of 72.99% between the two broad categories
that were targeted for the survey. The Non- Encom Personnel were more satisfied at 62.48%
while their Encom Counterparts were satisfied at 56.74%. The deviation between the two was
5.49. In terms of conservancy Nairobi and Central were considered to be drivers due to the high
indexes posted at 72.27% and 69.13%. When the Non – Encom respondents were evaluated
“Occupational Health”, “Staff Relationship” and “Occupational Safety” had high scores at
72.23%, 69.76% and 66.60% respectively. Among the Encom Personnel “Awareness to the
forest Act”, Provision Under KFS armed wing” and Service standing orders” were the drivers at
82.71%, 80.00% and 76.22% respectively.
The barriers to higher satisfaction were North Eastern and Ewaso North at 44.41% and 46.59%.
Among the Non- Encom Staff “Right technology and Physical environment had the lowest
scores at 53.23% and 53.93%. The Encom staff performed as follows “Adequacy in terms of
Strength”, “Provision of Transport”, “Effectiveness in Information Communication” and
“Adequacy of communication Equipment” had 37.72%, 41.09%, 41.15% and 41.67%
respectively.
It is noteworthy to mention that the Work Environment has similar characteristics to Employee
satisfaction especially in terms of conservancy’s where Nairobi seemed to be the most satisfied
while North Eastern the least satisfies.

4.1 Recommendations

Non-Encom
1. Right Technology
Right technology is ensuring that employees have the right working tools so as to be able to carry
out and perform their duties efficiently and effectively. In relation to this survey and in particular
the Non Encom KFS has strived to ensure that her employees are conversant with the kind of
equipment’s they are working with. However the respondents indicated that KFS needs to do
more in terms of providing them with these equipment’s. “Kindly ensure that offices have electricity and
computers for easy communication” –was obtained from a respondent inKapsabet while another from

26
Kiambu added saying “Buying more computers and replenishing chairs”- Kiambu, “building more offices,
equipments to the stations”-was obtained from Ijara. It is therefore recommended of KFS to carry
out furniture and equipments audit to ascertain what is the current need versus requirement in all
stations and all stations that have excess to give out to those that have a deficit.

2. Physical Environment
Physical environment can be described at the area in which an employee works or lives. It was
established during the survey that “Open plan office should be adopted” and KFS has already
began implementing the same especially from the headquarters. “It was also noted that work
station at KFS was comfortable”. However there is a need to increase the workspace at KFS by
ensuring that offices and work environment are comfortable. Comments obtained included
“building more offices”- was derived from a respondent in Maseno, “equipments to the stations”- a
Kisumu respondent said, “Build KFS head quarters –Modern store building to avoid risk of fire”
Headquaters, “Improve office/station facilities, adopt new technologies in field offices, continiusly sensitise the staff
on recent development” – was obtained fro a respondent in Marsabit and a respondent from Malindi
said“Dilapacteted office &staff accommodation”- Malindi. It would be imperative that KFS to ensure
maintenance of buildings is carried out periodicaly and as per the schedule. It is also critical that
all forest zones have a good working environment that includes an office or reception area for
the visitors.

3. Work Load
Workload is the amount of work that an individual carries out from day to day. In this case
workload was measured among the Non- Encom employees. The results indicate that workload
within KFS is reasonable, however in order to increase the satisfaction with KFS there is a need
to ensure that workload or work assigned is distributed uniformly across different cadres and
departments. A respondent from Kakamega said “To adopt the new technology for ease of operations”
and another from Marigat added saying, “Cascading of finding for the activities for the activities to the
implementers is not done”. KFS is encouraged to sensitize her staff especialy in areas to do with
allocation of jobs and duties and also establish other unallocated duties and find a way that they
should be addressed.

4. Disability friendliness
Disability friendliness is the way or means through which persons living with disability are
assisted whenever the come to seek services at KFS. Such persons may be KFS employees or
customers. In such cases people with disability hard some kind of difficulty in accessing services

27
at KFS. Some respondents had this to say “At the headquarters there are some offices upstairs, how do you
expect somebody to access them”- a Headquarter respondent said yet another from Gedeaddes saying,
“Its difficult for somebody to access washrooms”, “ We need to have persons who can use sign language”. KFS is
highly encouraged to embrace people living with disability. This can be demonstrated though
disability sensitization and mainstreaming. It will also be important if KFS can consider
restructuring some of the offices such as the head quarter to have ramps for ease of access to the
upper floors. In all stations of importance is to ensure that customers/ visitors with disability
and assisted promptly and efficiently.

5. Occupational Safety and Health

It was noted that in as much as KFS has tried to incorporate safety and health in its work
environment, much still needed to be done. It is imperative for KFS to note that in as much as
the employees were satisfied with the same they felt more still needed to be done especially in
terms of training and provision of staff tea. Some of the areas visited complained and lamented
that they do not have tea yet they are aware that the same should be provided this was with the
exception of Kwale which expressed it satisfaction with the arrangement. Respondnet from the
geadquarter said“We all need to be trained on safety”,and another from Ijara said“why can’t one person
from all zones be trained on safety and sensitize the rest on it”. KFS is encouraged to ensure that all her
staff are trained periodically on the aspect of safety and how to react in case of emergency.

6. Staff Relationship
Staff relationship is basically how staff interacts and relate to each other within the work
environment- in this case KFS. It was established that there was little or no harassment/
bulldozing at KFS, however there is a need for improvement especially in areas to do with
customer care and relationship. “I am an employee of KFS yet when I visit some departments to seek services
im treated badly how about external customers”- was obtained from HQ, “ Zone managers are too much-
they don’t want to listen to us and the headquarters is too far we cannot access it”- lamented an employee
from Isiono,yet the same sentiment was also echoed from Port Victoria “We need leaders and not
managers”- Port Victoria. KFS needs to sensitize her staff on the essence of working as a team
rather than in a team this way many goals and objectives will be realized and thus fostering
greater harmony within the service.

28
ENCOM RECOMENDATIONS
Welfare and Salary
It is imperative that KFS to consider and match the welfare of her employees to suit and match
the current market trends and the living condition- cost of living index. It was noted from the
survey that a number of the employees felt that their efforts were not being recognized when the
same was compared to other similar organizations. A respondent from Londianihad this to say “I
look forward to the day when KFS shall be like KFS where employees are taken care of- they are given many
things that we do not get” and another from Marsabit added to this when he commented. “The cost of
living has gone up yet its still the same as when I got employed.”

Uniforms and accessories

A respondent from Kwale indicated that “The service needs to supply us with uniforms and other
accessories such as boots” and the same was also echoed from KajiadoCental “Our Uniforms wear out
fast because of operational duties”.“Increase the frequency of supplying uniforms to at least twice a year”- was
mentioned by a respondent in Mwingi another from Kisumu said “Ceremonial uniforms for rangers to
be provided” -. KFS needs to ensure that her ENCOM staff are adequately facilitated and provided
with uniforms so as to be able to execute and discharge their mandate effectively. It will also be
important that KFS distributes uniforms equally across all conservancies and zones.

Staff Quarters
Staff housing is a motivating factor especially when employees that an organization cares for
them. In this case KFS has strived to provide her personnel with housing units however the
same has fallen short of their expectation and they request that more, better and decent housing
units are provided.

Transportation
There is need to ensure that more vehicles and two wheelers (Motorbikes) are dispatched to
various stations and zones to enhance operations. A respondent from Mt Elgon said “Let there
vehicles dedicated specifically for ENCOM in all stations” yet another from port Victoria said “We need
more vehicles if the strategy to combat illegal logging and destruction of the mangrove is to work”. Therefore
KFS is encouraged to ensure that Encom’s activities and strategies are successful by ensuring
that there are adequate vehicles and facilitation in terms of fuel is followed.

29
Communication
Communication is the backbone of every organization. In this case KFS needs to ensure that
Communication is fast and reliable. This was brought about by respondents requesting among
the following a respondent from Isiolo said “If we cannot be given hand held radios then its better that we
are provided airtime for communication” another fromMombasa added “Let KFS be promp in sending
information” “Information sent should be in form of memo and not work of mouth-verbaly”. It will be of
importance if KFS ensure that forest stations are adequaly facilitated and provided for in terms
of communication.

Armoury
It will be critical for KFS to establish zones and offices that may not have sufficient security
especially in terms of armoury. “We need a better and well equipped armoury” – Rachuonyo.

Gender Compatibility
It was noted during the survey that Gender related issues were taken into consideration
especially when it came to deployment. As such it was noted that Gender balance had been taken
into consideration especilay in consideration to women officers who might not be able to work
in hostile enviromments especially when it comes to managing family and work.

Accesibility
It was noted that some roads needed to be repaired and where there were non-existent roads it
would be important to have roads. This was the case in forest zones and extension around
central conservancy.

Others
1. Introduce schemes of services for the Encom personnel (Rangers)
2. Improve on night outs and allowances
3. Supply and provide clean drinking water

30
 APPENDIX 1: WORK ENVIRONMENT SURVEY QUESTIONNAIRE

NON-ENCOM OFFICERS
WORK ENVIRONMENTQUESTIONNAIRE No _______________

Introduction
Kenya Forest Service (KFS) has contracted Envag Associates Ltd to carry out Work Environment Survey. The purpose of this survey is to find out the
impact of implementation of previous results, establish any gaps and recommend suggestions for improvement in the work environment since the
last survey. We are therefore kindly requesting you to fill this questionnaire and return it to Envag Associate Officer, who will also be available for any
assistance. All questions should have only one answer. Do not indicate your name. Please note further that your response will be treated confidentially.

Please indicate the extent to which you agree with the following statements about KFS, on a five point scale (1-5).
Please indicate the extent to which you are agree with Kenya Forest Service as per the
following statements about KFS, on a five point likert scale (1-5), where 1 = strongly disagree
and 5 = strongly agree
No PARAMETERS
Reason for your answer
agree nor
Disagree

disagree
Strongly

Strongly
Disagree

Neither

Agree
1. PHYSICAL ENVIRONMENT 1 2 3 Agree
4 5
a. Work station/area at KFS is comfortable
b. KFS has enough quality work place furniture
for its staff
c. At KFS Broken furniture & equipment are
repaired on time

31
 Please indicate the extent to which you are agree with Kenya Forest Service as per the
following statements about KFS, on a five point likert scale (1-5), where 1 = strongly disagree
and 5 = strongly agree
No PARAMETERS
Reason for your answer

agree nor
Disagree

disagree
Strongly

Strongly
Disagree

Neither

Agree
Agree
d. Current enclosed office arrangement system is
satisfactory
e. Open office arrangement system with work
stations be adopted
f. Waste disposal is good at KFS
2. OCCUPATIONAL SAFETY 1 2 3 4 5
a. At KFS emergency doors are permanently
locked
b. Staff at KFS knows where to take cases of
emergency
c. There is a safety committee at KFS
d. At KFS’ security gadgets (e.g. alarm) are
operational
e. There are no cases of theft at KFS
f. I have seen First Aid kit around KFS
g. Safety of documents is guaranteed at KFS
h. KFS staff are confident to perform a first aid
i. Staff at KFS have adequate safety training
3. OCCUPATIONAL HEALTH 1 2 3 4 5
a. I am satisfied with the current arrangement by
KFS for provision of staff tea
b. KFS Offices/ stations are well ventilated
c. Provision of clean drinking water at KFS work
stations is adequate
d. General cleanliness of work environment at
KFS is satisfactory
e. Washrooms at KFS are clean

32
 Please indicate the extent to which you are agree with Kenya Forest Service as per the
following statements about KFS, on a five point likert scale (1-5), where 1 = strongly disagree
and 5 = strongly agree
No PARAMETERS
Reason for your answer

agree nor
Disagree

disagree
Strongly

Strongly
Disagree

Neither

Agree
Agree
f. I have not heard of work related illnesses at
KFS in the last one year.
4. WORKLOAD 1 2 3 4 5
a. There are enough staff at KFS to handle
current workload
b. There is no unnecessary last minute rush to do
jobs at KFS
c. Workload at KFS is reasonable
5. STAFF RELATIONSHIP 1 2 3 4 5
a. Harassment and bulldozing is not at KFS
b. At KFS staff gossip never interferes with
work
c. KFS customer service is good
6. RIGHT TECHNOLOGY 1 2 3 4 5
a. Records management system at KFS is good
b. I have no difficulty in using my work tools &
equipment at KFS
c. At KFS, there is a desire to improve internal
operating efficiency of staff
d. I am provided with the necessary work
materials, tools & equipment
7. DISABILITY FRIENDLINESS 1 2 3 4 5
a. At KFS people with disability can access facilities
easily
b. KFS staff provides assistance to people with
disability

33
8. WORK ENVIRONMENT PRIORITY
Below are factors that are typically important in a work environment. Using numbers 1-6, please
rank the following factors in their order of importance to you by indicating the ranking number
besides the factor. Do not repeat the ranking numbers but order them [e.g. 6 is ranked
highest/best and 1 is least].
S. no. Statement Rank
A. Physical work environment
B. Safety
C. Health
D. Workload
E. Work relationship
F. Latest technology

9. How long do you expect to continue working for KFS (tick appropriately)
a) Until retirement [ ]
b) More than 10 years [ ]
c) Between 5-10 years [ ]
d) None of the above [ ]

10. How and to what extent have things changed since you joined KFS (tick appropriately)
a) Better [ ]
b) Slightly better [ ]
c) Not changed [ ]
d) Slightly worse [ ]
e) Very worse [ ]

11. In your opinion, what do you think can be done to make work environment at KFS
the better?
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________

12. What are the things that discourage you most from working for KFS?
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________

13. How long have you worked at KFS? _____________

Thank you for taking time to fill this questionnaire

Name of Enumerator _________________Date of data collection______/______/_______

34
Work Environment Survey Questionnaire No___________
(ENCOM Officers)

Introduction
The Kenya Forest Service has contracted Envag Associates Ltd to carry out work
environment survey. KFS will use the findings of this study to effect changes that will help it to
accomplish its mission. We are therefore kindly requesting you to fill this questionnaire and
return it to Envag Associates Officer, who will also be available for any assistance. All
questions should have only one answer. Do not indicate your name. Please note further that
your response will be treated confidentially.

1. Sex
a. Female [ ]
b. Male [ ]

2. Age (Please tick appropriately below)

a. 18 -24 years [ ]
b 25 -34 years [ ]
c. 35 -44 years [ ]
d. 45 -54 years [ ]
e. 55 years and over [ ]

3. Marital Status
a. Single [ ]
b. Married [ ]
c. Other [...]
Specify________________________________

4. How long have you worked with KFS? ........................................... years

5. Kindly indicate your rank/position............................................. job

grade____________

6. Kindly indicate your Conservation Area

_______________________________________
7. Kindly indicate your Zonal Office and Forest Station
________________________________________

35
8. Please indicate the extent to which you agree with the following statements about KFS, on a five point scale (1-5).

No PARAMETERS

agree nor
Disagree

Disagree

Disagree
Strongly

Strongly
Neither
Reason for your answer

Agree
Agree
1 2 3 4 5
a. Am aware of the forest Act that governs
my work
b. Am aware of the provisions under the
KFS armed wing disciplinary code
c. Am aware of the Service Standing Orders
d. Am aware of the KFS
recruitment/promotion procedure
e. Am aware of the KFS strategic plan
f. At KFS people with disability can access
facilities easily
g. KFS staff provides assistance to people
with disability
h. There is good oversight of Flora and
Fauna conservation at KFS
i. KFS system of sharing information on
forest threats is effective
j. KFS response to forest resource is
satisfactory
k. Provided with appropriate uniform by
KFS.
l. Provision of working tools/equipment
by KFS, like firearms, GPS is adequate
m. I understand my position with regards to
KFS organization & rank structure
n. Provision/ facilitation of transport for
operational duties

36
No PARAMETERS

agree nor
Disagree

Disagree

Disagree
Strongly

Strongly
Neither
Reason for your answer

Agree
Agree
o. KFS has effective emergency response
system
p. The current staff strength at KFS is
adequate
q. Communication of Information system is
effective
r. Communication of Information
equipment are sufficient
s. Relationship between KFS and other
Law enforcement Agencies is good
t. There is no forest habitat destruction
within KFS environment
u. KFS strategy in combating logging is
effective

9. In your opinion how can KFS improve your work environment?

__________________________________________________________________________________________________________________________________
__________________________________________________________________________________________________________________________________
__________________________________________________________________________________________________________________________________
__________________________________________________________________________________________________________________________________
____________________

THANK YOU FOR TAKING TIME TO FILL IN THIS QUESTIONNAIRE

FOR OFFICIAL USE ONLY

Name of Enumerator ___________________________________________
Date of data collection __________________________________________

37
 APPENDIX 2. WORKPLAN

WORKPLAN FOR GROUP ‘A’

No. Conservancy Area County/ Forest Focal Point (e.g. Forest Station or
Zones extension offices)
1. North Eastern Garisa Garisa
Ijara Boni Forest Station
2. Ewaso North Isiolo Merti
Marsabit Mt. Kulal
3. Nairobi Nairobi Ngong hills
Head Quarters Head Quaters
4. Nyanza Migori Migori
Rachuonyo Wire
Kisumu Maseno
Kisii Suneka
Siaya Ramogi
5. Central Nyeri Nyeri
Laikipia Rumuruti
Kiambu Muguga
6. North Rift Baringo Marigat
Marakwet Cherangani
UasinGishu Kapsabet
7. Mau Nakuru Bahati
Kajiado Kajiado Central
Koibatek Majimazuri
8. Western Kakamega Kakamega
Lugari Lugari
Busia Port Victoria
Mount Elgon Kaboywa
9. Eastern Meru Central Meru
Embu Irangi
Mwingi Mumoni
Machakos Iveti
10. Coast Taita-Taveta TaitaTaveta
Malindi Gede
Mombasa Mombasa

38
Category Target areas
Employees Headquarters
Conservancies Mombasa
Garissa
Isiolo
Embu
Nyeri
Nakuru
Kisumu
Kakamega
Eldoret
Kenya Forest College - Londiani
Customers & Suppliers As per guidelines

39
Date Gro KFS Centre Category Date Gro KFS Centre Category Date Gro KFS Centre Category
(Sept up (Sept up Sept up
) )
2/9/ A Headquarters ESS/W 2/9/ B Headquarters ESS/W 2/9/ C Headquarters ESS/W
13 ES/ 13 ES/ 13 ES/
3/9/ Conserva Momb CPS 3/9/ Conserva Emb CPS 3/9/ Conserva Kisum CPS
13 ncies asa 13 ncies u 13 ncies u

4/9/ Gariss 4/9/ Nyer 4/9/ Kakam

13 a 13 i 13 ega
5/9/ Isiolo 5/9/ Nak 5/9/ Eldore
13 13 uru 13 t
6/9/ Kenya Forest
13 College –
Londiani
9- A Communities and CSS/CP 9- B Non Government CSS/CP 9- C Government CSS/CP
10/9 land owners S 10/9 Organizations S 10/9 agencies: S
/13 Private Sector /13 Development /13 Community Based
partners Organizations
11/9 Agro-based Industry 11/9 Research/Academi 11/9 Women Groups
/13 /13 c Institutions /13
Youth Groups The General public Civil Society
Organizations
12/9 Suppliers
/13
13/9 A Nairobi - HQ key 13/9 B Nyeri-Nyeri key 13/9 C Busia - Port Victoria key
/13 informa /13 informa /13 informa
nts Baringo - Marigat nts nts
16/9 Nairobi - Ngong FGDs 16/9 Baringo - Marigat FGDs 16/9 Mombasa - Mombasa FGDs
/13 /13 /13
17/9 Kajiado – Kajiado 18/9 UasinGishu- 18/9 Machakos - Iveti
/13 Central /13 Kapsabet /13
20/9 Laikipia-Rumuruti
/13
Total of 15 Days

40
41