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DEPUTIES SIGN CONTRACTS

Four senior executives from the Department of Personnel Management signed their contracts last week.

Deputy Secretary Executive Resourcing Services Mr Vele Ravugamini has been confirmed to his position after being in the position in an Acting capacity since 2018. He signed his contract for 3 years. 

Director Corporate Affairs & Capacity Building Mr Michael Moke also signed his contract for 3 years.

Two senior officers Mr Elison Kalimet and Ms Roselyn Rakuavia have been elevated as Acting Deputy Secretaries respectively whilst the two positions will be re-advertised.

Mr Kalimet takes on the role of Acting Deputy Secretary Policy & Reforms while Ms Rakuavia is the Acting Deputy HR Advisory & Compliance. Both deputies will act in their respective positions for a duration of 3 months and their performance will be assessed accordingly. 

Department Secretary Taies Sansan says she looks forward to working with the deputies following the signing of their contracts and Key Result Areas.

“Your contracts are performance based and now that you have signed them – please work towards achieving the Key Result Areas in your contracts” Ms Sansan urged them to provide the leadership and guidance required in their respective wings to ensure there is a cascading effect of their respective KRA’s to all officers within their respective divisions and branches.

“This year has been a challenging year with the covid-19 pandemic but as the country slowly finds ways to deal with the pandemic under the new normal – it is incumbent on you all as senior executives of this department to embrace the changes and work towards executing them. Importantly, let’s all work together to ensure we implement the major Public Sector reforms of the Department and the Government. That is critical and it is important that we achieve this under the Departments Corporate Plan”.

GOVERNMENT HONORS COMITTMENT TO PAY OUT PUBLIC SERVANTS

The Government has honored its commitment to pay out a total of 481 Public Servants through the Public Service retirement exercise.

Public Service Minister Soroi Eoe confirmed that the government through Treasury has released K28.4 million in October to retire these Public Servants who have reached compulsory retirement age and others who being retired on medical grounds. The Public Service Minister said as a result of the retirement exercise the government will be saving K14m when it retires the 481 Public Servants by the end of this year.

Minister Eoe says, K430m was allocated in the 2020 Budget to retire 2,150 compulsory retirees who are over the age of 65 years. From this a total of 481 Public Servants from 10 agencies were confirmed and validated for payout.

Mr. Eoe explained that from the K28.4m, K16.5 has been paid to the Department of Personnel Management who will facilitate payments for the identified line agencies with K11.9 million transferred to Police for the constabulary to facilitate paying out its 132 retirees.

Department of Personnel Management is now working on batch 2 for 2020 and have validated a further 138 requests which will cost K7.6m. This has been submitted to Treasury. The balance of K401.6 million is being looked at for re-appropriation in the 2021 Budget. The 481 Public Servants to be retired include an outstanding of 80 Public Servants from 11 agencies for 2019 and 401 from 10 agencies for 2020.

The break-up of this is as per the table below:

                          AGENCY (2020)TOTAL RETIREES
1Department of Transport6
2Department of Works179
3Hela Provincial Health Authority2
4Morobe Provincial Administration12
5National Cultural Commission15
6National Museum & Art Gallery3
7New Ireland Provincial Health Authority24
8Western Highlands Provincial Administration1
9Western Highlands Provincial Health Authority27
10Department of Police132
                                 
                          AGENCY (2019) 
1Department of Community Development6
2Department of Transport2
3Department of Health 9
4National  Cultural Commission5
5Port Moresby General Hospital27
6Eastern Highlands Provincial Administration1
7Western Provincial Administration1
8Western Provincial Administration3
9Southern Highlands Provincial Administration20
10West New Britain Provincial Administration4
11West New Britain Provincial Health Authority2
 Total 481

“The payout of retirees has been a long outstanding issue but I am pleased that the government is able to pay them out to free up the Governments Ascender Payroll system which will enable saving about K14m in 2021 once the deed of release is signed off by retirees and they are taken off the Payroll and to reprioritize these vacancies for essential services”.

Minister Eoe said, as part of the Public Sector Reforms and the need to control costs in the Public Service Payroll, DPM is doing all it can to clear the Ascender Payroll through the payout of Public Servants who have reached retirement age but have remained on the payroll over the years. “This is a great achievement for the Marape government in its efforts to cut the Public Service wage bill and the commitment this government has made to the Public Sector Reforms on improving and modernizing the public service by honoring this commitment”.

RESHAPING THE PUBLIC SERVICE

“The input we make today must be the correct input that will reshape the course of our country so that in the next 10 years when we look back, our generation has made the greatest impact in reshaping the future of our country. The reshaping of our country starts with reshaping the Public Service”. 

These were the words of Prime Minister James Marape when he opened the 2-day Public Sector Reforms and Cost Control workshop at APEC Haus on the 19th of October. Mr. Marape who has taken an interest in the reforms the Department of Personnel Management has undertaken, spoke of the many challenges the government faces regarding the Public Service and the need for reforms to modernize the public service taking into consideration cost controls.

The Prime Minister in addressing the workshop which had an overwhelming turnout from heads of line agencies, spoke at length about cost control and one of the main issues he stressed is the need for all public servants to be on contract. 

Mr. Marape outlined that the Public Service consumes about 70 percent of the governments cash revenue and called for discussions during the workshop to be around measures that could address costs. 

“Public Servants have a serious responsibility to the nation as we consume 70 percent of the total revenue collected”. He highlighted a number of the challenges that the workshop should deliberate on to stop unnecessary growth and to make the Public Service leaner and flatter.  One of the suggestions he made was for the utilization of the Public Private Partnership and advise how well this can be used. Mr. Marape made the call that after 45 years we need to have a better vision for the Public Service. “Let’s reward performance and discipline lack of performance. 

“I want a Public Service that’s performing”. The Prime Minister said the workshop was timely and that he was glad the conversations are taking place. Among other issues Prime Minister Mr. Marape highlighted redeployment of agency heads into other departments and the independence of the Public Service when it comes to Executive Appointments. 

Public Service Minister Soroi Eoe in his remarks told the workshop that one of the governments priorities is to reform the Public Service to make it efficient, responsive and cost effective. Minister Eoe also highlighted the 6 priority areas of his Ministry and among them is for the creation of a smarter, leaner organization structure removing duplication and inefficiency.  Secretary Taies Sansan in welcoming all line agencies to the workshop told them that the department needed to share with them all the challenges of the Public Service. Ms. Sansan said the objective of the workshop is to share what the Department as the key lead agency in HR matters is doing on the progress of legislative reforms especially in the areas of governance, policy and capacity building.

Secretary’s National Women’s Day Message

DPM Women Executive Management Team

“We are here today to celebrate and mark International Women’s Day. International Women’s Day was celebrated on the 8th of March. It is a global day celebrating the social, economic, cultural, and political achievements of women.

International Women’s Day is a day that also marks a ‘Call to Action’ for accelerating women’s equality.

As Secretary for DPM, we are custodians of the Gender Equity and Social Inclusion policy, GESI.

The GESI policy has been in place since 2013 and I must say there has been great effort on the Whole of Government approach taken to  ensure all government agencies implement the GESI policy in their respective work places.

This year’s International Women’s Day celebration’s theme is ‘Break the Bias’.

Many women are already breaking the bias in their respective roles. We live in a male  dominated society just the fact that we are women working alongside our male colleagues are already breaking the bias.

As Secretary- just the mere fact that I am a woman is a challenge in itself. We are viewed in all aspects as inferior to our male colleagues.

My message to all of us today is to ‘lift each other up’ in our work places. As women, we must stop the ‘Queen Bee’ syndrome.

I know for a fact that many women who hold senior management positions feel threatened by the younger ones who work under them. I urge you all to share your experience and knowledge with your younger female colleagues.

We do not own the positions we hold; we will be here today and gone tomorrow and the only way we can leave a legacy is to mentor and impart the knowledge we have gained over the years to our young female colleagues.

 We can look back and be proud of what we have done when we share our experience with our younger colleagues.

In the same token, I encourage young female officers to work hard and learn as much as you can from your superior female colleagues.

“Let’s lift each other up and that is the ‘Call to Action’ message.”

Secretary Outlines Plans to Change Public Service

Secretary Ms Taies Sansan presenting a certificate to a CS officer during the PILAG Graduation in Mt Hagen

Secretary, Ms Taies Sansan has recently outlined the Human Resource Development Strategic Plan 2020-2050 during the Leadership and Governance graduation at the PILAG Highlands Regional Center in Mt Hagen.

Ms Sansan told the grandaunts and public servants that DPM has come up with this long-term strategy in the hope to bring a more coordinated approach towards a career pathway for public servants.

“It is envisaged that through the long-term plan, a new cadre of public servants will emerge as future public servants”.

The plan was launched by Prime Minister, James  Marape in June 2021, that aims to address some of these public service issues, and to lift the level of professionalism across the entire Public Service.

This 30 year long-term plan  encourages policies to be developed in areas of:

1. Entry into and Exit from the Public Service

2. Performance Contracts for Senior Public Servants

3. Performance Management System

4. Public Servants Code of Ethics

5. Public Sector Career Path

6. Bonding of Public Servants

7. Distribution of Public Servants

8. Making Housing a condition for employment

9. Medical and Life Insurance for our Public Servants

PILAG in collaboration with DPM ha put in place a training policy for the public service. Sansan said this greatly compliments the long-term plan.

The endorsement of the Public Sector training policy by NEC gives the Institute the guidance with its training courses, with the view to up-skill, enhance and build capacity of public servants to ensure improved service delivery.

Sansan believes that the policy will go a long way to instill knowledge and value, and the skills and attitudes DPM anticipates, will be acquired by those who undertake the training courses driven by this policy.

It is also mandatory that those who choose to become career public servants will undergo training at PILAG.

It is also compulsory for those applying for Departmental Heads, CEO,s and Provincial Administrator’s positions to attain an     executive leadership qualification from PILAG.

This will align to the merit-based process of appointing departmental heads. She said these are some of the major policy achievements in the public service, and is hoping to shape a modern future  public service.

She said this during the occasion to witness 34  public servants who graduated with Certificate in Leadership and Governance.

TWG to Scrutinize Public Servants Contesting 2022 Elections

Members of the TWG during a recent meeting.

The Technical Working Group has resolved to ensure all public servants who will be contesting the 2022 General elections are placed on the data base created for public servants.

This comes as more public servants try to evade due process in light of the amendments to the Public Service Management Act, which now requires public servants to resign 12 months prior to issue of writs to re-enter the public service after 5 years, if they have resigned to contest the elections.

The Public Service Management Act is very clear, and DPM will write to former public servants who will be contesting this year’s election, but have tendered their resignation as ‘normal resignation’ or after the 28th of October, 2021 to reconsider   contesting.

DPM will ensure recruitment and selection processes will be tightened to ensure such public servants re-enter the public     service through the normal recruitment process and only after five years if they lose the elections.

‘Unleash Your Potential’

Acting Deputy Secretary Policy & Reform, Ellison Kalimet speaking during National Women’s Day Celebrations at CGO

In joining the world to commemorate International Women’s Day, Acting Deputy Secretary Policy, Ellison Kalimet says the theme ‘Break the Bias’ unleashes the possibilities for women to rise, contribute and experience a world of greater opportunity, access and significant beyond limitations.

“Women must step up into higher paradigms and pursue their dreams,” said Kalimet.

He said under the leadership of DPM Secretary, Ms Taies Sansan, an advocator of Gender Equity and Social Inclusion or GESI, the department has created an inclusive and equitable workplace for employees from diverse backgrounds regardless of culture, ethnicity, and orientation.

The Department have provided its employees with equal opportunities to unleash their potentials and respect differences to create a sense of belonging.

In the Executive Management Team, about 80 per cent are females occupying top management positions.

Mr Kalimet said although important gains for women’s rights and equality have been made over time, much work remains to achieve a world free of bias and discrimination, where difference is valued and celebrated.

This is his personal message to the female staff of DPM.

“I Wish all the Female Officers Happy International Women’s Day and also want to celebrate all their achievements in the    Department and in the Public Service,

They are the backbone of this country. On this occasion also, I would also like to challenge all female officers to speak up and do what is right, even you don’t always feel confident doing so, whether that is on behalf of others or for yourself.

Also challenge negative behavior and promote positive behavior.

If we make a concerted  effort to do this, we can break the bias in our workplaces, leading by example to create a more inclusive environment for everyone”.

Mr Kalimet also wishes all women a ‘Happy International Women’s Day.!

‘Stop Queen Bee Syndrome in Public Service’

Deputy Secretary, Executive Resourcing Service, Vele Ravugamini during a panel discussion

In this article, Deputy Secretary Executive Resourcing Service, Mr Vele Ravugamini, talks about the International Women’s Day theme for this year, ‘Break the Bias’.

“The theme implies about an issue,” said Mr Ravugamini.

He said “it implies about   barriers of stereotyping   women, caused by our culture, society and lifestyle, that is embedded in us”.

He said the theme tries to address stereotyping and marginalizing of women, an issue not only faced by women in PNG, but globally.

Ravugamini said sometimes it is not about the society that does that.

There are issues at workplaces, especially in the Public Service, between women folks, competing against each other. “And there is this Queen Bee Syndrome,” he said.

The ‘Queen Bee Syndrome’ is about the elder and experienced women in the public services, suppressing young  women, and not imparting knowledge or empowering young ones to persevere and replace them when they retire.

He said women folks must put aside their differences and support each other if they want to address gender equity.

There are work place social policies such as the Gender Equality and Social Inclusion or GESI, which is sometimes  misinterpreted and causes partition or walls between males and females.

GESI is a framework which pays particular attention to gender equality and the involvement of marginalized groups, including People with Special Needs.

All people have equal conditions for realizing their full human rights and potential to contribute to national, political, economic, social and cultural development and to benefit from the results.

Ravugamini said such policies talks about ‘Equity’, where it has an equal playing field for both men and women, which many times it is preserved to be for women alone.

“Both male and females should compete by merit.”

He said the question PNG should be asking is how to address the marginalizing and stereotyping of women at all walks of life.

He said women themselves can take the lead by supporting and empowering themselves, and then male folks will step in to join and address it.

Most importantly, it is by teaching kids at their early age to respect both men and women, and change the cultural norms, and break the barriers.

He said he has always  have high respect for the women in his life. His mother, wife, daughters, and aunties.

He has learnt some of the greatest life lessons of his life from these women.

As a father and someone who holds a high position in the Public Service, he  encouraged Papua New Guineans to change their attitude and respect both men and women, despite their gender, age, race or such.

To conclude, he wish all DPM Women a Happy International Women’s Day.

New Staff Engaged

Newly engaged staff of the Department

Sixteen new officers have joined the department this year and few others last year taking up positions under short term contracts and on probationary positions within a number of wings and branches in the department.

HR Manager Lucy Kasu said, the new staff have come on board to fill critical positions within various branches.

She said, the need to fill these positions is imminent as supervisors require manpower in their respective branches and wings. The new officers included 5 females and 8 male on short term contracts and  probationary appointments.

The officers will take up positions in Housing, GESI, HR , Policy , MIS and the Southern Directorate. One of the officers is a transfer from Fire Service.

Mrs Kasu said, the officers will definitely ease the need for manpower within respective branches and wings and we hope this will help boost the work output this year. “The department has to deliver on Secretary’s KRA and the boost in manpower will certainly ensure this happens,

Secretary Outlines GESI Policy Implementation

Secretary Ms Taies Sansan during the Special Parliamentary Committee hearing on GBV

Secretary Ms. Taies Sansan said, the Gender Equity & Social Inclusion (GESI) Policy is prioritized in the Public  Service.

Secretary Sansan said this when she appeared before the Special parliamentary Committee on Gender Based Violence at its hearing at the Parliaments State Function Room.

Secretary Ms. Sansan told the members of the Committee that mainstreaming of the policy has been implemented for the last 8 years.

“We have a GESI division who coordinate all GESI  activities and facilitates work plans with other stakeholders.  GESI is an important national and whole of Government agenda, she said.

Secretary Sansan also outlined that under the Public Service Management Act section 22A   Departmental Heads are        responsible for coordinating the  GESI policy within their respective departments.

Secretary confirmed to the Committee that GESI policy implementation is part of the performance indicators for Agency Heads as per the  Leadership Capability Framework which is included in their contracts.

She further outlined that the Public Service General Order 20 also highlights all the areas that relate to GBV in the public service.

Secretary Sansan provided to the Committee statistics on the implementation of GESI. She told the Committee that so far, the implementation of GESI has seen GESI positions created.

Provincial Health Authorities have created 15 positions, Provincial Administrations  created 9 positions, national agencies have created 22 positions.

In 2019 and 2020 a total of 358 public servants have undergone training on the  application of the GESI policy and have been certified with certificates.

Secretary Sansan also told the Committee that a new General Order 7 will be included in the 5th edition of the general orders which include issues around the GESI policy and will go before the Central Agencies Coordinating Committee soon.

“We Felt Privileged To Do Our Training In DPM”.

L-R – Journalism Interns Ms. Esther Gahane and Ms. Matilda Ginio

Final Year Journalism students Matilda Ginio and  Esther Gahane said  they felt very privileged to have been engaged in their internship with Department of Personnel Management.

The girls who did 13 weeks of Public Relations practice with the Public Service Information Centre branch in the Secretary’s Office said they completely enjoyed their work experience with and learnt so much during their time at DPM.

“We feel that we are lucky to have been accepted to come and do our internship here at DPM”, said Esther. 

Both girls expressed gratitude to Secretary Ms Taies Sansan for giving them the approval to come and do their internship with the Department.

“I think both of us are lucky that we came here because we gained good experience from the 13 weeks that we were here at DPM and for that we are so grateful”, said Matilda.

The students who are final year students are expected to get their final credit points from the internship with DPM and will graduate in April this year.

Both of them have commenced employment with television station EMTV and we wish them all the best in their future careers.

HOUSING COMMITTEE HOLDS ITS FIRST MEETING

Housing Committee Members

An internal Housing Committee has been set up to coordinate and oversee the DPM Internal staff home ownership scheme and advise the Executive Management on home ownership strategies relating to the Housing program at Duran farm. 

The Housing Committee made up of 12 staff from various wings convened its first meeting on the 16th of February to start the ball rolling.

Among other responsibilities of the Housing Committee is to ensure submission of reports and briefs to Secretary, provide timely advise to EMT on the home ownership scheme.

The Committee’s first meeting chaired by chairperson of the Committee and Executive Manager Public Service Housing Ms. Nancy Levi was given an update on the Duran Farm project. 

In providing an update to the Committee Mrs. Levi said, DPM will be signing an Memorandum of Understanding with NHC soon on the 100 allotments for DPM staff.

She said, a number of issues will have to be resolved prior to the signing of the MOU. 

Terms of reference for the Committee is being drafted and a work plan for the committee members is also being put together. The Committee will be doing a site visit of the allotments for DPM.

The committee will be meeting bi monthly to progress all its responsibilities as per its work plan.

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