HUMAN
RESOURCES
As at the end of March 2017, the department employed approximately 8 900 civil service staff. Plans are in place to expand the workforce in 2017-18 in order to better support existing services and to staff new facilities.
Recruitment took place for the following posts in 2016-17: Artisan (Filtration Plant), Artisan (General Duties), Assistant Curator I (Art) (Film Work Type), Assistant Curator II (Art) (Art Work Type), Assistant Curator II (Art) (Film Work Type), Laboratory Technician III, Photographer II, Senior Artisan (General Duties), Senior Artisan (Carpenter) and Workman I.
NCSC staff are employed by the department under the NCSC Staff Scheme to meet various service and operational requirements. They mainly provide support services in LCSD venues and offices, including general administrative support, frontline and customer services, technical support, and information technology services. The department has kept the employment of NCSC staff under regular review and, where the work involved is of a long-term nature, sought to replace their positions with civil service posts subject to availability of resources.
In 2016-17, the Training Section continued to provide both general and specialist training opportunities for LCSD staff to meet the department's business needs and ensure it operates efficiently.
Training programmes for staff involved in arboriculture were organised in areas such as tree inspection, tree pathology, risk assessment and remedial tree surgery. These included eight courses on Visual Tree Inspection and Remedial Tree Surgery for 156 staff, a Tree Hazard Assessment Course with Integrated Assessment (the LANTRA Professional Tree Inspection Qualification) for 27 staff, a number of thematic arboriculture seminars, and a specialist arboriculture course attended by around 560 staff.
The Training Section also arranged for 36 staff members to attend a 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 (OSHC). Separately, 20 staff members attended a half-day programme on Safety at Road Works organised by OSHC.
We organised re-certification training programmes for staff holding the International Society of Arboriculture Certified Arborist qualification, with 68 staff members becoming re-certified in the year. We also arranged training for other qualifications, including the Advanced Diploma in Tree Management and Conservation and Certificate In Landscape Design (HKU SPACE), the Certificate in Professional Tree Management (OUHK), the Certified Arborists Training Programme (IVDC), the MSc(Hons) Degree in Arboriculture (UK), and the Arboriculture Level 3 City and Guilds Diploma (UK). A total of 86 staff members took part in these local and overseas training programmes.
The Training Section also arranged training programmes for staff working in the area of turf management and maintenance. These included a local Professional Diploma in Horticulture and Landscape Management course offered by the Technical and Higher Education Institute of Hong Kong and undertaken by three staff members, an overseas distance learning programme leading to the Certificate III in Sports Turf Management (which included a period of practical training in Australia) for six staff members, an attachment training programme on turf management held in Australia for three staff members, and an attachment training programme held at the Singapore Botanic Gardens for two officers. In addition, we organised an experience-sharing session on sports turf management for 65 staff members working in sports grounds and major parks.
The Training Section continued to sponsor the attendance of staff members at training programmes offered by local tertiary institutions on different aspects of culture and the arts. During the year, some 110 Cultural Services Branch officers received training in management of cultural enterprise, cultural leadership, arts management and entrepreneurship, creative industries management, performing arts, museum studies, architectural conservation and information studies.
Training courses were also provided to enhance the core competencies of around 1 060 cultural services officers, on topics such as strategic thinking, crisis management, media communication, negotiation and mediation, staff management, personal effectiveness, creativity, innovation and language proficiency.
The Training Section also lined up a number of training programmes to enhance the work knowledge of various grades of Cultural Services Branch staff. These included courses on stage and technical management, crowd management, marketing and digital marketing, digital and graphic design technology, and legal knowledge. In addition, some staff members were given sponsorship to attend job-related conferences, forums and summits. Some 1 520 staff members took advantage of these different initiatives.
Also during the year, around 150 stage management staff and artisans were provided with a useful series of courses designed to enhance their repair and maintenance skills in metal, carpentry and joinery, painting, rope access and rigging, lifting platform safety and special stage effects.
The Training Section also designed and organised grade-specific induction courses for staff of different grades of the Cultural Services Branch. These courses familiarised participants with the structure, vision and mission of the department, enhanced their knowledge of the branch's work, and provided them with specific knowledge and skills relating to their duties. Training on achieving service excellence and managing workplace violence was also arranged for new frontline staff this year. Altogether, around 530 staff members attended the induction courses.
To encourage knowledge transfer among staff, during the year we invited colleagues who are specialists within their specific areas of work to contribute to the Chat Room Series, a series of talks designed to give staff the opportunity to share their work expertise. This year, staff members shared their experience in managing new trends in library services, planning a new performance venue, and organising outdoor events. In addition, colleagues returning from duty visits and training outside Hong Kong held debriefing sessions where they shared what they had learned with colleagues. A total of approximately 1 140 staff members attended these sharing and debriefing sessions.
Around 110 cultural services staff members were also given the opportunity to broaden their international exposure by taking part in training outside Hong Kong, through internship programmes and exchanges with international cultural institutions. These initiatives helped participants enhance their skills and learn how to develop creative programmes and events; more generally, they contributed towards the development of Hong Kong as a world-class events capital..
Staff occupational safety and health (OSH) has remained a priority. The Training Section organised a variety of OSH training programmes during the year to ensure a safe and healthy environment for both staff and customers. During the year, some 600 staff members received training in the use of Automated External Defibrillators and acquired the relevant certification. Other general OSH courses held included Handling Workplace Violence and Breakaway Techniques, Handling Customers with Verbal Violence, Handling Customers with Behavioural and Psychological Disorders, Prevention of Biological (Animal and Insect) Hazards at Outdoor Workplaces, Knowing Dog Behaviour, General Safety for Supervisors and Managers, and General Safety for 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 Manual Handling, and the Safe Use of Tail Lifts. In addition, we organised the course Basic Safety Management Training and General Training on OSH for District/Venue Safety Officers.
The department has continued to support the Government's initiative to expand job opportunities for young people through its Swimming Pool Trainee Scheme and Beach Trainee Scheme. Under these schemes, the Training Section provided four to five months' training to 23 young people. After which they could sit the relevant tests to gain the qualifications required for serving as lifeguard in both public and private aquatic venues.
In addition, the Training Section delivered a number of regular programmes on leisure and cultural services disciplines, as well as training in general knowledge and skills, supervisory management, language and communication, computer software applications, and information technology.
Overall in 2016-17, we offered a total of 18 018 training places for all grades and ranks, including NCSC and ex-Council contract staff, and received very positive feedback from trainees.
The department enjoys good staff relations and is committed 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. From time to time, ad hoc meetings, informal gatherings and briefings are also held to discuss issues that may arise. The Director of Leisure and Cultural Services also regularly meets with staff and union representatives to gain a better understanding of their concerns.
The Staff Relations ‒ Staff Welfare Unit deals with requests and enquiries from individual members of staff regarding welfare and other matters. The unit also encourages staff members to provide personal input into the running of the department by suggesting improvements that could help streamline operations and management.
To bolster working relationships among staff members, the department regularly organises special-interest classes and recreational activities, such as classes on horticulture and cooking, and the annual karaoke contest.
The departmental Volunteer Team and Sports Teams provide opportunities for staff to participate in worthwhile activities in their spare time. This year, the Volunteer Team paid a visit to an elderly home and arranged for disadvantaged families to attend the annual Hong Kong Flower Show. Meanwhile, our Sports Teams participated successfully in various open and inter-departmental competitions.
The quarterly Staff Newsletter has continued to act as an effective medium for staff communication.
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 2016-17, two staff received Commendation Letters for their outstanding contributions towards enhancing the image of the department, and 187 staff received Certificates of Merit for their meritorious service.
In addition, six staff members nominated by the department received commendations from the Secretary for the Civil Service in 2016-17 for their consistently excellent performance.
The department's Customer Appreciation Card Scheme is a channel by which staff can receive direct customer feedback. Staff members are also encouraged to develop and improve their service standards through the Staff Suggestion Scheme and the Work Improvement Teams.
Customer focus is a core value of the department. In 2016-17, we received more than 8 000 appreciation cards and over 500 compliments from our customers, which have proved of value in motivating the performances of our frontline staff.