Uproar over police promotions as officers allege bias and favoritism

A wave of dissatisfaction has engulfed the National Police Service (NPS) following recent promotions of senior officers, with allegations that the process is marred by ethnic favoritism, bribery and insider connections, benefiting a select few at the expense of merit and fairness.

The controversy has reignited long-standing concerns about ethnic bias and politicization in Kenya’s security sector, issues previously highlighted in the exit report of the former commissioners of the National Police Service Commission (NPSC), led by Eliud Kinuthia.

Insiders claim new names are being added to the promotion list during the transition period, fueling suspicions of exploitation of the power vacuum to favour preferred candidates.

The failure to publish the full list of promoted officers has deepened mistrust, with fears of potential lawsuits from aggrieved officers.

On March 12, the NPSC announced the promotion of 738 officers across various ranks in the Kenya Police Service, Administration Police Service and Directorate of Criminal Investigations (DCI).

The promotions, approved during a commission meeting on March 10, were described by the Inspector General as competitive, transparent and balanced in terms of regional, ethnic and gender representation.

However, multiple sources within the NPS dispute this, alleging that the process disproportionately favored officers from one ethnic group while sidelining qualified candidates from others.

A senior DCI officer, speaking anonymously, lamented the evident ethnic bias, particularly in the elevation to Commissioners of Police (CPs).

“We have many competent officers from other communities at the rank of Senior Superintendent of Police (SSP) who deserve promotion to CP, yet their names were overlooked. This trend is consistent across other formations,” the officer revealed.

Another officer expressed frustration over what they described as a pre-determined promotion list, claiming merit was sidelined for ethnic affiliations.

“This isn’t the first time we’ve seen this, but it’s now too blatant to ignore. We expected a fair and balanced process, but that didn’t happen,” they added.

These allegations echo concerns raised in the NPSC commissioners’ exit report. Submitted to President William Ruto on March 17, the report warned of a “coup by senior police officers” in promotions and transfers.

It noted that senior officers at Vigilance House often bypassed the NPSC by submitting promotion lists only after changes were made, fostering perceptions of bias and undermining the commission’s constitutional mandate.

Transparency and fairness

The report recommended that police chiefs submit names and particulars of officers proposed for promotion or transfer to the NPSC beforehand to ensure transparency and fairness.

Despite an official statement from the outgoing NPSC chairperson affirming that the promotions adhered to Article 246(a) of the Constitution, emphasizing regional, ethnic and gender balance, our findings suggest otherwise.

Discontent over the promotions runs deep across all ranks.

While the NPSC’s exit report acknowledged concerns about officers stagnating in the same rank for decades, the latest promotions appear to ignore these recommendations, further fueling frustration.

The report highlighted the negative impact of long-term stagnation on morale and performance, advocating for a performance-based promotion system.

However, the recent promotions have sparked fresh grievances instead of addressing these issues. Last September, 1,957 veteran constables aged 53–59 were promoted after over 30 years in the same position.

While welcomed, many viewed the move as a token gesture that failed to address systemic flaws.

“After three decades, a promotion feels more like sympathy than recognition,” said an officer who waited for 28 years for advancement

The latest promotions, particularly the elevation of 14 officers to Senior Assistant Inspector General of Police (SAIG), have sparked major controversy.

Among them is former Nairobi Region Commander Adamson Bungei, who, until his promotion, served as Director of Operations at Vigilance House.

His tenure has been criticized for his handling of protests, including allegations of police brutality during demonstrations against the Finance Bill 2024 and the unresolved killing of activist Rex Masai in June last year.

Bungei, 49, has faced scrutiny for his rapid rise, with critics noting he was promoted three ranks in just 30 months—a climb that typically takes a decade—despite not meeting required service duration and experience.

His promotion was previously suspended by the Employment and Labour Relations Court in 2023 over legality concerns. “These aren’t promotions; they’re coronations,” one officer remarked. “The lists are finalized at Vigilance House long before reaching the commission.”

Another added, “Some officers climb ranks in two years, which is astonishing, as rules require at least three years per promotion.”

Transfer regulations

The lack of transparency has fueled suspicions. Despite repeated requests for the full list of 738 promoted officers on March 18 and 23, and follow-up calls, our inquiries went unanswered.

Police Spokesperson Michael Muchiri Nyaga directed us to the NPSC secretariat, which did not respond to our emails or calls.

However, we obtained a list of 192 names, confirmed by sources as part of the 738 promotions announced by former NPSC Chairperson Kinuthia. Our analysis revealed that 24 per cent (46 officers) are from one community, with the pattern more pronounced in higher ranks.

Additionally, 135 officers were promoted to CP, 277 to SSP, 261 to Superintendent of Police (SP), and 50 civilian staff also benefited.

Despite these figures, discontent persists over the perceived exclusion of officers from other regions, particularly in CP roles, which carry huge responsibilities.

The NPSC’s exit report recommended strict adherence to promotion and transfer regulations, but these appear to have been ignored, fueling the current uproar.

Chapter 34 of the NPS Standing Orders outlines a merit-based promotion system, requiring specific qualifications, experience and performance standards.

The NPSC (Promotions) Regulations, 2015, emphasize experience, training, years of service and examination standards. However, sources claim some officers bypass mandatory training or fail law exams yet still secure promotions, raising questions about selective waivers.

Disgruntled officers warn that unaddressed ethnic bias and corruption claims could erode morale, affect service delivery, and undermine internal cohesion.

“We swear to serve all Kenyans equally, but when officers feel sidelined due to ethnicity, it breeds resentment. Promotions should be merit-based, not tied to political connections,” one officer stated.

Some officers are calling for intervention by oversight bodies like Parliament and the Kenya National Commission on Human Rights (KNCHR).

“Claims of tribal favoritism, bribery, and political ties cannot be ignored. Parliament and KNCHR must act, or this could escalate into a major crisis by 2027,” another warned.

A veteran officer remarked, “We’ve created two police services—one where careers grow through merit, and another where they’re bought or bestowed.”

Police Spokesperson Nyaga dismissed the allegations as “wrong and misguided,” insisting promotions were merit-based and followed due process.

He urged dissatisfied officers to appeal or provide evidence of misconduct, emphasizing that promotions consider experience, service length, and national diversity.