 |
To attract, retain and challenge talent in the Public Service, it is imperative that PSD has in place a comprehensive HR framework with systematic and progressive policies that underscore the objectives of the Public Service.
Recruitment, Retention & Recognition
PSD adopts the principles of open competition, meritocracy, incorruptibility and impartiality. Recruitment and
recognition are strictly considered based on merit and performance. Civil servants are paid competitive market rates based on a flexible wage structure and in line with their performance. All civil servants go through annual staff appraisals where their potential, progress and performance are reviewed and recorded. This allows work targets and a training plan to be set, and enables objective decision-making regarding confirmation, promotions and rewards.
The Civil Service is one of the most flexible employers in Singapore, offering a wide variety of employment conditions to cater for a diverse population. Ministries are empowered to explore flexible work arrangements and re-employment to take advantage of an enlarged labour pool. Competitive benefits packages are also offered to all civil servants. These benefits include leave, medical benefits, transport and travel for official duty, holiday chalets, staff welfare, and long service awards.
Periodic reviews are conducted to ensure that the Civil Service schemes remain competitive and realistically allow for the recruitment and retention of a fair share of talent.
Maintaining High Standard of Conduct
The Civil Service works under a Code of Conduct based on the principles of incorruptibility, integrity and propriety. Civil servants are expected to conduct themselves with impartiality and honesty at all times, by:
|
|
Remaining completely neutral in all political matters and matters of public controversy |
|
|
Refraining from using their official positions to further their private interests |
|
|
Avoiding from giving favours or special treatment to any external party |
 |
Avoiding from engagement in outside activities which could lead to a conflict of interest |
Forging Harmonious Industrial Relations
Within the Civil Service, initiatives are undertaken to foster a harmonious industrial relations climate. An example of this is the Public Sector Union-Management Gathering (PSUMG) organised by PSD, together with the National Trades Union Congress (NTUC). The PSUMG serves as a forum for sharing best practices in labour-management relations among public sector organisations, and allows for networking and bonding between union and management.
Training & Development
The Civil Service takes the view that training builds a culture of continuous learning and spurs officers to improve their skill, which translates into enhanced service to the public and lifelong employability for the individual.
Every civil servant is entitled to 100 hours of training each year, of which 60% is on work-related courses and 40% on self-development courses. As part of the annual appraisal, each officer will draw up a training roadmap, in consultation with his or her supervisor, to ensure that the training received by the officer meets individual and organisational needs.
Where available, civil servants may be deployed across Ministries or external organisations for exposure or further development of their potential. |
| | |
|
