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Constitution and Administration
long service. The Government ensures that persons with disabilities are given equal opportunity in recruitment to the civil service.
The Government monitors closely staff turnover in the civil service for manpower planning purposes to keep manpower at a level commensurate with service demand. Overall wastage in the civil service was about 3.7 per cent in 2011-2012. The Government has a well established staff planning mechanism to review the succession planning for senior staff, identify and groom officers with potential for advancement to senior management and develop a pool of talent for senior positions.
In accordance with the principle of prudent management of public resources, the Government keeps a watchful eye over the size of the civil service. New posts are only created when the need is justified and other means of providing services are not feasible. At the same time, due consideration is given to the need for additional manpower to deliver new and improved services. Since 2007-08, the civil service establishment has increased by about 1 per cent annually and the same rate of growth is forecast for the civil service in 2012-13.
The Government values regular communication and consultation with staff. There are four consultative councils at the central level (the Senior Civil Service Council, the Model Scale 1 Staff Consultative Council, the Disciplined Services Consultative Council and the Police Force Council) and some 90 consultative committees 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 performance are recognised in various ways, including the Secretary for the Civil Service's Commendation Award Scheme which commends consistently outstanding performance. The Civil Service Outstanding Service Award Scheme recognises achievements in service excellence by bureaux and departments and is an integral part of the government's efforts to provide high quality service to the public. On the other hand, staff misconduct is handled under the established disciplinary mechanism for punitive and deterrent purposes. To instil a culture of probity in the civil service, the Civil Service Bureau and the Independent Commission Against Corruption jointly run an ethical leadership programme and each bureau and department is required to appoint a senior directorate officer to co-ordinate efforts to attain that goal.
The Civil Service Training and Development Institute (CSTDI) formulates training policies and facilitates training and development for civil servants. Among other activities, the CSTDI organises training programmes and arranges staff attachments to bureaux and exchanges with municipal/provincial governments in the Mainland. The CSTDI also arranges national studies programmes for civil servants at tertiary institutions on the Mainland and organises seminars in Hong Kong on national affairs and the Basic Law. In addition, the CSTDI advises bureaux and departments on how to improve staff performance, develop competency profiles, enhance management capabilities and prepare officers for succession.
The CSTDI's e-learning portal, Cyber Learning Centre Plus, provides ready access to training
resources to promote continuous learning among civil servants.
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香港公共圖書館 Heng Kat Public Libraries