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Call For Total Review Of The System Of Promotions In The Malaysian Civil Service Statement by Dr Tan Seng Giaw, DAP National Vice-Chairman and MP for Kepong on the agreement of the Public Service Department, PSD, to make several changes in the National Remuneration System, NRS, on 22 April 2000 | |||||||
| Malaysia has 850,000 civil servants who are represented by the umbrella organisation of their unions, Cuepacs. Both Cuepacs and Malaysian Trade Union Congress, MTUC, have submitted complaints on the implementation of the National Remuneration System, NRS, which began in 1992. The Government spends RM40 million yearly to implement NRS which gives a month's bonus, a double annual increment and a RM300 share certificate to the top 2% staff members in all departments and ministries. Three per cent good performers have half a month's bonus and a double annual increment; 90% of performers receive a normal annual increment. You can imagine the types of abuse in NRS such as biased evaluation by departmental heads on their subordinates. For example, many of the 240,000 teachers dread the NRS. Headmasters and Education Departments can be seen as arbitary authorities. NRS is supposed to solve some of the difficulties in the promotional system that results in so much unhappiness among many teachers. The Government would do well to review the promotional system thoroughly. For instance, in the last | |
decade how many teachers have retired optionally, how many teachers are promoted and headmasters appointed to head the over 8,000 schools in the country. Out of the 3,500 and 5,000 teachers promoted in 1999 and 2000 respectively, how many are based truly on merits? Is the promotional system a major cause for the disaffection and discontent in the teaching profession? Is it just the money that makes many shunt the profession? Sixty-five per cent of teachers are women. We have made it a point to raise the problems of promotions in the civil service including the police and the army. The private sector has its share of problems because of biases in the promotion of staff members. Although the PSD has agreed to make several changes to the NRS yesterday, the number of complaints against abuses may not be reduced. We hope that Cuepacs would forward a truly comprehensive proposal on how the changes could be made. A less biased promotional system is needed to ensure the performance of the civil service. Otherwise, measures like customers' charter and clock-in and clock-out may not help.
Dr Tan Seng Giaw | |||||
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