PHILOSOPHY FOR PUBLIC SECTOR REFORM Government's ...

White Paper on Public Sector ReformCurrent recruitment practice tends to emphasize certification forsecuring the job. While this is an indispensable feature, it does notnecessarily mean that the person presenting certificates is the ‘right’ fitfor the job. Other modern assessment tools to be utilised so that morefocus and the appropriate weighting will be placed on attitudes andaptitudes of prospective employees. Testing in some areas will beconsidered to ensure that the best person is recruited for the job. A newQualification Order will be developed which reflects the new levels ofcompetencies and skills required in a modern organisation.The length of time it takes the central agency to recruit temporarypersonnel is one of the concerns of Ministries and Departments.Ministries, departments and agencies, requesting replacement andtemporary staff, have experienced seemingly interminable delays insecuring approval from the appropriate authorities. Experience showstoo, that prospective recruits, in the face of slow responses, have had toseek and accept employment elsewhere.In the reform process, Ministries and agencies will be given someresponsibility to participate directly in the recruitment of personnel atspecified levels. The Ministry of the Civil Service and PersonnelAdministration Division will develop guidelines to regulate the processof the recruitment.7:2:4 Conditions of ServiceGovernment will place additional emphasis on maintaining improved