In the Civil service reform Consultation Document issued in March 1999, the Administration proposed to introduce progressively elements of performance-based reward systems into the civil service and improve the current performance management system. As a first stage of the review, the Administration has reformed the increment system and introduced improvements to the performance management system.

Granting of increments

The Civil Service Regulations (CSRs) provide that a civil servant may be granted an increment only if his/her performance at work (including conduct, diligence and efficiency) has been satisfactory during the appraisal period.

The CSRs also provide for stoppage and deferment of increments for civil servants with substandard performance at work. The Administration has asked Heads of Department/Heads of Grade (HoDs/HoGs) to be vigilant in the application of the above CSRs in the granting of increments. Guidelines have been issued to assist them in the application of the CSRs.

Improvements to the performance management system

A credible performance appraisal system is crucial to the success of a performance-based reward system. Therefore the Administration has been strongly encouraging HoDs/HoGs to consider putting in place assessment panels to undertake levelling and moderating work among appraisal reports, to monitor performance and to identify under-performers/outstanding performers for appropriate action.

HoDs/HoGs can consider adopting other management tools already being practised in various parts of the civil service, including target-based assessment and core competencies assessment. They should also ensure that supervisors carry out an honest, objective and timely assessment of their subordinates.