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About DPM

The Department of Personnel Management has been established as a central government agency under an act of parliament called the "Public Service Management Act 1986", and its subsequent amendments of 1995.  

It is primarily responsible for public sector management, specifically as it relates to performance, human resources, and organisation management.

The Public Service, through its institutions, play a vital role in the Government's macro-economic, social, political, and development management goals.

Values

The Department of Personnel Management recognises that in order to maintain highest integrity and excellence as a professional organisation, it is important to have a set of values within the organisation. The Department has therefore adopted a set of values as an integral part of its organisational culture which:

• Values the people of Papua New Guinea as our most precious resources

• Develops and maintains positive relationship with individuals, departments, all levels of Governments and the Private Sector

• Develops and maintains a peaceful and prosperous society based on the fundamental principles enshrined in the National Constitution

• Carries out its functions in an impartial and professional manner

• Makes decisions relating to its functions and responsibilities without fear or favour

• Recognises the diverse background of its employees and provides a workplace that is free from discrimination regardless of colour, religion and ethnic groupings

• Has high ethical standards

• Promotes transparency and accountability for its actions through the Minister for Public Service, the Parliament and the People of Papua New Guinea

• Is responsive to the Government in providing comprehensive, accurate and timely advice and in implementing the Government's policies and programmes

• Provides a fair, safe, healthy and rewarding workplace; and

• Enhances the skills and competences of staff

• Focuses on achieving results and managing performance.

Mandate

The Department of Personnel Management derives its mandate from the Public Services (Management) Act 1995 and its subsequent amendments of 1998, and the Public Service General Orders to make provisions for the management of the Public Service, specifically as it relates to Human Resource, Performance, and Organisational management. 

It also has responsibilities for the administration of the following legislations

• the Organic Law on Provincial and Local Level Governments 1995 in relation to provisions relating to the staffing of Provincial Governments and Local Level Governments and the appointment and termination of Provincial Administrators

• the Salaries and Conditions Monitoring Committee Act 1988 in relation to the setting of employment terms and conditions in the Public Sector

• the Public Employment (Non-Citizens) Act 1978 Chapter 342 in relation to employment of non-citizens in the Public Sector; and 

• the Public Services Conciliation and Arbitration Act 1976 Chapter 69 in relation to the settlement of claims on improved terms and conditions of employment within the Public Sector.

By virtue of the legislative mandate, the Department of Personnel Management is the chief advisor to the Government on all human resources management matters in the Public Sector. 

Major Government Policy Objectives

• Good Governance

• Export-Driven Economic Recovery

• Rural Development, Poverty Reduction And Human Resource Development  

Government's Priorities on the Public Service
The current Government’s objective in improving the overall public sector management system is articulated in the two (2) key Government priorities on the Public Service. These are: 

Public Sector Reform

The Public Sector reform is part of the ongoing efforts of the Government in improving the delivery of services. A number of initiatives have been implemented through the World Bank and Asian Development to support the Government. The Public Sector reform is directed towards maintaining a cost-effective Public Service as well as improving service delivery mechanisms within the Public Service.  

Provincial and Local Level Government Reform
The Provincial reform is directed at improving public access and information ( bringing government closer to the people ) and therefore better control and accountability, and at improving the impact and efficiency of Government services, particularly in the rural areas. 
Both policy goals are aimed at allowing Government greater focus on strategic policy, while giving the Public Service greater control over, and accountability for the operational detail of implementing policy; and expenditure restraint, ie., greater economy and increased efficiency and effectiveness.  

The overall thrust of these priorities is to enable the Public Service to be more effective, responsive and proactive in implementing Government policies.