Service (Disciplinary) Regulation, and the Civil Service Regulations, all made with the authority of the Chief Executive.
The Public Service Commission is an independent statutory body set up under the Public Service Commission Ordinance. Its fundamental role is to advise the Chief Executive on appointments, promotions and discipline in the Civil Service. The Government is also advised on civil service pay and conditions of service by three independent bodies: the Standing Committee on Directorate Salaries and Conditions of Service (directorate officers excluding judicial officers and the disciplined services but including the Heads of the disciplined services); the Standing Committee on Disciplined Services Salaries and Conditions of Service (the disciplined services except the Heads of disciplined services); and the Standing Commission on Civil Service Salaries and Conditions of Service (all other civil servants).
In accordance with the Basic Law, Principal Officials must be Chinese citizens who are permanent residents of the HKSAR with no right of abode in any foreign country and have ordinarily resided in Hong Kong for a continuous period of not less than 15 years. It is also a Basic Law requirement that new recruits to the Civil Service on or after July 1, 1997 should normally be permanent residents of the HKSAR, save for certain exceptions, for example to fill professional and technical posts.
Subject to the above policy, appointment to the Civil Service is based on open and fair competition which aims to recruit the best person for the job. Promotion is performance-based and is not a reward for long service. As the largest employer in Hong Kong, the Government takes the lead in employing people with a disability to help them integrate into the community and ensure that they are given equal opportunity in recruitment to the Civil Service.
The Government monitors closely the turnover in the Civil Service for manpower planning purposes. Overall wastage in the Civil Service in 2003-04 increased to 4 per cent, as compared to 3.6 per cent in 2002-03. This was mainly due to the departure of participants in the second Voluntary Retirement Scheme launched in March 2003. Given the importance of continuity at the management level, the Government has a well-established staff planning mechanism to review succession planning of senior staff and to identify and groom officers with potential for advancement to senior management, to develop a pool of talent for senior positions.
The Government values regular communication and consultation with staff. There are four consultative councils at the central level: Senior Civil Service Council, Model Scale 1 Staff Consultative Council, Disciplined Services Consultative Council and Police Force Council. More than 80 consultative committees operate at the departmental level. A Civil Service Newsletter is published regularly to provide an added link with serving and retired civil servants.
Staff commitment and contributions are recognised in various forms including honours and awards, commendations and appreciation letters. Long and Meritorious Service Travel Awards, Long and Meritorious Service Awards and retirement souvenirs are given to staff having long and meritorious service. An Outstanding Customer Service Award Scheme was launched in 2004 to recognise the efforts and