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"For officers with persistent sub-standard performances, we must take actions resolutely so that they will not have an adverse impact on civil service morale or on the performance of the Government as a whole," said the Secretary for the Civil Service, Ingrid Yeung.
To enhance performance management of the civil service, the HKSAR government will streamline the mechanism of retiring officers on grounds of persistent sub-standard performance under section 12 of the Public Service (Administration) Order (PS(A)O).
It aims to promulgate the implementation of the new mechanism and procedures to all civil servants within this year.
The Secretary for the Civil Service, Ingrid Yeung, introduced the five main contents of the streamlined mechanism on 4 August 2023 (Friday) as follows:
- Well-defined and clear guidelines will be outlined to enable Heads of Departments (HoDs), Heads of Grades (HoGs), administrators and all civil servants to understand clearly the procedures for handling persistent sub-standard performers; and to improve the efficiency of the mechanism while maintaining the principle of impartiality, upholding due process, and safeguarding the reasonable rights of the officer concerned.
- Civil servants affected will be entitled to make official representations in relation to performance issues twice, down from four times in the past. This is to ensure that the officer will have sufficient opportunities to make representations which will be fully considered by the decision-making authority when key decisions are made, and that the efficiency of the mechanism will be improved.
- Underperformers will only be able to extend an observation period – during which they are expected to show improvement – once, and for specific reasons only. The move could reduce delays caused by hesitation of the management in making decisions.
- The requirement for HoDs or HoGs to set up and consult an independent panel within the department following an observation period and prior to submitting a case to the Civil Service Bureau (CSB) will be dispensed.
- If a special or observation appraisal is called for due to an officer’s persistent sub-standard performance but the officer has also been recommended for a salary increment in an annual appraisal, a stoppage or deferment of the increment will be mandated.
“Improving and strengthening the handling of persistent non-performers is one of the key measures to further enhance civil service management. The procedures of the current mechanism are too complicated and lengthy. We have reviewed and streamlined the procedures under the principle of impartiality and fairness in order to improve the efficiency and effectiveness of the mechanism and keep up with the times,” Yeung said.
"Management must provide supervision and assistance to officers with unsatisfactory performances early. For officers with persistent sub-standard performances, we must take actions resolutely so that they will not have an adverse impact on civil service morale or on the performance of the Government as a whole."
The Chief Executive John Lee announced in his 2022 Policy Address the strengthening of the civil service management system. For officers whose performance remains persistently sub-standard despite supervision and assistance, their appointments should be terminated in a timely manner. Where an officer is not performing up to the required standard, management will help him/her to improve their performance through counselling, training or other administrative measures as appropriate. When these measures do not yield the expected results, action will be pursued under section 12 of the PS(A)O to retire him/her in the public interest.
The CSB has consulted the Public Service Commission on the aforementioned measures and is in the process of collecting views from the staff side by meeting with the representatives of the four civil service central consultative councils and representatives of the four major civil service groups.
Lead image / news.gov.hk
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