Human Resources

Manpower Planning

As at the end of March 2015, the department was staffed by approximately 8 350 civil servants. The department will expand its workforce in 2015-16 in order to staff new facilities and deliver new services, and to enhance its existing services.

Employment Situation for Non-civil Service Contract (NCSC) Staff

NCSC staff are employed by the department under the NCSC Staff Scheme to meet various service and operational requirements. They are mainly responsible for providing support services in LCSD venues and offices, including general administrative support, frontline and customer services, technical support, and information technology services. The department will continue to keep the employment of NCSC staff under regular review and, where appropriate, seek resources to replace NCSC positions with civil service posts in areas with long-term needs.

Recruitment of Civil Service Staff

In 2014-15, the department conducted recruitment exercises for the posts of Amenities Assistant III, Artisan (General Duties), Assistant Librarian, Cultural Services Assistant II, Laboratory Technician II, Photographer I, Senior Artisan (Beach/Swimming Pool), Senior Artisan (Filtration Plant), Technical Officer II (Engineering) (Cultural Services) and Workman I.

Staff Training and Development

The department’s Training Section delivered a wide range of programmes in 2014-15.

Growing environmental awareness and public concern for tree management have increased the need for tree specialists. The Training Section organises training programmes aimed at boosting the professional arboricultural knowledge of staff working in this area.

During the year, the focus of training continued to be on tree inspection, pathology, risk assessment, remedial tree surgery and old and valuable tree (OVT) management, training that enhanced the range of curative measures available for problematic trees. The training programme included four courses on Visual Tree Inspection and Remedial Tree Surgery for 84 staff; one Tree Hazard Assessment Course with Integrated Assessment (LANTRA Professional Tree Inspection Qualification) in June and October 2014 for 17 Leisure Services Managers (LSMs) and Amenities Assistants (AAs); a number of thematic arboriculture seminars and a specialist arboriculture course attended by over 240 staff; and an OVT Management Training Programme for 42 staff.

To ensure staff have the appropriate health and safety knowledge they need to carry out tree operations, the Training Section also arranged for 26 staff to attend a tailor-made two-day course on Occupational Safety and Health in Arboriculture, organised by the Tree Management Office of the Development Bureau and the Occupational Safety and Health Council.

In May and October 2014, we organised re-certification training programmes on behalf of the International Society of Arboriculture Certified Arborists. As a result, 23 LSMs and AAs were re-certified for this professional qualification. We also arranged training for other recognised qualifications, including the Advanced Diploma in Tree Management and Conservation (HKU(SPACE)), the Certificate in Professional Tree Management (OUHK), the Professional Diploma in Horticulture and Landscape Management (THEi), the Certificate in Principle and Practice of Plant Pest and Disease Management, Certified Arborists Training Programme (IVDC), the MSc (Hon) Degree in Arboriculture (UK), and the Arboriculture Level 3 City and Guilds Diploma (UK).

To meet the training needs of staff involved in turf management and maintenance and enhance their general competence, a five-year training plan for sports turf management was started in the year. The Training Section arranged a number of training programmes under the plan, including a locally commissioned turf management course for 30 LSM and AA grade staff, a six-week Turf Attachment Training Programme in Queensland, Australia for one LSM, an eight-week Turf Attachment Training programme in the UK for one Senior Amenities Assistant, and a blended learning programme entitled Sports Turf (Operations Management) Level 5 for three LSM Grade officers. In addition, we arranged an experience-sharing workshop on Sports Turf Maintenance and Management for 88 staff working in sports grounds and major parks.

To facilitate the delivery of high quality cultural services to the community, the Training Section offered a range of structured training programmes on different aspects of culture and the arts for 49 cultural services staff. These programmes covered cultural management, arts management and entrepreneurship, creative industries management, museum studies, architectural conservation, and information studies.

To enhance staff knowledge in the areas of culture and the arts, we commissioned a 30-hour Arts Essentials course introducing the Western performing arts. The course had special focuses on drama, music, dance and opera, and covered every major period and movement from Ancient Greece to today. Talks on Gothic Culture and Shakespearean Studies were also arranged. This training helped some 140 members of staff master essential cultural vocabulary and concepts, and gave them the ability to relate more confidently to performing arts practitioners by developing their skills in the interpretation, understanding and appreciation of works of art.

To give staff knowledge of stage and technical management issues, along with safety rules and regulations relating to performing arts venues and theatres, we developed some structured stage and technical management workshops alongside other training on the handling and maintenance of musical instruments, and on the operation and safety management of rigging systems. These were attended by some 340 staff.

Another focus for the year was on frontline staff training. To improve their standards of performance and raise LCSD’s image in the eyes of the public, we started a new structured in-house training series for frontline and clerical staff. The first two modules, Customer Services, Communication Skills and Complaint Handling and Stress Management and Positive Psychology, were launched for a total of 362 service staff of the Cultural Services Branch. Other modules of the programme will be rolled out in ensuing years.

In support of the Government’s commitment to developing an inclusive society, the Training Section arranged training on serving people suffering from psychoses, as well as on providing audio descriptions for exhibitions and live performances for people with disabilities.

We are always keen to promote knowledge management and knowledge sharing among staff. Colleagues who are highly conversant with their specific areas of work were invited to take part in the Chat Room Series, designed to share individuals’ work expertise more widely. During the year, colleagues also were able to share their work experience in relation to the organisation of various mega events and large-scale exhibitions, and of an international conference. In addition, we organised the DD(C) Chat and Cultural Services Branch Forums - Directorate's Review and Looking Ahead events, where directorate officers could share their wealth of experience with some 801 staff of the Cultural Services Branch.

To empower staff and set them up as effective leaders to help shape the culture of our organisation, as well as build cohesive teams and spark motivation in the pursuit of service excellence in the field of culture and the arts, we arranged training for 293 officers on advanced cultural leadership, leadership strategies for senior arts and culture executives, change and crisis management, leading and building high performance teams, and communication and team building.

Cultural Services staff were also given the opportunity to broaden their international exposure by taking part in 28 overseas training opportunities, internship programmes, and exchanges with prestigious international cultural institutions. The experience and professional knowledge arising from these opportunities have given the participants valuable new resources in their efforts to achieve service excellence, develop creative programmes and events for the public, and generally contribute towards Hong Kong’s development as a world-class events capital.

On the health and safety front, the Training Section continued to organise Occupational Safety and Health (OSH) training programmes to ensure a safe and healthy environment for all staff, as well as for customers visiting our premises or participating in our activities. This year, some 600 staff received training in the use of Automated External Defibrillators (AEDs), and acquired the relevant certification. Other general OSH courses, such as Prevention of Violence in the Workplace － Breakaway Techniques, Avoiding Snake Bites, Knowing Dog Behaviour, Fire Prevention, and Electrical Safety, helped raise occupational safety awareness among frontline staff.

We continued to offer competence certificate courses, such as the Mandatory Basic Safety Training Course, the General Safety for Workers in Confined Spaces and Revalidation Course, the Certificate of Competence in Display Screen Equipment Assessment, and the Certificate of Competence in Manual Handling. In addition, we organised some OSH management courses for district and venue safety officers, including, among others, Basic Safety Management Training and General Training on Occupational Safety and Health for District/Venue Safety Officers.

In 2014-15, the department continued to support the Government’s initiative to expand job opportunities for young people through the Swimming Pool Trainee Scheme and the Beach Trainee Scheme. Under these schemes, the Training Section provided four to five months’ training to 26 young people, after which they sat the relevant tests to gain lifeguard qualifications. They were then able to find jobs in public and private aquatic venues; some have applied to join the civil service as lifeguards.

The Training Section also delivered a number of regular programmes on leisure and cultural services topics, as well as training in general knowledge and skills, supervisory management, language and communication, use of computer software applications, and IT.

Overall, 2014-15 was a productive year for staff training. We offered a total of 18 057 training places to all grades and ranks, including NCSC and ex-Council contract staff. Feedback received from trainees suggests that our training programmes were effective in helping trainees meet workplace and operational requirements.

Staff Relations and Communication

The department enjoys good staff relations as a result of its commitment to maintaining excellent communication.

Management maintains regular contact with staff through meetings of the Departmental Consultative Committee and the General Grades Consultative Committee, and meetings with staff unions. In addition, ad hoc meetings, informal gatherings and briefings are held to discuss issues of mutual concern. The Director of Leisure and Cultural Services also regularly meets with staff and union representatives to gain a better understanding of their concerns, and takes appropriate action where necessary.

Individual needs are given equal attention. The Staff Relations ‒ Staff Welfare Unit attends to requests and enquiries from staff regarding welfare and other matters. Members of staff are encouraged to make suggestions for improving and streamlining the department’s operations and management.

To enhance working relationships among staff members, the department regularly organises special-interest classes and recreational activities such as classes on horticulture and the annual karaoke contest.

The departmental Volunteer Team and 15 sports teams also provide ample opportunities for staff to participate in worthwhile activities in their spare time. This year, the Volunteer Team arranged for the disadvantaged families to attend the annual Hong Kong Flower Show. Our sports teams participated in various open and inter-departmental competitions, in some of which they won awards.

The quarterly Staff Newsletter has continued as another effective medium for staff communication.

Staff Motivation

Recognition plays a key role in building a motivated and committed workforce. Staff who have provided meritorious service for 20 years or more are eligible for consideration for Long and Meritorious Service Certificates and Long and Meritorious Service Travel Awards. In 2014-15, three staff received Commendation Letters for their outstanding contributions towards enhancing the image of the department, and 177 staff received Certificates of Merit for their meritorious service.

The department also nominates staff for external commendations. In 2014-15, four staff members received commendations from the Secretary for the Civil Service for their consistently excellent performance. One staff member received an individual award in the Ombudsman’s Awards 2014 for Officers of Public Organisations, and the department was selected for the Grand Award of the Ombudsman’s Awards 2014 for Public Organisations.

The department’s Customer Appreciation Card Scheme is a channel by which staff can receive direct customer feedback. Staff are also encouraged to develop and improve their service standards through the Staff Suggestion Scheme and the Work Improvement Teams. In 2014-15, the Leisure Services Branch held a competition among Work Improvement Teams at public swimming pools.

Customer Service

Customer focus is a core value of the department. In 2014-15, we received more than 9 000 appreciation cards and over 600 compliments from our customers. Such feedback has proved very encouraging for frontline staff.