Singapore's Public Service Leadership and HR Principles

1. Илтгэгч: ДЭВИД МА Сингапур Улсын Төрийн албаны сургуулийн захирал асан Төрийн албаны хүний нөөцийн бодлого: Сингапур Улсын төрийн албан хаагчийн шалгалтын тогтолцоо, түүний онцлого

2. 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

3. 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

4. Historical Perspective • 1960s-1970s • Legacy of the British Civil Service • Seniority-based system • Lifelong career and job security • 1980s-2000s • 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

5. HR Management System

6. HR Management Framework

7. Attraction & Recruitment

8. 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

9. 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

10. 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

11. Management of Public Service Leaders

12. Management of AOs

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

14. Thank You for Your Presence