Rise Up, Step Up, Speak Up: DPM Reforms Overview
OVERVIEW OF DPM REFORMS
Rhymbi J Kokiva
Director
New Guinea Islands Region
APEC HAUS-27 NOV TO 1 DECEMBER 2023
Special General Order No: 11 of 2019
o
Circular Instruction No: 15 of 2019
NEC Decision No: 71 of 2017
NEC Decision No: 304 of 2016
o
Joint Circular Instruction of August 2016
Circular Instruction No: 15 of 2015
Cost Control Measures
(Personnel Emoluments Budget)
Key Business Drivers
Policy Statement
:
•
The National Public Service has a strong need
for a
well trained, responsive workforce
capable of meeting
tomorrow’s challenges
,
improving
the
quality
of work output in the
delivery
of Public Service
effectively &
efficiently
to all our people.
•
DPM must
plan
for public service workforce to
facilitate
effective implementation
of
government macro
policies and directives.
•
I
n
t
r
o
d
u
c
t
i
o
n
DPM
Corporate Plan
and
HRDSP
must
articulate
policy directions
taking on board issues of concern
such as:
A growing number of retirements from our
predominantly
aging and mature workforce
Size of the public service-estimated at
132,000
employees but generally criticized
as
bloated,
costly, corrupt, inefficient, ineffective
and
unresponsive
to the needs of people,
(HRDSP 2020-
2050)
Policy Statement Continues…/
Modernizing Terms and Conditions of
Employment:
Health & Life Insurance Policy
National Housing Policy (draft)
I
nstitutional Housing
Home ownership
1xPerson, Position, Pay + House (combo)
HRD Strategic Plan-2020-2050
o
Raising the Next Generation of Nation Builders
o
8 Thematic Areas
o
Staffing Distribution: 10.20.70
REFORM INITIATIVES
Performance Management System
(PMS)
o
On-line Monitoring/Tracking, Evaluation and
Reporting tool for all, commencing with
Departmental Heads (KRAS and KPIs)
Version Upgrade of the Payroll V12-V22
Automation of business rules, systems and
process onto Ascender Payroll:
o
Strengthen internal system controls
o
Reliable, monitoring and evaluation of
transactions
o
Increase productivity and efficiency
o
Effective Reporting and workforce planning
Continue…/
Over Expenditure Personnel Emoluments
Budget (cost control)
Lean, mean, effective & efficient PS (T1)
( HRDSP 2010-2050)
Revocation of HR Powers in Oct 2019
Discipline:
General Order 9 – Contract Officers
General 15 _ Non Contract Officers
Why these reform agendas?
Human element is
critical
(human beings).
How we manage and retain them is of
paramount importance.
Strategic Interventions:
o
Modernizing Terms and Conditions
o
(attract and retain for improved, effective and
efficient service delivery)
How do we manage
Implementation Interventions:
o
Presentations
:
o
SGO.11 interventions
o
Retirement
o
Unattached Officers
o
Off-lines
o
V-Upgrade
o
Gender Equity & Social Inclusion (GESI)
o
Staffing & Establishment Reviews
Continue…/
Key Drivers of DPM Strategies
o
Reforms
:
o
Modernising T&C, Rightsizing,
Redeployment, Retirement
o
Managing Regulatory functions of DPM
through
:
Delegation of powers, Staffing &
Payroll Audits, Performance Based Contract
Management, Reviewing employment terms
& conditions, ensuring General Order
compliance and Performance Management
System.
Conclusion
These are not new strategies but we all need
to be constantly
reminded
and to ensure
that we are seen to be implementing the
Government’s policy directives in making a
difference in the control and management of
the Personnel Emoluments Budget.
Continue…/
Key highlights:
SGO.11
Retirement
Management of Unattached Officers
S&E Review,
Off-lines
Version Upgrade and
GESI
(challenging policy directive that is yet
to be fully embraced by the Public Service)
Continue../
Ladies and Gentlemen, these are not new
topics however, I urge you all to take
serious note of these presentations
Challenge…!!
HOW??
AS AN INDIVIDUAL,
AS AN ORGANISATION –contribute in
making a difference in the way we do
business in implementing the policy
directives and strategies in Human Resource
Management
Opportunities for potential savings..
Continue…/
Thank You For your Attendance
And
May Santa visits
you tomorrow
Friday
(1
st
Dec, 2023)
The Department of Personnel Management (DPM) in Papua New Guinea is undergoing significant reforms to enhance the public service workforce, address issues such as aging staff and inefficiencies, and modernize employment terms. The initiatives include health and life insurance policies, a national housing plan, and a strategic plan for developing the next generation of leaders. The focus is on improving performance management systems and boosting cost control measures. Visit www.dpm.gov.pg for more information.
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Presentation Transcript
Rise Up, Step Up, Speak Up Department of Personnel Management OVERVIEW OF DPM REFORMS Rhymbi J Kokiva Director New Guinea Islands Region APEC HAUS-27 NOV TO 1 DECEMBER 2023 www.dpm.gov.pg
Key Business Drivers Special General Order No: 11 of 2019 oCircular Instruction No: 15 of 2019 NEC Decision No: 71 of 2017 NEC Decision No: 304 of 2016 oJoint Circular Instruction of August 2016 Circular Instruction No: 15 of 2015 Rise Up, Step Up, Speak Up Department of Personnel Management Cost Control Measures (Personnel Emoluments Budget) www.dpm.gov.pg
Introduction Policy Statement: Rise Up, Step Up, Speak Up Department of Personnel Management The National Public Service has a strong need for a well trained, responsive workforce capable of meeting tomorrow s challenges, improving the quality of work output in the delivery of Public Service effectively & efficiently to all our people. DPM must plan for public service workforce to facilitate effective government macro policies and directives. implementation of www.dpm.gov.pg
Policy Statement Continues/ DPM Corporate Plan and HRDSP must articulate policy directions taking on board issues of concern such as: Rise Up, Step Up, Speak Up Department of Personnel Management A growing number of retirements from our predominantly aging and mature workforce Size of the public service-estimated at 132,000 employees but generally criticized as bloated, costly, corrupt, inefficient, ineffective and unresponsive to the needs of people, (HRDSP 2020- 2050) www.dpm.gov.pg
REFORM INITIATIVES Modernizing Terms and Conditions of Employment: Health & Life Insurance Policy National Housing Policy (draft) Rise Up, Step Up, Speak Up Department of Personnel Management Institutional Housing Home ownership 1xPerson, Position, Pay + House (combo) HRD Strategic Plan-2020-2050 oRaising the Next Generation of Nation Builders o8 Thematic Areas oStaffing Distribution: 10.20.70 www.dpm.gov.pg
Continue/ Performance Management System (PMS) oOn-line Monitoring/Tracking, Evaluation and Reporting tool for all, commencing with Departmental Heads (KRAS and KPIs) Version Upgrade of the Payroll V12-V22 Automation of business rules, systems and process onto Ascender Payroll: o Strengthen internal system controls oReliable, monitoring and evaluation of transactions oIncrease productivity and efficiency oEffective Reporting and workforce planning Rise Up, Step Up, Speak Up Department of Personnel Management www.dpm.gov.pg
Why these reform agendas? Rise Up, Step Up, Speak Up Over Expenditure Personnel Emoluments Budget (cost control) Department of Personnel Management Lean, mean, effective & efficient PS (T1) ( HRDSP 2010-2050) Revocation of HR Powers in Oct 2019 Discipline: General Order 9 Contract Officers General 15 _ Non Contract Officers www.dpm.gov.pg
How do we manage Human element is critical (human beings). How we manage and retain them is of paramount importance. Rise Up, Step Up, Speak Up Department of Personnel Management Strategic Interventions: oModernizing Terms and Conditions o(attract and retain for improved, effective and efficient service delivery) www.dpm.gov.pg
Continue/ Implementation Interventions: oPresentations: Rise Up, Step Up, Speak Up Department of Personnel Management oSGO.11 interventions oRetirement oUnattached Officers oOff-lines oV-Upgrade oGender Equity & Social Inclusion (GESI) oStaffing & Establishment Reviews www.dpm.gov.pg
Conclusion Key Drivers of DPM Strategies oReforms: oModernising T&C, Rightsizing, Redeployment, Retirement oManaging Regulatory functions of DPM through: Delegation of powers, Staffing & Payroll Audits, Performance Based Contract Management, Reviewing employment terms & conditions, ensuring General Order compliance and Performance Management System. Rise Up, Step Up, Speak Up Department of Personnel Management www.dpm.gov.pg
Continue/ Rise Up, Step Up, Speak Up Department of Personnel Management These are not new strategies but we all need to be constantly reminded and to ensure that we are seen to be implementing the Government s policy directives in making a difference in the control and management of the Personnel Emoluments Budget. www.dpm.gov.pg
Continue../ Key highlights: SGO.11 Retirement Management of Unattached Officers S&E Review, Off-lines Version Upgrade and GESI(challenging policy directive that is yet to be fully embraced by the Public Service) Rise Up, Step Up, Speak Up Department of Personnel Management www.dpm.gov.pg
Continue/ Ladies and Gentlemen, these are not new topics however, I urge you all to take serious note of these presentations Challenge !! HOW?? AS AN INDIVIDUAL, AS AN ORGANISATION contribute in making a difference in the way we do business in implementing the policy directives and strategies in Human Resource Management Opportunities for potential savings.. Rise Up, Step Up, Speak Up Department of Personnel Management www.dpm.gov.pg
Rise Up, Step Up, Speak Up Department of Personnel Management Thank You For your Attendance And May Santa visits you tomorrow Friday (1st Dec, 2023) www.dpm.gov.pg
