ENG-1994 — Page 63

CONSTITUTION AND ADMINISTRATION

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sector, and better service and accountability to the community. The Efficiency Unit was established to serve as a focal point to direct and co-ordinate the efforts of public sector reform.

The government is committed to providing the best service possible to the public. In October 1992, the Governor launched the performance pledge programme, to help engender a culture of service in the public sector. All government departments directly serving the public have already produced performance pledges, informing their customers what services are available, what standards have been set and how those standards are being monitored. All departments with substantial interface with the public have either an advisory group or a customer liaison group in place. These channels provide an effective forum for the public to have a say on the performance of government departments. The performance pledge programme will be a permanent feature of the public sector. The government will continue to build on the message of serving the community within the Public Service.

The government has embarked on a practical programme of public sector reform which sees the Civil Service Branch and Finance Branch concentrating more on their strategic roles; and policy branches and departments being given more responsibility over the way

in which they manage their activities. This gives the necessary authority to those responsible for the delivery of programmes to do so in the most effective way, channelling available resources to priority activities. Departments now have greater authority in matters such as non-directorate appointments and promotions, leave and passage, and professional training. The government has also introduced a system of programme management, which divides a department's work into its major activities, for monitoring and review purposes. This has placed more emphasis on performance measurement, quality of service, value for money and, not least, accountability. It has also adopted a more business-like approach to the delivery of services. This has seen an increase in the use of new technology, including office automation, desktop publishing and automated telephone-answering systems.

As part of the public sector reform, the government has completed a comprehensive review of its personnel policies and practices. The purpose of this human resource management review is to develop a more dynamic management environment so that staff will be motivated, developed and managed in a way which maximises their contribution to the civil service. The review recommended a number of improvements to the various areas of recruitment, training, discipline and performance management. These recommendations will be implemented over the next few years.

Civil Service Training

The government attaches great importance to the training of civil servants in order to increase efficiency and effectiveness, and to help them meet new challenges. Induction and refresher training are provided by many departments to equip staff with the knowledge and skills to carry out their duties effectively. Where the need arises, staff are also sponsored on overseas training courses or attachments, so that they can keep abreast of the latest developments in their specialised fields.

To meet common departmental needs, the Civil Service Training Centre conducts a wide range of management, language and computer courses, and co-ordinates the management training undertaken by public servants at local and overseas institutes. It also provides