(Paper Cmd No. 2 of 2000)
Sir, let me take all the cuts in turn. Mrs Lim Hwee Hua wanted to bring the civil service up to date in terms of motivation, remuneration, and even organisation. I completely agree with her that while there are differences between the public and the private sectors, because one has more bottomline focus than the other, in fact there are many similarities too. Because even in the private sector, you are not just talking about the bottomline, you are also talking about service quality, performance, innovation. While in the public sector, we are not just talking about administering our long-term goals, although these are important, but also about efficiency and saving costs. So there is much which the public sector can learn from the personnel practices of the private sector, the way they reward, train, motivate, organise their people, which we should take on board and also use in the public sector. Specifically in terms of remuneration, we have already started having performance bonuses for our more senior civil servants. We had announced last year that we wanted to move towards a scheme where all civil servants would have performance bonus as one component of their salary, from the top all the way down to the bottom. We will progressively introduce this over the next two or three years with the NWC awards. We will put aside some of the NWC awards to build up a significant component of a performance bonus, so that each civil servant will feel that how he does will impact what he earns. It does make a difference. And at the very top, where presently the senior civil servants have a performance bonus, maximum of six months, we are reviewing this now, and we should substantially increase that certainly to at least 12 months, and maybe more. Because if you look at the private sector, for the senior persons, yes, they are paid more. But maybe only one-third of their earnings goes into salaries, and the other two-thirds of their earnings are variable, depending on their own performance, depending on their company's performance, depending on the overall achievement of their section of the company, and so on. So we should move, approximate private sector practice, and keep track. As the private sector improves, so do we. Next, Mr Simon Tay asked about communication and response to the public and wanting to establish it in our staff appraisal system. I think his question is not so much about the staff appraisal system. It is whether or not communications involving the public and consultation are really core to the way the civil service operates and the Government operates. And I think the answer is yes. It is not a question of the second or third generation. It is a question of what is the best way in which to set policies, to establish the direction, to bring people on board and to work together to improve Singapore, and to move forward. We have decided that in many areas, in many circumstances, the best way to do that is to be more open and inclusive, involving more people outside of the organisation, talking, sharing information, taking on board suggestions, views and finally reaching a decision which is better than what an individual department, or even an individual civil servant or Minister, is able to do. As Mr Inderjit Singh said just now, the civil service really does not completely know the way the private sector is thinking, and the private sector often also does not know what the civil service constraints and considerations are. So the more we can get this interchange and flow, I think the more effective it will be. It is not just a matter of establishing specific mechanisms for doing this. It is also a matter of setting the overall tone for the civil service and making sure that when we launch something, particularly something major, this is always at the back of our minds, the way to proceed. So when we assess a civil servant, we do not give brownie points for the number of times he called in the private sector to discuss things with them, or the number of times he went and gave an explanation, or the number of letters he wrote to the press, or even the friendliness with which he wrote the letters to the press, but, was he able to demonstrate political sensitivity and certain openness of approach? And, finally, the bottomline is: was he able to get the job done and the mission accomplished? If he can do that, then he is promoted and rewarded. If he cannot do that, he can be the most affable person in the world, but he is ineffective, he has to be moved out. Sometimes our idea of what is a reasonable way to consult and take views may not agree with the public's idea of how much we should consult and take views, in particular on the question of National Library and a few other things recently in the press. But that is in the nature of the process that different parties will have different perspectives. Gradually, I think a more realistic expectation and understanding would evolve of what is possible, what is necessary, and what we can achieve from this consultation process. I do not believe that the civil service did mishandle the issues which have recently been in dispute. There will always be matters which will become hotter than others and which need to be managed, and we have to do so in a calm, rational and understanding way, and go on, as I think Mr Mah Bow Tan did in Parliament a few days ago explaining how, as an SJI boy, he also had been to the bakery and waited at the bus stop. So there are many ways, but our commitment to involve people and to make this a participatory process is quite clear. On redesigning work in the public sector, Mr Yeo Guat Kwang asked what we are doing. We agree with him that this is something which needs to be done because we want to upgrade our workers, our staff and we want to restructure their jobs so that they have the opportunity for upgrading. In fact, we have already been doing job restructuring. For example, last year in April, we restructured and streamlined the majority of the Division IV schemes into broader based service groups, each with its own broad-based job characteristics which help to enlarge the jobs and help people to be placed in jobs, and to make progression if they are committed to upgrade themselves. So we have done some, but it is not a static situation because as the population changes, as job requirements change, we will have to continue to restructure and, I am sure, we will do our best to keep up. Mr Inderjit Singh talked about the need for the civil service to be open, flexible and transparent. We fully agree with him. We have introduced all sorts of schemes to do this. But this is a big organisation and it is a continual effort to make sure that it stays open, it stays vibrant, that it does not settle down, that there is a certain innate energy, so that new ideas are always coming up and new people with fresh approaches have the opportunity to come through the system, and not be held down and stifled by people who have arrived earlier and who may have been active and energetic in earlier years but have decided, well, now we are in charge, let us stay in charge for a little while longer. It is a continuing effort, but I think if we compare our civil service with any other civil service in the world, we are not doing badly. On medical benefits, Mr Yeo and also Mr Thomas Thomas asked whether we can review our co-payment and also we can fold in the $350 outpatient subsidy to be paid into Medisave Account for the individuals if it is not spent. First, on the question of revising the medical benefits. There are two components to this co-payment scheme: (1) $350 outpatient subsidy cap, and (2) 1% extra contribution to Medisave. The extra contribution to Medisave is 1% of salary. So as your salary goes up, it will automatically go up together with your salary. Because we have not seen medical expenses increase much faster than salary in Singapore in recent years, there is no need for us to reconsider. On the $350 outpatient subsidy, I have asked for the data and have been told that, in fact, most civil servants have not been using a lot of this. In fact, three-quarters of the civil servants use only $100 or less of the $350 which they are entitled to. On average, the expenditure per civil servant was only $74 out of $350. So there is no immediate need to revise the amount upwards. That is the first point. 1.45 pm The second point is the question of philosophy. Our approach in the public service has been to pay as far as possible a clean wage. In other words, instead of having housing benefits and significant medical benefits or child benefits or transport benefits, we give you a clean salary and you decide how you want to allocate your resources. And we make sure that the overall salary, the whole package is competitive with other employers in Singapore and attracts the people we want for the job. If we have that approach, then to the maximum extent possible, we should cap medical benefits in the public service rather than expand them, because really I can have a choice when I expand them. I can give you the extra salary and you decide whether you want to use it for medical or other purposes, or I can just give you the medical benefits and you have no choice. Our philosophy has been that it is better to give the civil servants a choice. So I would not say that we would never adjust this. But I think that is a consideration when we decide whether we need to adjust this. As for taking the unused part of the $350 and paying it into individual civil servant's Medisave, as I pointed out, the average civil servant is only now using $74 of this. So if I take it and put it into civil servants' Medisave, in effect, we are giving the civil servant another $270-plus additional allowance of pay per year into the Medisave. So it is not something which we can lightly do because there is a financial implication. However, I do understand why Mr Yeo wants to do this. It is because the private sector has been slow to implement an alternative medical benefits scheme. Unions have had difficulties persuading workers to go this way and to take personal responsibility and to co-pay. For the private sector to have this sort of subsidy, perhaps with a cap, and then to have the amount paid into the Medisave if at the end of the year it is not consumed, is a reasonable way forward. So from that point of view, it is perhaps useful for the civil service to set the example. We will study this to see if there is an opportunity for us to move in this direction. But never forget, we are talking about real money, $276 per person, or nearly $9 million per year. Dr Jennifer Lee asked about female civil servants and benefits. We will not say no. We will consider the matter. I would say, firstly, that to go from female officers to male and female officers is psychologically a big step, and it is a signal to the whole of the society that we have become a different kind of society. We have been encouraging parents to take their share of the burden of looking after kids. But we are not sure yet whether we should give them paternity leave to celebrate with the mother when the child is born. But on the five-day week, we have sought to be flexible in the civil service to follow what the private sector is doing, but not to set the pace for what the private sector is doing. Because for us to change ceremonially from a 5 1/2-day week to 5-day week is suddenly to send a signal to the whole economy that we are working fewer days, whether it is fewer hours or not, and it will be a change of tone for the society. Some people say there will be no slowdown. In fact, we will work better. We are not sure. We would prefer not to send such a signal. But where we can exercise some flexibility and allow civil servants some time off, alternate weekend, or some time off even during the week if they need time during the week, but maintaining 5 1/2 days as a system so that the organisations are all open on Saturday mornings - that we have been progressively doing and, particularly, in the statutory boards and semi-Government agencies where it is easier to have flexibility. We will gradually move. We have not issued any instruction because once we issue an instruction, everybody will straightaway take it that tomorrow we are in the new world, which we are not. But we have been practical and pragmatic because we need to employ people too, and particularly young people and women. They tell us that working hours and the flexibility with which they can adjust their working hours is an important consideration. Mr Jeyaretnam asked why we need so many Ministers in the Prime Minister's Office. He asked this question last year. I gave him an answer. I think the answer is the same. There are seven Ministers in the Prime Minister's Office. It is really because the Prime Minister's Office encompasses several different things. There is the Civil Service, which could be a different Ministry, but is in the PMO, and I happen to be looking after it. There is the NTUC which is really a separate outfit altogether and is paying for the salaries of the people who are working there, namely, Mr Lim Boon Heng, Mr Matthias Yao and Mr Zulkifli.