INDUSTRIAL ATTACHMENT REPORT

AT MINISTRY OF ROADS, INFRUSTRUCTURE AND

PUBLIC WORKS

STARTED ON ………………………………….

NAME: …………………………………………

COURSE: ……………………………………….

ADM NO: ………………………

DEPARTMENT: ………………………………..

THIS REPORT IS SUBMITTED TO KENYA NATIONAL

EXAMINATION COUNCIL FOR THE PARTIAL
FULFILLMENT OF THE REQUIREMENT FOR THE
AWARD OF ……………………………..

SUPERVISED BY: ……………………………….

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 DECLARATION

I hereby declare that field attachment report is my original work and it has not been submitted

before academic award of either in this or other institution of higher learning for academic

publication or any other purpose.

CANDIDATE NAME: ………………………………………………………….

SIGNATURE ……………………………… DATE……………………………………..

SUPERVISOR’S CERTIFICATION

SUPERVISOR’S NAME: …………………………………………………….

SIGNATURE ……………………………………… Date……………………..

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 DEDICATION

This field attachment report is dedicated to dearest family members and to the Kenya National
Examination Council for the award of Diploma

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 ACKNOWLEDGEMENT

I thank the lord for the opportunity of a remarkable period in Ministry of Roads, Infrastructure
and Public Works. I extended my sincerely gratitude to my brother for funding my attachment it
is through the valued support that I was able to accomplish this training. Many thanks to the
management and staff of Ministry of Roads, Infrastructure and Public Works. The success of my
industrial training is largely based on self-support.

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Contents
DECLARATION.......................................................................................................................................2
DEDICATION...........................................................................................................................................3
ACKNOWLEDGEMENT........................................................................................................................4
MANDATE...................................................................................................................................................7
VALUES........................................................................................................................................................7
ROADS SECTION..........................................................................................................................................8
PUBLIC WORKS SECTION.............................................................................................................................8
TRANSPORT AND SAFETY SECTION............................................................................................................8
The HR Directorate is responsible for:.......................................................................................................9
CHARPTER ONE...................................................................................................................................10
1.0 INTRODUCTION.............................................................................................................................10
1.2 Objectives of the Policy.....................................................................................................................10
1.3 Principles of Internship.....................................................................................................................11
1.4 Scope...................................................................................................................................................11
1.5 Policy Statement................................................................................................................................11
1.6 Legal and Policy Framework............................................................................................................11
1.6.1 The Constitution of Kenya.............................................................................................................12
1.6.2 International Labour Organization (ILO)....................................................................................12
1.6.3 The Employment Act 2007.............................................................................................................12
1.6.4 Persons with Disabilities Act, 2003................................................................................................12
1.6.5 Work Injury Benefits Act, 2007.....................................................................................................12
1.6.6 Occupational Safety and Health Act, 2007...................................................................................12
1.6.7 Labour Relations Act, 2007............................................................................................................12
1.6.8 Kenya National Youth Policy.........................................................................................................13
1.6.9 Human Resource Manual..............................................................................................................13
CHAPTER TWO.....................................................................................................................................13
INSTITUTIONAL FRAMEWORK.......................................................................................................13
2.0 Institutions/Agencies for Management and Implementation of the Policy....................................13
2.1 County public service Board.............................................................................................................14
2.2 County Human Resource Advisory Committee..............................................................................14
2.3 Departments.......................................................................................................................................15

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2.4 ORGANIZATIONAL STRUCTURE, MINISTRY OF ROADS, INFRUSTRUCTURE AND
PUBLIC WORKS....................................................................................................................................17
CHAPTER THREE.................................................................................................................................18
LEDGER SECTION...............................................................................................................................18
CHEQUE WRITING..............................................................................................................................18
THIRD PAYMENT PARTY..................................................................................................................18
POSTING MEMBERS ACCOUNTS.....................................................................................................19
DUTIES I CARRIED OUT IN THE SECTION...................................................................................19
CHALLENGES FACED IN THE SECTION.......................................................................................19
CHAPTER FOUR...................................................................................................................................20
SALARIES AND WAGES SECTION...................................................................................................20
CHAPTER FIVE.....................................................................................................................................21
CREDITORS SECTION........................................................................................................................21
Delivery note.............................................................................................................................................21
Invoice.......................................................................................................................................................21
Payment voucher.......................................................................................................................................21
Challenges facing the creditors section..................................................................................................22
SACCO GOALS AND OBJECTIVES...................................................................................................23
CHALLENGES.......................................................................................................................................23
RECOMMENDATIONS........................................................................................................................24
CONCLUSION........................................................................................................................................25

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MANDATE
 Infrastructure development and maintenance.

 Open up all access roads by repairing, grading and gravelling

 Connect All Weather roads with bridges

 Repair and maintenance of roads to primarily be done through own machinery and
MOUs with local sugar companies.

 Enhance monitoring and evaluation through stringent inspections.

 Institutionalize change management and organizational culture in managing people in

depth.

VALUES
 Accountability

 Integrity

 Accessibility

 Equity

 Transparency

 Excellency

 Responsiveness

 Teamwork

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ROADS SECTION
The road directorate is charged with planning, designing, developing and supervising of projects
to ensure safe, durable, functional and economical building of roads and bridges.

Besides design work, the department also undertakes feasibility and technical investigations of
sites, supervise the tendering procedures and logically resolve design and development problems
associated with roads.

PUBLIC WORKS SECTION

This section facilitates provision and maintenance of building and other public works within the
county. It also oversees development of design for public buildings, preparation of bill of
quantities for building projects and other public works. The directorate provides projects and
contract management services to building projects.

TRANSPORT AND SAFETY SECTION

This section oversees erection of road furniture, creation of bus bays, maintaining and improving
transport systems, licensing, creation of transport policies and liaising with other players to
enforce transport policies and regulations. The transport and safety department also includes the
Fire Section which deals mostly with all types of disasters including fires, firefighting and
rescue, emergency medical response services, trainings through lectures and demonstrations,
drills, building inspections and enforcement of fire safety legislation/ compliance and fire
investigations.

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The HR Directorate is responsible for:
 Recruitment and selection

 Maintaining a good working environment

 Employee-Employer relationships

 Labour law compliance

 Compensation and benefits

 Training and development

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CHARPTER ONE

1.0 INTRODUCTION

The high rate of unemployment in Kenya has been a source of great concern for policy makers in
County governments and other key sectors. One of the contributing factors to this state of affairs
is the lack of practical work-based experience among the graduates. Every year, thousands of
young people graduate from post school institutions and universities with certificates, diplomas
and degrees from a wide range of academic and technical disciplines. However, their preparation
for afterschool work and life is generally low, leading to a sense of frustration and a great feeling
of betrayal of the societal contract i.e. growing up, schooling and raising a family and
contributing to the country’s growth. Employment opportunities for the youth marks an
important transitional period towards independence, increased responsibility and active
participation in national as well as societal development. The converse is also true; left on their
own without attendant remedial strategies, they are likely to fall into social ills such as crime,
drug and substance abuse, and religious fanaticism. As a County Government and in tandem with
the National Agenda on strengthening youth employment and entrepreneurship, the County
Government of Bungoma has a role to play in ensuring that the youth, especially those with
relevant qualifications, are offered opportunities to enable them gain practical work experience
and/or fulfil the legal requirement for registration by professional bodies. It is therefore pertinent
that the County establishes an internship programme, which would be a contribution to the
government’s effort to alleviate youth unemployment by offering them a chance to gain
workplace experience, thus enabling them to have a competitive edge in their job search.

1.2 Objectives of the Policy

i) Ensure a well-structured and coordinated internship programme;

ii) Provide a framework and standards applicable to all interns;
iii) Ensure effectiveness and efficiency in implementation and management of internship
programme
iv) Provide a framework for monitoring, evaluating and reporting for improvement and
sustainability of internship programmes.

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1.3 Principles of Internship

1. Promotion of equity and fairness by ensuring inclusivity and accessibility of opportunities to

interns from diverse backgrounds at any one time to represent the country’s demographics
through transparent recruitment and selection procedures.

2. Professionalism in ensuring that the interns are provided with and acquire the practical
experience required for their professional and career development. Professionalism can also be
encouraged by assisting interns to develop human relations skills, decision-making abilities and
management of office activities.

3. Capacity of the County to accommodate interns in terms of resources such as office space,
facilitative and mentorship capabilities.

4. Efficiency of the internship programme on the basis of cost-effectiveness. 6 5. Relevance, fit

to purpose and quality supervision through ensuring provision of appropriate and relevant work
experience that is commensurate with the intern’s qualifications. 6. Adherence to County
Government programmes and activities.

1.4 Scope

This Policy shall apply to the County of Bungoma.

1.5 Policy Statement

County Government of Bungoma is committed to providing opportunities to the youth who have
completed their courses to acquire workplace experience to enhance their employability. Further,
graduates with professional qualifications will continue to be granted internship opportunities to
enhance their professional development for registration with respective bodies.

1.6 Legal and Policy Framework

This policy is in compliance with the Constitution of Kenya 2010, International Conventions,
legal, statutory and policy requirements. Some of these include:

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1.6.1 The Constitution of Kenya

a) Article 10 - national values and principles of governance.

b) Article 232(1) (i) - values and principles of public service.

c) Article 55 requiring the state to take measures to ensure the youth have access to education

1.6.2 International Labour Organization (ILO)

Conventions The labour laws in Kenya draw their provisions for the safety and protection of
workers from the ILO conventions.

1.6.3 The Employment Act 2007

The Act provides for non-discrimination in the process of recruitment and appointment/contract
of service and protection of workers at the work place.

1.6.4 Persons with Disabilities Act, 2003

The Act provides that persons with disabilities shall be eligible for engagement as apprentices or
learners where their disability is not such as to impede their performance in a particular
occupation.

1.6.5 Work Injury Benefits Act, 2007

The Act requires persons employed to have insurance and to be compensated when injured
during work-related assignments.

1.6.6 Occupational Safety and Health Act, 2007

The Act provides for security, safety, health and welfare of persons at work.

1.6.7 Labour Relations Act, 2007

The Act provides for protection of workers’ rights. 7

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1.6.8 Kenya National Youth Policy.

The policy envisions a society where youth have equal opportunity to realize their fullest
potential and identifies the most important youth issues as unemployment and underemployment;
health; school and for College drop-outs; crime and deviant behaviour; limited sports and
recreational facilities; abuse and exploitation; limited participation and lack of opportunities,
among others.

1.6.9 Human Resource Manual

The Manual provides that there shall be an equal opportunity in employment and shall not in its
recruitment discriminate on the basis of gender, age, race and ethnicity or entertain any other
form of discrimination. County Government of Bungoma shall comply with the provisions of
article 232 (h) and (i) of COK, 2010.

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CHAPTER TWO

INSTITUTIONAL FRAMEWORK

2.0 Institutions/Agencies for Management and Implementation of the Policy

For proper management and effective implementation of the programme, the following
institutions/agencies will be involved:

(i) County public service Board (CPSB)

(ii) County Human Resource Advisory committee
(iii) Departments

2.1 County public service Board

The County Public service Board will oversee the management and implementation of the
internship programme. The service board will undertake the following:

(i) Issue policies and guidelines;

(ii) Collect, collate and put in the public domain information on internship opportunities
in the public service;
(iii) Establish an appeals mechanism to hear appeals that may arise;
(iv) Receive reports and maintain a database on internship;
(v) Monitor and evaluate the implementation of the internship programme in the public
service.
(vi) Undertake annual reviews and analyse performance of internship programmes in the
service.

2.2 County Human Resource Advisory Committee

The County Human Resource Committee will be responsible for the management and
implementation of the internship programme within the county. It will:

(i) Develop and regularly review the internship policy and guidelines;
(ii) Implement the internship policy and guidelines;

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 (iii) Develop internship plans and budget for the programme;
(iv) Generate and forward information on internship opportunities to the County Public
Service Board;
(v) Select and place interns;
(vi) Develop an internal database and submit quarterly reports on internship to the County
Public Service Board;
(vii) Monitor, evaluate and report on the internship programme.

2.3 Departments

i) Identify training opportunities

ii) Analyse and forward to CHRAC through Departmental Human Resource Advisory
Committee (DHRAC)
iii) Supervise the interns
iv) Submit monthly and quarterly reports and on interns to Director Human Resource
v) Trainee and mentor the interns

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2.4 ORGANIZATIONAL STRUCTURE, MINISTRY OF ROADS, INFRUSTRUCTURE
AND PUBLIC WORKS

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CHAPTER THREE

LEDGER SECTION

It is part of finance section, section, is charged with the following responsibilities members
payments, updating of cheques and recording of account. If the saving journals and members
personal account.

The above section is divided into sub individual headed by the manager and his chief cashiers

CHEQUE WRITING

The cheques are written as per the payment transfer and respective voucher. The cheque number
is indicated on transfer and on a voucher to avoid the recirculation of the voucher leading to
doubles payment cheques are taken to cooperative manager accompanied by respective transfers
for signed by the manager are received book in the office

THIRD PAYMENT PARTY

Ministry of Roads, Infrustructure and Public Works does not have enough machines to produce
the cards like members personal cards receipts saving journals and even book keeping

The processing of these payments goes through some produces as that of members payment but
the only differences is that cheques signed by finance manager don’t got back for the main office
to a sign it.

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POSTING MEMBERS ACCOUNTS

The members accounts are debited by the staffs through the system whereby the source
document provides the details from which he captures the following issues date list numbers
members names net payment, cheque number date poster bank name and other officers

DUTIES I CARRIED OUT IN THE SECTION

- Preparing payments of members

- Book keeping document in the control ledger register book before dispatching them to
section responsible

CHALLENGES FACED IN THE SECTION

- Conflicting between among the staffs

- Inadequate funds and loans to access to members
- Insufficient materials
- Instances arise where payment is remitted to a members due to conflicting names thus
promoting the cooperative to such offices

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 CHAPTER FOUR

SALARIES AND WAGES SECTION

The section deals with payment of salaries to permanent employees and wages to casual
employees which is usually made periodically

Duties I performed while at the section

- Separating the cash pay from the bankers

- Posting payroll inputs

Challenges facing the section

- It is tedious and time consuming to stick receipts

- It is confusing especially for staffs with more than one staff
- Code when packeting the pay-slips

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 CHAPTER FIVE

CREDITORS SECTION

Creditor’s payment process

Purchase of goods from various suppliers on creditor and cost of delivery

It also receives certain contract service on account to track those transactions and honor the
payment of the company needs

Delivery note

This is raised by the suppliers to indicate items received specified

The delivery note is counter signed by the receiving office and will serve as evidence that goods
were actually received

Invoice

These will be used to record any items reformed to supplier for wholesaler reason

Payment voucher

Once the entire necessary documents have been availed the clerks will input into the program
and a payment voucher will be printed to be used in verification authentication and approval of
payment

The creditors accountant will ensure that all calculations of amount payable to members and the
KRA is correct to avoid over payment and benefits according

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Challenges facing the creditors section

- Payment made to some member is made when they are overdue despite the fact that there
is enough funds.
- Some document necessary to effect the payment are sometimes received other the
relevant due date hence slowing the payment

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SACCO GOALS AND OBJECTIVES

- To establish and manage coffee plantation and assist others to do so.

- To attain self- sufficiency in coffee production
- To develop the bodily needed infrastructure by improving the rural communication
system
- To decentralize industries from major urban centres to rural an thereby opening the lather
to increase commercial activities
- To substitute imports and therefore save the much needed foreign

CHALLENGES

This chapter covers the problems encountered the recommendation on how to counter to
problems and the conclusion

Challenges encountered

- Lack of funds for my upkeep

- Few chairs at finance section failing to accommodate some attaches
- Lack of computer to carry out day to day activities
- Noise from the vehicle pass by
- Restricting of the office lay out leading to some attaches lacking space
-

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RECOMMENDATIONS

The Sacco should come- up with very competitive different function strategy which will give it
an edge in the competitive Sacco

The organization should purchase computers for the strategy and planning departments to run its
activities and effectively

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CONCLUSION

I thank the almighty for granting me good healthy and protection throughout my attachment

In conclusion the entire attachment has been a great success and exposure

Staffs has been cooperative and supportive towards my attachment that’s by sacrificing their
time and resources available to share with me thus this opportunities has helped I to gain the
necessary skills relevant for work after study

I would like to be granted a chance in this institution

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