The National Police Service Commission (NPSC) has kicked off a rigorous interview process for the promotion of senior police officers, marking a significant milestone in its ongoing reform agenda.
Speaking during a press briefing held at the CBK Pension Towers, NPSC Chief Executive Officer (CEO) Peter Leley and Acting Chairperson Commissioner Edwin Cheluget outlined the progress the commission has made in discharging its constitutional mandate under Article 246.
Leley highlighted the importance of transparency and public accountability in the Commission’s operations.
“It is the right of Kenyans and everybody to receive progress from time to time about how we are carrying out our mandate,” Leley said.
He added that the commission had an ongoing promotion process for police officers rising from the rank of Chief Inspector to Assistant Superintendent of Police (ASP).
According to Leley, a total of 132 senior officers are currently undergoing interviews after successfully completing rigorous training at various police institutions.
“These officers have gone through training in various colleges and are now being assessed for suitability to progress to the next rank,” he said while emphasizing that the initiative was a critical component of the Commission’s responsibility to manage human resources within the National Police Service.
The acting Chairperson, Commissioner Edwin Cheluget, further elaborated on the broader strategy behind the promotions.
“We have had a robust programme for senior officers who are aspiring to progress to higher ranks,” Cheluget said.
He acknowledged the commendable efforts by the police command under the Inspector General, noting that the officers had received high-level training at Kiganjo Police Training College and Emali College, with 69 officers trained at Emali and 63 at Kiganjo.
“These promotions are not just ceremonial, they reflect the training, preparedness, and leadership capabilities of officers moving into critical roles such as sub-county and county commanders,” Cheluget explained.
Beyond promotions, both Leley and Cheluget underscored the Commission’s long-term vision to digitize police recruitment and resource management. According to them, a new digital recruitment system has been in development for two years and is nearing full implementation.
“This new system will reduce human interaction, enhance transparency, and significantly cut down corruption and bribery,” Leley affirmed.
He explained that the digital system will include online applications, pre-recruitment clinics in low-connectivity areas, and automated shortlisting processes. Field-level recruitment will only involve shortlisted candidates, ensuring efficiency and fairness.
The Commission has also taken extensive cybersecurity measures, including firewalls and capacity enhancements, to manage large volumes of data during recruitment periods.
Cheluget added that the Commission is fully operational despite some commissioners having completed their terms, citing the legal minimum number of members required to proceed with its mandate.
“We are still functioning effectively while we await new appointments by the appointing authority,” he said.
Importantly, the Commission is also working in close collaboration with Parliament and the Ministry of Interior to secure sufficient budget allocations that will enable it to carry out its functions optimally.
“This is a multi-functional issue, and Parliament is convinced that things must be done differently. We are grateful for their support,” Leley said.
In a direct response to concerns about fairness and effectiveness in promotions, the Commission confirmed that candidates had undergone leadership and management training, with suitability assessments being the final step before deployment.
“They finished their training in February, and immediately after these interviews, they will be posted,” said Cheluget, adding that the process is cyclical, with the next cohort soon heading to the training colleges.
The two officials concluded by reaffirming their commitment to professionalism, transparency, and modernization within the National Police Service.
“This is a game changer in terms of police recruitment, training, and human resource management,” Leley said adding, “With these reforms, we are building a future-ready police force.”
The media briefing drew attention to the Commission’s strategic shift toward merit-based promotions and its focus on ethical training and digitization, which could mark a new chapter for law enforcement administration in Kenya. The reform efforts, once fully implemented, are expected to restore public confidence and improve service delivery across the National Police Service.
By Victor Kiplagat and Fride Amiani
