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or fall on the quality of the staff deployed. Progress so far has amply borne out this forecast. The task is incapable of reduction to routine, it involves a great deal of work in building up effective relationships and understanding within the public service and among the public. In both fields action will only follow if those with whom the C.D.0. and his staff deal have confidence in their personal abilities not those of the department or the organisation, but the integrity,
thoroughness and industry of the men and women themselves. They cannot be given detailed guidance beyond a certain point and the achievement of the Government's aims in starting this scheme depends to a very large extent on the initiative and imagination of the staff in the City District Offices. The passage of time will not alter this for this scheme will
never run by itself. If its momentum is not positively and forcefully maintained it will cease to have any impact.
115.
C.D.O.s will be nostly Administrative Officers or Senior Administrative Officers, and Liaison Officers will be mostly Executive Officers. Both grades are liable to posting between a number of departments and I should set down the criteria I believe should be in mind when officers are posted to this department. The posts require a breadth of contact with the public, departments and the press that is not to be found in any other posting. The C.D.O. scheme is a forcing house of experience and not all officers are capable of responding to this pressure. Those who can do so will emerge at the end of this period of duty very considerably strengthened for any other posting. I can take some newly appointed
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