About Us

The Department of Personnel Management plays a critical role as a central agency in the Government's policy initiatives and implementation of the Public Sector Reforms. The Department of Personnel Management also has a stewardship role as a Central Agency to support the Government in progressing the Public Sector Reform Agenda, and to contribute to the Vision 2050 and the Twenty (20) year - Long Term Development Strategy (LTDS) and the Medium Terms Development Strategy (MTDS).

As a Central Agency of GPNG National Public Service, the Department plays a pivotal role in providing strategic leadership and human resource management that promotes good working relationships and rigorous dialogue with agencies, and facilitates delivery of quality services to the Government and the people of Papua New Guinea.

Roles and Responsibilities of the DPM

The primary role of the Department is to provide strategic leadership in three distinct areas, namely employment, industrial relations and human resource development and management as defined under the Public Service (Management) Act. The Department is also required to provide strategic and policy advice to support the Minister for Public Service in achieving the Minister's duties under the Act and the Government's Public Service reform agenda.

Our Vision

At the Department of Personnel Management we aspire to be a ‘SMARTER’ Leader in transforming Human Resources in the delivery of government services in PNG.

By ‘SMARTER’ we mean that we will adopt strategies that are:

S - Specific
M - Measureable
A - Achievable
R - Realistic
T - Timely
able to be
E - Evaluated and
R - Reported upon.

Our Mission

The mission of the Department of Personnel Management is to promote ‘SMARTER’ HR strategies through ethical leadership across the public service.

The Department intends to work collaboratively to facilitate the introduction of public service wide workforce information planning and develop performance planning processes designed to help all officers understand how they contribute to assisting their agency achieve its service outcome priorities.

These processes will be based on setting performance objectives and service standards that are SMARTER i.e. Specific, Measurable, Achievable and Agreed, Realistic, Time based and includes Evaluation - Reporting obligations.

As a Department we intend to concentrate on:

Workforce Reform and Culture Change
  • Ethical workplace values, cultures, systems and practices
  • Values based Leadership and Management Capability Framework
  • Working with Devolved Service Delivery Models in Partnership
  • Embedding GESI in agency systems and practices
  • Workforce Information, Analysis and Planning Framework
  • Organisational Reform - agency ‘rightsizing’ - amalgamations
  • Legislative, Administrative Reforms
  • Management Aid funded programs for engagement of Technical Advisers
  • Work Life Balance Strategies
Monitoring and Improving Performance
  • Senior Executive Staff performance
  • Linking - Workforce Initiatives to Organisational and Service Outcome priorities
  • Audit and Compliance Reviews of Agency HR performance
  • Adoption of nationwide Information and Communication Technology (ICT) strategy to
  • record and disseminate decisions
  • develop information sharing opportunities
  • contribute to innovation
  • improve productivity
    • State of the Service Reporting
    • Improving staff productivity - public service housing and office accommodation
Modernisation - Terms and Conditions of Employment
  • Advocacy and Advisory - industrial relations and dispute resolution
  • Government pay policy and setting standards
  • Terms and Conditions
HR Client Service Functions
  • Capacity Development - General Orders, Business Processes
  • Management and control of the ‘whole of government’ payrolls
  • Client Services - establish
  • Client Service Centre, Standards, Help Desk
Internal Management
  • Enhance
    • Existing governance structure
    • Corporate Affairs Services
    • Legal Services
    • Media and Publications
Supporting Autonomous Bougainville Government
  • Provide technical / policy advice to ABG in the development of its human resource function within the Public Service