WELCOME TO Costek Alma

We are a team of Quantity Surveyors, Building Economists and Projects Managers dedicated to serve you

Why Choose Costek Alma?

We are using modern technology and other resources that have resulted in increased efficiency and effectiveness. This has led to reduced costs of operations, benefits of which are passed on to our Clients. We aim to support our clients in achieving value for money, timely project delivery, and sustainable construction practices

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Our Values

We have build our foundation based on:

  • Professionalism
  • Honest & Integrity
  • Social Responsibility
  • Safety
  • Self Image

Our Mision

To deliver world class quality construction consultancy services at all times

Our Vision

To be an international premium service provider in construction consultancy

Our HR and Operations Manual

This is a summary of our HR policy manual, effective from January 2017 and last updated in March 2026, serves as the definitive guide for all human resources policies and procedures at COSTEK-ALMA, a construction consultancy firm. It is built on the philosophy that employees are the primary source of competitive advantage and is designed to attract, retain, and motivate a talented workforce in alignment with the company's vision, mission, and core values (Honesty and Integrity, Quality of Service, Professionalism, and Corporate Social Responsibility).

The manual is structured into 16 key sections, covering the entire employee lifecycle:

  1. Introduction & Philosophy: Outlines the manual's purpose, its basis in Kenyan law, and the company's HR philosophy focused on building an innovative and skilled team
  2. Definitions: Clarifies key terms like categories of staff (contract, probation, interns), family, remuneration, and statutory regulations.
  3. Recruitment & Selection: Details a merit-based, fair, and transparent process. It covers everything from vacancy assessment, job descriptions, and advertising to screening, interviewing, referencing, and making the final offer. It includes specific clauses for internal promotions, rehiring former employees, and employment of relatives.
  4. Internship Policies: Provides a framework for managing interns, with a maximum 6-month term, a focus on mentorship, and performance evaluation.
  5. Learning & Development: Emphasizes continuous professional growth. It covers training needs identification, induction programs, study leave (up to 5 days paid), career management, succession planning, and membership in professional associations.
  6. Performance Management: Establishes a two-way, continuous process for performance improvement. It outlines the use of Key Performance Indicators (KPIs), a formal annual appraisal process, and a link to performance-related pay and career development.
  7. Salaries, Benefits & Allowances: Defines the compensation philosophy based on fairness and market rates. Notably, there is no formal salary scale, no acting allowance, no overtime pay (except where contractually specified or as per governing law), and no service pay. It mentions a pension scheme and the company's discretion on staff loans.
  1. Attendance, Working Hours & Leave: Specifies a Monday-to-Saturday work week (approx. 45 hrs). Leave entitlements include 21 days of annual leave, 30 days of full-pay sick leave, 90 calendar days of maternity leave, 2 weeks of paternity leave, and 1 week of compassionate leave. Unused leave may be forfeited after 18 months.
  2. Medical, Safety, Health & Security: Commits to a safe and healthy workplace. It prohibits HIV testing for employment, offers medical cover, and provides guidelines on occupational safety, personal protective equipment (PPE), accident reporting, and a strict policy against drug and substance abuse. A non-discriminatory policy for employees with HIV/AIDS is included.
  3. Harassment: Has a zero-tolerance policy for any form of harassment, including sexual harassment and bullying. It provides a clear definition, reporting procedures, and a formal complaint process that ensures confidentiality and a fair hearing.
  4. Conduct, Discipline & Grievance: Outlines the code of conduct (dress code, conflict of interest, confidentiality) and a clear, progressive disciplinary procedure (oral warning, written warning, final written warning, dismissal) for misconduct. It also details a formal grievance process for employees to raise concerns.
  5. Separation / Termination: Covers both voluntary (resignation) and involuntary (dismissal, redundancy) termination. It mandates exit interviews, a formal handover process, and stipulates that severance pay is only provided in cases of redundancy.
  6. Company Travel Policy: Provides guidelines for travel expenses, including the use of company vehicles, air travel (economy class for most staff), per diem allowances, and the reimbursement of business-related entertainment expenses.
  7. Integrity of Records: Establishes the rules for maintaining confidential personnel files. Employees have the right to view their files, but documents cannot be altered or removed.
  8. Information & Communications Technology Policy: Governs the use of company ICT resources. It emphasizes that company equipment is for business use, prohibits offensive or inappropriate content, mandates password security, and clarifies that there is no expectation of privacy in company emails or internet usage.
  9. Sustainability Policy: Commits COSTEK-ALMA to environmentally responsible, socially responsible, and ethically governed operations. It covers sustainable procurement, environmental management in projects, and a dedication to social responsibility.