Overview of HRDSP 30-Year Plan for Public Service Workforce Development in Papua New Guinea

This overview showcases the HRDSP initiative in Papua New Guinea, a 30-year plan aimed at developing a value-oriented public service workforce. Launched in April 2021, the plan is guided by principles such as honesty, integrity, and accountability. It addresses key areas like public sector reforms, salary bill management, regulatory functions strengthening, and workforce planning strategies. The focus is on creating an efficient and ethical cadre of public servants to serve the nation.

Download Presentation

Please find below an Image/Link to download the presentation.

The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. Download presentation by click this link. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.

• HRDSP
• Public Service
• Workforce Development
• Papua New Guinea
• Strategic Planning

stiles Follow

Uploaded on Mar 23, 2024 | 1 Views

Presentation Transcript

1. DEPARTMENT OF DEPARTMENT OF PERSONNEL MANAGEMENT PERSONNEL MANAGEMENT Rise up, Step up, Speak up ROLLOUT AWARNESS NATIONAL AGENCIES NATIONAL AGENCIES - - APEC HAUS PORT MORESBY, 29 November 2023 PORT MORESBY, 29 November 2023 APEC HAUS

2. OVERVIEW of HRDSP 30 year Plan Ms Ida Yuki Executive Manager Strategic Policy Development

3. Presentation Outline Thematic Areas Implementation Strategy (Roles and Responsibilities) Overview Objective Implementation Flow Chart Key Features Key Drivers Framework Conclusion Way Forward

4. OVERVIEW Theme Or Mission Of The Plan - Aims At Raising The Next Generation Of Nation Builders HRDSP Is A 1st Dpm 30 Year Long Term Plan For The Public Service Workforce SUMMARY Of Background Issues A Platform Used In Identifying Corrective Measures listed As Thematic Areas , Recommended Strategies And Key Performance Indicators. Launched In April 2021 By Pm Marape Host Ps Minister HRDSP will be guided by values and principles of Honesty; Integrity; Accountability; Respect; Wisdom; Responsibility The GOAL To Have an Efficient, Ethical and Value Oriented Public Servants focused on providing services to the people of Papua New Guinea. The 30 Year Plan Strategies Have An Implementation Schedule

5. OVERVIEW Theme Or Mission Of The Plan - Aims At Raising The Next Generation Of Nation Builders HRDSP Is A 1st HRDSP Is A 1st Dpm Dpm 30 Year Long Term 30 Year Long Term Plan Plan For The Public Service Workforce For The Public Service Workforce Launched In April 2021 By Pm Marape Host Ps Minister. SUMMARY Of Background Issues SUMMARY Of Background Issues A A Platform Used In Identifying Corrective Platform Used In Identifying Corrective HRDSP will be guided by values and principles of Honesty; Integrity; Accountability; Respect; Wisdom; Responsibility. Measures listed As Thematic Areas , Measures listed As Thematic Areas , Recommended Strategies And Key Recommended Strategies And Key Performance Indicators. Performance Indicators. The 30 Year Plan Strategies has An Implementation Schedule The GOAL The GOAL To Have an Efficient, Ethical and To Have an Efficient, Ethical and Value Oriented Public Servants focused on Value Oriented Public Servants focused on providing services to the people of Papua providing services to the people of Papua New Guinea. New Guinea.

6. WHY HRDSP? OBJECTIVES Drive public sector reforms Drive public sector reforms Address salary bill Address salary bill - - Size of PS workforce Size of PS workforce Strengthen Regulatory functions of DPM Strengthen Regulatory functions of DPM Build new cadre of public servants Drive future public service workforce planning strategies from ENTRY ENTRY through CAREER PROGRESSION PROGRESSION into EXIT Observant of Code of Ethics Redistribution of PS Workforce model of Redistribution of PS Workforce model of 10 10- -20 20- -70 70 CAREER EXIT, Terms and Conditions Digitalize PS Workforce data Refine Future Public Service workforce Planning

7. KEY FEATURES - HRDSP Background Thematic Area priority focus Strategies to apply Key Performance Indicators - Timelines priority guide Roles & Responsibilities your part

8. Key Drivers - Cascading of Directive International National DPM National Constitution PNG Vision 2050 HRDSP is aligned to the Macro policies of the government, provisioned under the National Constitution Sustainable Development Goals International Conventions Treaties etc... Human Resource Development Strategic Plan National Development Strategic Plan NDSP 2010 2030 - 20 year Development Plan Long Term (20 to 40 years) (HRDSP) 2010 - 2030 2020 - 2050 Medium Term Plans (3 to 5 years) International MTDP iii&iv Alotau Accord 2, Corporate Plan 2019 - 2022 Bi/Multilateral Agreements & MOAs Management Action Plan (MAP) Annual

9. THEMATIC AREAS STATE SERVICE MANPOWER REDISTRIBUTION LEAN, MEAN, EFFECTIVE AND EFFICIENT PUBLIC SERVICE - INSTITUTIONAL TO ATTAIN 70% DISTRICT, 20% PROVINCIAL & 10% NATIONAL LEVELS PLACEMENT OF COMPETENT PUBLIC SERVICE TO ENABLE ADEQUATE MANPOWER ALLOCATION AT THE SERVICE DELIVERY LEVEL TO BE RESPONSIVE IN MEETING THE NEEDS OF THE PEOPLE. REDUCE SIZE OF THE BLOATED PUBLIC SERVICE MANAGING REGULATORY FUNCTIONS OF DPM IMPROVE TERMS & CONDITION OF PUBLIC SERVICE EMPLOYEES TO ENSURE THAT THE DPM S CORPORATE RESPONSIBILITIES ARE RESPONSIBLY EXECUTED. ACCULTURATION OF PUBLIC SERVANTS THROUGH PREREQUISITES TO REDUCE BUREAUCRATIC CORRUPTION & ALSO TO INSTILL SERVITUDE AND BUILD MORAL & LOYALTY IN THE PUBLIC SERVICE TO RAISE THE NEXT GENERATION OF NATION BUILDERS WHILST ENHANCING NATIONALISM AND THE COMPETENCY LEVEL

10. THEMATIC AREAS TOUGH PENALTIES FOR MALADMINISTRATION (CODE) TO RESTORE & SHORE UP PUBLIC SERVANTS PERFORMANCES FREE FROM MALADMINISTRATION & CORRUPTION PRACTICES. FUTURE PUBLIC SERVICE WORKFORCE PLANNING INSTITUTIONALIZE PUBLIC SERVICE DATA BASE TO ENSURE THAT THE RIGHT PEOPLE (WITH APPROPRIATE TECHNICAL QUALIFICATION, SKILLS AND NECESSARY) ARE AVAILABLE IN RIGHT NUMBERS, RIGHT EMPLOYMENT TYPE, RIGHT PLACE, RIGHT TIME TO DELIVER BUSINESS OUTCOMES . DIGITALISATION: MAINTAIN PROPER DATA - GOVERNMENT ASSETS, DEATHS AND BIRTHS, AGRICULTURE CROPS, ECONOMIC ACTIVITIES SERVICE FACILITIES, NUMBER OF PUBLIC SERVANTS AND THEIR SKILL SETS & TRAINING.

11. IMPLEMENTATION FLOW CHART ROLES/RESPONSIBILITIES (Immediate) (1. lean, mean, efficient PS) (2, 3, 4, ) (MTDPIII&IV/CP) Reduce size of PS/unproductive) (FER/Rightsizing/Retirem ent/Org Structures

12. CONCLUSION HRDSP is a live 30 Year Plan (TA) Implementation - direct link to JD (Strategies) We all have a role to play in HRDSP (KPIs) Transform and achieve the new look public service in 30 years time : Lean - Mean - Ethical - Efficient Has the right People; with right skills; available at the right time; in right numbers across all levels; at right cost Build a new breed/next generation of Nation Builders. Competitive by world standards

13. Way Forward Corporate Plan Capability Needs Analysis Implementation Schedule

14. Expected Policy Impact RAISING THE NEXT GENERATION OF NATION BUILDERS

15. Thank You