CONSTITUTION AND ADMINISTRATION
The Administration is still working on a number of outstanding issues, in particular:
• The progressive introduction of elements of performance-based rewards into the system so as to reward high performers. In this regard, a pilot scheme on team- based performance rewards would be introduced in volunteer departments in the first half of 2001.
• The introduction of a Civil Service Provident Fund scheme in place of the pension system for recruits who are offered appointments to the Civil Service on or after June 1, 2000. A consultancy study is under way.
Civil Service Training and Development
Preparing civil servants to provide quality service to the public is the primary goal of training and development in the Civil Service. To achieve this goal, the Civil Service Training and Development Institute (CSTDI), the Government's central training and development agency, provides training and advisory services to all departments and bureaux from front-line staff to senior directorate through offering a wide spectrum of training and development programmes. The focus of the year was the promotion of cyber learning and the development of a self-learning culture in the Civil Service. In March, the CSTDI launched a Cyber Learning Centre (CLC), which has so far attracted 9000 registered government participants. The 24 cyber programmes launched covered areas on information technology, languages, writing skills, China studies (and the Basic Law), general management, and electronic tool books and journals. The major objective of the CLC is to facilitate self-paced learning anytime. and anywhere in the Civil Service through the latest web-based technology available. To promote a self-learning culture in the Civil Service, the institute has helped 25 bureaux/departments set up or enhance Learning Resource Centres. These centres provide a convenient place and conducive environment for officers to pursue their own learning beyond attending traditional classroom training.
Management training programmes continued to be organised for government officers at various managerial levels. Programmes for senior staff include overseas executive programmes, local directorate seminars and high-level leadership development programmes. In May, the institute again commissioned the John F. Kennedy School of Government of Harvard University in the United States to organise the Leadership Enhancement and Development (LEAD) Programme, for the top echelons of the Government.
To increase civil servants' knowledge of the social, economic and administrative systems in the Mainland, a series of visits and courses, including some being held in the Mainland, was arranged. During the year, promotional activities in the form of a lyrics competition, and exhibitions were also organised to enhance civil servants' understanding of the Basic Law.
In support of central policy initiatives, the institute organised a series of training programmes geared towards improving organisational performance and human. resource management of the Civil Service during the year. In particular, to complement the launch of the Voluntary Retirement Scheme, a Staff Resource Centre was set up in the institute to provide necessary assistance and counselling for staff facing redeployment or job-transition.
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