The Singapore Public Service The largest single employer

The Singapore Public Service The largest single employer in Singapore – 140, 000 officers 60, 000 civil servants 80, 000 statutory board employees 16 Ministries, 10 Organs of State, 64 statutory boards 50% graduate officers, 25% diploma holders Median age group: 31 -35 years

HR Principles & Philosophy Nation needs an effective Public Service To meet the needs of the public Government needs a fair share of talent To lead in national development Leadership is key To ensure long-term survival and prosperity Meritocracy is the foundation To make the best use of talent in the development of the nation

Historical Perspective 1960 s-1970 s Legacy of the British Civil Service Seniority-based system Lifelong career and job security 1980 s-2000 s Competition for talent Decentralisation from 1995 Devolution of personnel authority from the Public Service Commission to a system of Personnel Boards New performance management system

HR Management System Organisation Category of Officers Public Service Commission Very senior civil servants [e. g. , Permanent Secretaries] Special Personnel Board Officer in senior management and Administrative Officers Senior Personnel Boards Officers in graduate schemes Personnel Boards Junior officers [e. g. , clerical officers]

HR Management Framework The Process Attract Identify, Recruit, Appoint Confirm/Deploy Develop Performance Management Assess Reward & Recognise Develop Deploy or Exit

Attraction & Recruitment Attraction and Recruitment Tools and Strategies Marketing Tools Pay Rewards Employment Schemes Work Life Harmony Green harvesting, Scholarships, Internships Competitive wages Performance-based pay Contracts, Casual, Permanent Flexible work arrangements

Training & Development Every officer has a training roadmap Joint responsibility of the officer and his supervisor, based on the total training plan of the organization Every officer is entitled to a minimum of 100 hours of training and development a year 60 hours for job related training 40 hours for own personal development Officers go on unrecorded leave for courses and examinations

Training & Development Mandatory service-wide training programmes For core skills such as National Education, Cut Red Tape, Work Improvement Teams Milestone programmes at critical career points E. g. , Foundation Programme, Senior Management Programme, Leaders In Action Programme Organization-specific training programmes Sponsorship programmes for post-graduate studies Extended and continuing training and development for long term employability

Training & Development Job rotation Within ministries Across ministries Outside ministries To help public officers acquire a wide range of skills and a whole-of-government perspective To stretch the officer’s capacity to help him unleash his full potential To have a better understanding of the officer’s strengths and weaknesses for development

Management of Public Service Leaders Career Movement Training & Development The 4 -Year General Phase: Appointed as Management Associate Posted to 2 Agencies across 2 Sectors 9 -Week Foundation Course Whole-of-Government Programmes Civil Service College Programmes The Sectoral Phase: Posted to Agencies of the Sector of Choice Attachment to Private, International, Academic Institutions Sectoral Specific Development Programmes Specialist Postgraduate Studies Civil Service College Programmes Crossing Over: Those with Potential to occupy Apex Positions can cross over to the Administrative Service

Management of AOs Career Movement Training & Development First Year : Appointment as AO [Probation Period] Posted to a Ministry Assigned a Mentor Foundation Courses Whole-of-Government programmes Civil Service College Programmes Participate in Project Teams Second Year: Interviewed with the Special Personnel Board, if eligible, for Confirmation Subsequent Years: Posted to different areas in the same Ministry or different Ministries or the Private Sector Community Attachment Programme Civil Service College Programmes Post-graduate Courses Specially Designed Milestone Programmes Attachment Programmes

Release Fixed-term appointment for apex jobs Performance review process for underperformers Employment adjustment for job stagnation Redundancy benefits scheme [Special Resignation Scheme] for staff affected by restructuring

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