How time flies… It has been 3 months since the unfortunate incident happened. i have got back to talking terms with Dad but Mum.. Haise…
I had spent my Christmas with my queen at Marina Mandarin, a costly 2 nights with no breakfast included. This is the 5th year running, hmmm, ya, should be 5th year that I slept through the countdown.. How irritating it may turn out for my queen who had patiently waiting by my side allowing me to catch “beauty” sleep.
During the Nation formative years, In MM Lee’s book (Then PM Lee), he believed in building a meritocracy Nation with a team of top brains. In his book, his belief in meritocracy centered around recruiting the top brains into politics as part of the leadership renewal to sustain a country that only has people resource. But how does this translate into HR action plans to identify and recruiting top brains for leadership renewal?
I chance upon PS21 website on civil service HR appraisal system and thought of sharing this with all.
Civil service current appraisal system is in 2 parts, Performance during the past year and their current estimated potential, adopting Shell’s potential assessment system in the 1980s.
Performance during the past year: Officers are assessed on their performance relative to their substantive grade. This means that an officer of a higher grade would be measured against a higher standard expected of that grade, as he will have more knowledge or experience than another officer of a lower grade. Performance ratings are expressed as “A”, “B”, “C”, “D” or “E”, where “A” is for outstanding performance and “E” is an adverse rating.
Estimated Potential (CEP): This refers to an estimate of the highest appointment or level of work the officer can handle competently before retirement, and is manifested in the way the officer does his job. Critics of this potential assessment system being unfair and segregation of scholars and non-scholars early into their career. CEP as publicised in PS21 as a determinant over performance grade in the rate of promotion. That is to say, while an officer can perform outstandingly in a particular year or years consistently may not promote as fast as another who is being assessed to have a higher CEP. Interestingly, this assessment system is widely discussed and debated in greater details in mrwangsaysso’s blog .
