Embed strategic human resources management in the Public Service

We want to make sure that human resources support the achievement of the priorities and organisational strategies of Public Service organisations. This will help us to deliver the best possible Public Services and solutions for citizens.

Mainstream strategic workforce planning in the Public Service

We need to identify what future skills are required across the Public Service, as well as where and when. Workforce planning allows for succession planning to deal with potential loss of knowledge and essential skills as well as identifying the opportunities to embed new skills.

Build capability and skills

We will identify training needs and opportunities to make sure staff have the right skills to perform the job they need to do, at the right time.
We will also develop our training capacity, to develop skills in areas like:

• information and communications technology (ICT);
• human resources (HR);
• data analysis; and
• leadership and management.

Strengthen performance management

We want to manage the development of employees’ skills and performance so that they can perform at their best.

Under the Public Services Stability Agreement 2017 (draft agreement reached between Government and the public service unions), if ratified, every Public Service body will have an employee performance management system in place by 1 January 2019.

Promote equality, diversity and inclusion

We will build a Public Service that:

• values diversity;
• promotes equality;
• promotes and protects human rights;
• allows everyone to have a voice and to be listened to; and
• represents the wider population.

Articulate Public Service vision and values

At the heart of good public sector governance is the desire to serve the public interest and work for the greater good of all citizens. Values are the cornerstone of good governance. An overarching Public Service vision and values will inform the direction of the Public Service. This will enable us to clearly explain who we are, what we stand for and what we aim to achieve.

Increase employee engagement

We want to measure and increase Public Service employee engagement. This means, we want to:

• listen better to our employees;
• consider their opinions;
• value their contributions; and
• make sure their views are taken on board.

Review Public Service culture and values

We aim to measure organisational culture through culture and values reviews. Organisational culture describes the organisational values, assumptions and beliefs that govern how people think and behave in their organisations. We want a thriving, dynamic, positive, inclusive and supportive organisational culture. In such a culture, employees are valued and supported in their jobs to do their best, so that they can deliver the best Public Services for our citizens.