Most watchers of government might have suspected that restructures and redundancies were used to quietly get rid of the worst performers. Some have se
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Home Features Terry Moran: five changes we need in public sector HR
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TAGS human resources, performance management, diversity in the public sector, hiring, promotion
Australia’s public sector is a world leader on the strength of its people. But change is needed to find and promote the right people. Here’s five practical steps.
My first change would be to create a renewed respect for the merit principle in selecting and promoting people for jobs as the basis for staffing public service departments and agencies.
Through the use of the merit principle we have built a quality workforce committed to treating citizens according to the law in a fair, honest and apolitical way. I am speaking here of the merit principle as it is applied to scores, if not hundreds of occupations in the public service. These are the occupations which lack a strong professional college or association to define standards for them.
Nepotism and cronyism promotes the opposite and puts at risk whether individual citizens and businesses will be properly dealt with under the law and the regulatory environment derived from it.
It is the professional, indeed ethical, requirements set for public sector employees which define their unique advantage in most areas of service delivery over people in the private sector.
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Terry Moran is the national president of the Institute of Public Administration Australia. He was formerly secretary of the Department of the Prime Minister and Cabinet and the Department of Premier and Cabinet in Victoria. He is an editorial adviser to The Mandarin.
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Most watchers of government might have suspected that restructures and redundancies were used to quietly get rid of the worst performers. Some have seen it first hand. Now, it's official.
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