Public Sector (Governance) Act 2018 · 2020 Revised Edition · Part 2 · Directions
11. Limit to effect of directions
Feedback & supportA direction under section 4 or 5 must not be inconsistent with this Act or any other written law.
A direction under section 4 or 5 is not binding on a Singapore public sector agency to the extent (if any) to which it would impede or affect the performance of —
Singapore public sector agency
“Singapore public sector agency” means any of the following:(a)a Group 1, Group 2 or Group 3 public body;(b)a ministry or department of the Government;(c)an Organ of State;(d)a public officer or a person exercising a public official function, who is declared by the Minister by order in the Gazette to be a Singapore public sector agency for the purposes of this Act;
a statutorily independent function of the Singapore public sector agency; or
a quasi-judicial function of the Singapore public sector agency or any of its officers in relation to a particular matter.
This Part does not authorise any Minister to direct a Singapore public sector agency, or any member or officer of a public body, or any public officer, requiring —
member
“member”, in relation to a public body, means —(a)an individual who is appointed under the constitutional Act of the public body as a member of the public body; or(b)an individual who is appointed under the constitutional Act of the public body as a member of the governing body of the public body, where there is a governing body,and includes an individual who is appointed under the constitutional Act of the public body to act in that capacity temporarily;
the performance or non‑performance of a particular act or the bringing about of a particular result, in respect of a particular person or persons; or
the making of an employment decision relating to a particular individual.
However, subsection (3) does not prevent a Minister from giving a direction under the Government Procurement Act 1997.
In this section, “employment decision” means an administrative decision relating to the employment of an individual, including —
the appointment, promotion, transfer, remuneration or benefits of employment;
the termination of an individual’s employment; and
the taking of disciplinary action against an employee.