Two executives demoted and one moved to specialised position
Forty-four executives of the 47 who failed the Royal Civil Service Commission’s (RCSC) leadership assessment will vacate their offices by April this year.
The commission issued a press release yesterday stating that the 44 executives took a special retirement offer, which included their retirement benefits and additional salaries of the months remaining before they superannuate, which is capped at a maximum of 24 months.
The press release stated that two executives chose to be transferred to lower position levels and another moved to a specialist position level.
It also stated that of the 47 executives who were not able to meet the assessment expectations, seven were secretaries, 22 were director-generals and 18 were directors.
Kuensel learnt that the executives were given a week’s time to decide if they wished to take the special retirement offer or wait for six months to be appointed to a relevant position as and when it opened.
However, an executive said they were told that the appointment wasn’t guaranteed and the special offer of 24 months salary benefit wouldn’t be paid if they wait for six months.
It was also learnt that those taking the special retirement offer should hand over their office in a week’s time.
An official from RCSC said there won’t be an immediate replacement for managed out executives, but officiating heads should lead the offices.
The press release stated that agencies may be merged, positions made redundant, and others streamlined. “Civil servants, regardless of seniority, who find themselves unable to keep pace with these changes and, therefore, unable to effectively serve citizens, may be managed out.”
The RCSC official said that in the process of merging agencies, positions made redundant, and streamlining, it wasn’t sure that 47 positions would still remain or if it will be further streamlined or made redundant.
The press release also stated that going forward, executives would be given expanded roles. “The RCSC will continuously assess all executives. Our executives understand that meeting the high expectations of the leadership assessment conducted earlier this year in no way guarantees their place or progression in the civil service.”
It further stated that the transformation of the civil service would be driven by agencies that continuously innovate, use data and technology to deliver services, and work effectively and efficiently with one another more collaboratively. “We will redesign public service delivery and reorganise our agencies such that the wellbeing of our citizens and our future generations are front and centre. The civil service will strive harder to deliver economic prosperity, progress and wellbeing for all.”
While some executives said that they were planning for early retirement and the managing out process was convenient, others felt that they had performed well until now and the “managing out” process was a bad memory at the end of their career.