Chapter 1
Chapter 1
An Overview of the Public Service Commission
1.1
The Public Service Commission is an independent statutory body
which advises the Chief Executive (CE) on Civil Service appointments,
promotions and discipline. Its mission is to safeguard the impartiality and
integrity of the appointment and promotion systems in the Civil Service and
to ensure a high standard of discipline is maintained. The Commission’s
remit is stipulated in the Public Service Commission Ordinance (PSCO)
and its subsidiary regulations (Chapter 93 of the Laws of Hong Kong).
Membership
1.2
In accordance with the PSCO, the Commission comprises a Chairman and not less than two but not more than eight Members. All of them are appointed by the CE and have a record of public or community service. The membership of the Commission during 2021 was as follows –
Curricula vitae of the Chairman and Members are at Appendix I.
The Public Service Commission at a meeting.
The Public Service Commission at a meeting.
Chairman | |
Mrs Rita LAU NG Wai-lan, GBS, JP | since May 2014 |
Members | |
Mr Andrew MAK Yip-shing, BBS, JP | May 2015 to May 2021 |
Mrs Ayesha MACPHERSON LAU, BBS, JP | February 2016 to January 2022 |
Mr John LEE Luen-wai, BBS, JP | since May 2016 |
Mr Lester Garson HUANG, SBS, JP | since February 2018 |
Mrs Ava NG TSE Suk-ying, SBS | since February 2018 |
Mrs Margaret LEUNG KO May-yee, SBS, JP | since July 2018 |
Mr Tim LUI Tim-leung, SBS, JP | since July 2018 |
Dr Clement CHEN Cheng-jen, GBS, JP | since December 2019 |
Prof Francis LUI Ting-ming, BBS, JP | since June 2021 |
Secretary | |
Ms Fontaine CHENG Fung-ying | since October 2018 |
Secretariat
1.3
The Commission is supported by a small team of civil servants from
the Executive Officer, Secretarial and Clerical grades. At the end of 2021,
the number of established posts in the Commission Secretariat was 33. An
organisation chart of the Commission Secretariat is at Appendix II.
Role and Functions
1.4
The Commission’s role is advisory. With a few exceptions specified in
section (s.) 6(2) of the PSCO1, the Commission advises on the appointments
and promotions of civil servants to posts with a maximum monthly salary
at Master Pay Scale Point 26 ($53,500 as at end of 2021) or above, up
to and including Permanent Secretaries and Heads of Department (HoDs).
The appointment of the Principal Officials of the executive authorities of
the Hong Kong Special Administrative Region (HKSAR) as stipulated under
the Basic Law (BL) of the HKSAR of the People’s Republic of China does
not fall under the purview of the Commission. At the end of June 2021,
the number of established civil service posts falling under the Commission’s
purview was 50 209 out of a total of 192 209. However, irrespective of
rank, the following categories of cases are required to be referred to the
Commission for advice. They are –
(a)
cases involving termination (including non-renewal) of agreement and
further appointment on agreement terms or new permanent terms under
the circumstances as specified in Civil Service Bureau (CSB) Circular
No. 8/2003 and the relevant supplementary guidelines issued by CSB;
(b)
termination or extension of probationary or trial service;
(c)
refusal of passage of probation or trial bar; and
(d)
retirement in the public interest under s.12 of the Public Service
(Administration) Order (PS(A)O)2.
1
In accordance with s.6(2) of the PSCO, the posts of the Chief Secretary for Administration,
the Financial Secretary, the Secretary for Justice, the Director of Audit as well as posts in the judicial
service of the Judiciary, the Independent Commission Against Corruption and the disciplined ranks
of the Hong Kong Police Force are outside the Commission’s purview.
2
The PS(A)O is an executive order made by the CE under Article 48(4) of the BL. It sets out the CE’s
authority in regard to the management of the Civil Service, including discipline matters.
1.5
As regards disciplinary cases, the Administration is required under s.18 of
the PS(A)O3 to consult the Commission before inflicting any punishment
under s.9, s.10 or s.11 of the PS(A)O upon Category A officers with the
exception of the exclusions specified in the PSCO. Category A officers refer
to those who are appointed to and confirmed in an established office or are
members of the Civil Service Provident Fund (CSPF) Scheme4. They include
virtually all officers except those on probation, agreement and some who are
remunerated on the Model Scale 1 Pay Scale. At the end of June 2021, the
number of Category A officers falling under the Commission’s purview for
disciplinary matters was about 120 000.
3
Generally speaking, with the exception of middle-ranking officers or below in disciplined services
grades who are subject to the respective disciplined services legislation, civil servants are governed
by disciplinary provisions in the PS(A)O. For disciplinary cases processed under the respective
disciplined services legislation of which the punishment authority is the CE (or his delegate), the
Government will, subject to the exclusions specified in s.6(2) of the PSCO, consult the Commission
on the disciplinary punishment under s.6(1)(d) of the PSCO.
4
The CSPF Scheme is the retirement benefits system for civil servants appointed on or after
1 June 2000 and on New Permanent Terms of appointment.
1.6
The Commission also handles representations from officers on matters
falling within its statutory purview and in which the officers have a direct
and definable interest. In addition, the Commission is required to advise
on any matter relating to the Civil Service that may be referred to it by the
CE. The Commission also advises the Secretary for the Civil Service on
policy and procedural issues pertaining to appointments, promotions and
discipline as well as on a wide range of subjects relating to human resources
management.
Mode of Operation
1.7
The business of the Commission is normally conducted through circulation
of papers. Meetings are held to discuss major policy issues or cases which
are complex or involve important points of principle. At such meetings,
representatives of CSB and the senior management of Bureaux/Departments
(B/Ds) may be invited to apprise the Commission of the background of the
issue or case but the Commission forms its views independently.
1.8
In examining submissions from B/Ds, the Commission’s primary aim
is to ensure that the recommendations are well justified and are arrived at
following the laid down procedures and stipulated guidelines. To achieve
this, the Commission has devised a meticulous vetting system and in the
process may require B/Ds to provide clarifications and supplementary
information. In some cases, B/Ds would revise their recommendations
after taking into account the Commission’s observations. In other cases, the
Commission is able to be satisfied with the propriety of the recommendations
after examining the elaborations provided. The Commission also tenders
suggestions or reminders to B/Ds on areas worthy of management attention.
The ultimate objective is to facilitate the pursuit of excellence in the
administration of the appointment, promotion and disciplinary systems in
the Civil Service.
Confidentiality and Impartiality
1.9
In accordance with s.12(1) of the PSCO, the Chairman or any member of
the Commission or any other person is prohibited from publishing or
disclosing to any unauthorised person any information which has come to
his knowledge in respect of any matter referred to the Commission under
the Ordinance. Under s.13 of the PSCO, every person is prohibited from
influencing or attempting to influence any decision of the Commission or
the Chairman or any member of the Commission. These provisions serve to
provide a clear and firm legal basis for safeguarding the confidentiality and
impartial conduct of the Commission’s business.
Performance Targets
1.10
In dealing with promotion and disciplinary cases, the Commission’s target
is to tender its advice or respond formally within six weeks upon receipt
of the submissions. As for recruitment cases, the Commission’s target is to
tender advice or respond within four weeks upon receipt of such submissions.
Work in 2021
1.11
In 2021, the Commission advised on 1 379 submissions covering recruitment,
promotions and disciplinary cases as well as other appointment-related
subjects. Queries were raised in respect of 886 submissions, resulting
in 158 re-submissions (18%) with recommendations revised by B/Ds in
the light of the Commission’s comments. All submissions in 2021 were completed within the pledged processing time. A statistical breakdown of
these cases and a comparison with those in the past four years are provided
in Appendix III.
1.12
The Commission deals with representations seriously. All representations
under the Commission’s purview are replied to following thorough
examination. Should inadequacies or irregularities in B/Ds’ work be
identified in the process, the Commission would provide advice to B/Ds
concerned for rectification.
1.13
In 2021, the Commission dealt with six representations which were all related to
appointment matters under the Commission’s purview. After careful and
thorough examination, the Commission was satisfied that the representations
made were unsubstantiated.
1.14
In addition to representations, the Commission also receives complaints
of various nature. Although some may fall outside our statutory purview, all
complaints are handled diligently. After obtaining the facts and information
from the relevant B/Ds, the Commission will deliberate on the substance
of the complaints and give replies after careful examination. Where the
matters raised fall outside the Commission’s purview, the Commission
Secretariat will re-direct them to the relevant B/Ds for reply.
1.15
The Commission has a pivotal role in ensuring compliance and consistency in
the application of policies and procedures pertaining to appointments,
promotions and discipline in the Civil Service. While staff training and
development are the core responsibilities of departmental and grade
managements (GMs), the Commission has been working with CSB to
promote a holistic approach in developing a comprehensive Human Resource
Management strategy which best serves the interest of the Civil Service.
Specifically, we would like to see B/Ds create and engender an optimum
environment to manage, develop and motivate staff thus enabling them to
embrace the opportunities and challenges of developing Hong Kong and
upkeeping our good governance. In 2021, the Commission continued the
initiative of fielding officers from the Commission Secretariat to participate
in training sessions and workshops organised for officers of the Executive
Grade and GMs. Equipping them with the necessary knowledge and
expertise to discharge their human resource management function is vital
in ensuring that the recruitment, management of probationers, promotion and performance management systems are administered properly and in
full compliance with Civil Service policies and rules. We were delighted
with the positive feedback gauged. These forums have helped to enhance
communications between the Commission and B/Ds. Officers responsible
for preparing submissions to the Commission are better acquainted with
the Commission’s standard and requirements which in turn has helped to
enhance our mutual efficiency. Separately, the Commission will continue
to take advantage of our visits to B/Ds to discuss areas and matters of
mutual interest.
Homepage on the Internet
1.16
The Commission’s homepage can be accessed at the following address –
The homepage provides information on the Commission’s role and functions,
its current membership, the way the Commission conducts its business and
the organisation of the Commission Secretariat. Our Annual Reports (from
2001 onwards) can also be viewed on the homepage and can be downloaded.
1.17
An Index of the advice and observations of the Commission on Civil Service
recruitment, appointment, discipline and other human resources management
issues cited in the Commission’s Annual Reports since 2001 is provided on
the homepage. The objective is to provide human resources management
practitioners in B/Ds and general readers with a ready guide for quick
searches of the required information.