All for People, Strive for Perfection
"All for People, Strive for Perfection" is the underlying principle as the Human Resource Division forges ahead. We value our staff and we are committed to enhancing their performance through comprehensive training and to acknowledge their achievements. To accomplish this mission, we rely on collective efforts of a diverse workforce made up of individuals committed to excellence in service and performance.
The year 2007 was full of activities and initiatives. We aligned our staff training strategy with the long term development needs of both staff and the Department. Apart from the wide-ranging courses for different ranks, extensive opportunities of exposure in international conferences, overseas exchanges and visits were offered to staff. The aim was to equip the Department with a pool of talented officers to meet the challenges ahead.
For continuous progress and succession of the Department, recruitment of staff remained one of our work focuses. In the year, we were delighted to see the recruitment freeze lifted by the Government. In the recruitment exercise of Officer and Assistant Officer II, we received 3 489 and 3 363 applications respectively. Successful applicants were either undergoing recruit training or vetting formalities.
To achieve work-life balance, we emphsised the importance of facilitating staff to enjoy a balanced lifestyle so as to manage the demand and stress of the profession. "Healthy Lifestyle" remained the motto of activities organised by different affiliated associations for staff and their families. The objective was to uphold the high standard of occupational health, esprit de corps and staff morale.
The basic spirit underlying our tasks in human resource management is mutual respect and shared responsibility. This can be achieved through effective and on going communications between the management and staff unions. With that in mind, we maintained an effective dialogue with staff representatives in order to achieve a positive and productive working relationship. A detailed account of the activities is given in this Chapter.
With the assiduous efforts and dedication of all staff in the Department, I am confident that our successful policies and development programmes will continue in 2008. Having served the Department for 33 years, I will retire in end-2008. I take pride to work with a team of dedicated and highly professional staff whose commitment and incessant efforts have contributed to the continuous improvement of the Department, and I will cherish the happy memory I have in many years to come.
YUNG Kwok-leung
Assistant Commissioner (Human Resource)
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Foundational and Essential Training
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| CSD officers participate in the grand parade celebrating the 10th Anniversary of the establishment of the Hong Kong Special Administrative Region. |
To bring in high quality members to serve the community, the Staff Training Institute (STI) dedicates to provide fundamental but solid basic training for the newly recruited staff members. Recruit training aims to provide new personnel with basic knowledge and skills for carrying out their duties and a foundation orientation of correctional work towards the improvement of human resources. The duration of training for recruit Officers is 26 weeks and that for recruit Assistant Officers II is 23 weeks including a two-week field placement at penal institutions. The contents of recruit training emphasise on both theory and practice. The training syllabus includes Laws of Hong Kong, rules and regulations, counselling, social work techniques, management, psychology, criminology, penology, first-aid, foot drill, anti-riot drill, self-defense, emergency response tactics, the use of weapons, scenario training, adventure training, field training, Putonghua and knowledge on Basic Law, etc. In 2007, 97 Officers, three Industrial Officers, 133 Assistant Officer IIs and eight Instructors participated in the Recruit Training Course. |
Training for the Future
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| The "Beijing / Guangdong / Hong Kong Prison Forum" hosted by CSD enhances professional exchanges. |
The Management Development and Training Programme (MDTP) were introduced in mid-2005. The 10-module training programme aims to enhance the multi-dimensional knowledge and skills for mid-career officers. The diversified training topics of MDTP include operational knowledge, report writing skills, handling of media, human resource and financial management, communication and leadership skills, disciplinary practice and procedures, project management, etc. This programme serves not only as the platform for their acquisition of knowledge, but also enhances the vision of those eligible officers to achieve their career aspiration through the centralised training opportunities. Until the end of 2007, 99 Principal Officers and 80 Officers successfully completed the whole programme and were cultivated as committed and motivated workforce for the future succession. Also, a 16-day Senior Command Course was conducted to broaden the administrative and management capabilities of the Senior Officers. |
Full Scale Implementation of the Experiential Learning
Apart from the routine classroom training, full-scale implementation of the adventure-based learning had been achieved. In recognition of the art deco "Challenge Course" -- a multi-functional outdoor training facility established in STI, adventure-based training such as rope course, sport climbing, abseiling and other challenging team building activities were organised and incorporated into most of the existing training programme. In light of this compact training facility, the ultimate aims to facilitate staff members to improve the communication competence, problem solving ability, team cooperation, trust building and self-confidence of the participants had been gradually accomplished. |
Firearms Training
With the aid of Indoor and Outdoor Firing Ranges, firearms training becomes more complete and oriented. Comprehensive firearms training is provided for newly recruited trainees. Customised training programmes are arranged to accommodate the operational requirements of the tower and escort duties staff. Besides, the well-scheduled firearms refresher-training programmes re-enforce the knowledge of staff members in handling firearms purposefully. In 2007, 1 273 staff underwent firearms training. |
Striving for Professionalism and Benchmarking of Standards
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| CSD officers claim 18 medals in "2007 World Police and Fire Games". |
In order to meet ever rising expectation from the public, we arranged a series of tailor-made development training and management programmes for our staff. The scope of these training programmes included command course, refresher course, functional course for staff working in different types of penal institutions, duties-oriented course for staff in special duties, etc (see Appendix 14). In 2007, we conducted a total of 285 training courses for 4 231 staff members.
To re-engineer the staff force with advanced skills and knowledge to meet the challenges ahead, we arranged specialist and professional training courses throughout the year. The Correctional Emergency Response Team Training Course was organised for staff taking up posts in the emergency response teams of the Department. Essential elements such as self defense, scenario exercises, firearms training, anti-riot exercises, etc. were incorporated in the course.
To meet the need of enhancing frontline staff's leadership skill and teamwork spirit, we organised jointly with the Outward Bound Training School 16 classes of Team Building Course for 191 Assistant Officers.
More significantly, we have been working closely with universities, managerial consultants and professionals as well as the Civil Service Training and Development Institute of Civil Service Bureau to provide quality co-opted courses and to generate new training perspectives. We are dedicated to enhancing the accreditation of our staff training.
The Hong Kong University School of Professional and Continuing Education (SPACE) has tailor-made the Advanced Diploma in Applied Social Sciences (Corrections) Programme for our staff members. Students of the course are given substantial credit exemption. Instead of completing the 120 credit in the entire programme, an Assistant Officer is required to complete 54 credits whereas for Officer or above only 30 credits for a study term of one year and half year respectively. The Department has sponsored 45 staff members for the programme. Upon completion of the Advanced Diploma Programme, they may apply for admission to Year 2 (of a three-year curriculum) or Year 3 (of a four-year curriculum) of the Bachelor of Social Sciences degree programmes at local or overseas universities. |
Pledge to the Community
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| Commissioner Kwok Leung-ming, Deputy Commissioner Ying Kwok-ching chat with staff volunteers in a charity bike ride to raise funds for education of mainland children. |
In support of the initiatives of the Education and Manpower Bureau to develop the confidence, self-discipline, interpersonal skills, team-work and physical fitness for secondary schools students, the Department continued to organise the Smart Teen Challenge Camp for such purposes. Through the five-day residential and disciplinary training programme held in STI, participants could achieve significant enhancement for their personal quality and interpersonal collaboration. In 2007, a total of 119 students participated in the programme.
Being one of the key tourist spots of the region, the Hong Kong Correctional Services Museum not only serves as a channel between the Department and the community, but also showcases the public the evolution of the penal system of Hong Kong and the role of the Department as an integral part of the criminal justice system. Guided tour services to group visitors like school students and other non-government organisations were provided with the importance of rehabilitation of inmates and their acceptance by society being well illustrated. During the year, the Museum served 470 visiting groups and with a total of 44 468 visitors. |
Staff Relations and Welfare
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| An Officer briefs participants on entry requirements of CSD officers at an exhibition. |
The Staff Relations and Welfare Unit co-ordinates all matters relating to staff welfare and offers immediate assistance to staff and their family members when in need. In addition, the Unit provides logistical support for staff in major operations.
The Correctional Services Department Welfare Fund provides loans and, in special cases, grants for serving and retired personnel and for family members of deceased staff who are in need of financial assistance.
The Department has initiated the Staff Motivation Scheme since 2004 to enhance staff welfare. In May 2007, six winners of the "Best All Round Staff in Respective Institutions" under the Scheme were awarded to join the Singapore Study Tour. The delegation was led by a Senior Superintendent. They visited the prison school, prisons and attended a seminar in Singapore. The awardees found the study tour very fruitful and useful in exchanging views with Singaporean counterparts on penal management matters.
The Unit also administers the Correctional Services Department Central Fund to provide insurance coverage to our staff on voluntary participation. As at the end of 2007, 2 780 members joined the Central Fund.
The Correctional Services Department Credit Union, set up in June 1991, aims to promote thrift among its members by receiving savings from members and making loans to them. As at the end of 2007, the Credit Union had 4 832 members.
During the year, the Correctional Services Children's Education Trust continued to provide financial assistance to children of Assistant Officers and equivalent grades in the Department to assist them in pursuing higher education. Disabled children undertaking full-time education or training also received financial assistance from the Trust. In 2007, a total of $817,853 was granted to 138 recipients from the Trust. |
Sports and Recreation
The Department continues to promote a healthy lifestyle among staff in which sports and recreation play a major part. Sports and recreation activities are organised by the Department in partnership with the Correctional Services Department Sports Association (CSDSA). Emphasis is placed on sustaining physical fitness among staff members and cultivating their esprit de corps. A Leisure Services Manager is seconded from the Leisure and Cultural Services Department to give professional advice and assistance in planning and arranging activities. |
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| Members of Correctional Services Staff Volunteer Group prepare mooncakes for single elderly. |
Community Involvement
During 2007, the Department continued to participate in various charity events. In the fund-raising events organised by the Community Chest, the Department was awarded as one of the Outstanding Walking Teams of 2006/2007 Walks for Millions, the Outstanding Award for Employee Contribution Programme, the Silver Donor Award of the Corporate & Employee Contribution Programme, the Second Top Fund-raiser Award of the CARE Scheme – Civil Service Category.
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Volunteer Services
The Correctional Services Staff Volunteer Group seeks to extend our spirit of care to the community through benevolent activities. At the end of 2007, a total of 1 338 members were organised under 13 units, incorporating 1 135 ordinary members and 203 associate members.
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| The Correctional Services Staff Volunteer Group extends care to the community through a variety of benevolent activities. |
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Staff Consultation
Staff consultation meetings are held at regular intervals to foster staff relations. The two Departmental Consultative Committees (DCCs), namely the Senior Departmental Consultative Committee (SDCC) and the Junior Departmental Consultative Committee (JDCC), meet quarterly to discuss issues of staff concern.
For SDCC, there are representatives from the members of the Correctional Services Officers' Association (CSOA), Hong Kong Correctional Services General Union (HKCSGU) and the Correctional Services Department Staff Branches/Class Unit Joint Conference, Hong Kong Chinese Civil Servants' Association. For JDCC, apart from the three associations mentioned, there are also representatives from members of the Hong Kong Correctional Services Department Assistant Officers General Association (AOGA).
Ad-hoc consultation was conducted with staff side representatives in 2007 to solicit staff views on particular matters such as Grade Structure Review. |
Staff Associations and Unions
There is a total of five registered staff associations and unions in the Department, namely the Correctional Services Officers' Association; the Hong Kong Correctional Services Department Assistant Officers General Association; the Hong Kong Correctional Services General Union; the Association for the Retired Staff of the Hong Kong Correctional Services Department and the Hong Kong Correctional Services Department Female Institutions Assistant officers Association. They maintain effective communication with the Department. |
Staff Psychological Services
The Staff Psychological Services is headed by a clinical psychologist to enhance the work efficacies and psychological well-being of staff. It runs two centres in Stanley and Lai Chi Kok to provide staff and their families with psychotherapy and facilities such as massage chairs and audio-visual resources to help them manage occupational and life stress.
In order to enhance staff understanding of psychological well-being and to promote staff mental-health, the Staff Psychological Services launched the Mental-health Awareness Campaign (MAC) in different institutions in which Clinical Psychologist (Staff Services), with the use of visual aids, would conduct institutional-based trainings to staff on mental health issues such as Work-life Balance, Occupational Stress Management and Healthy Lifestyle. The talks conducted by the Staff Psychological Services were delivered to more than 2 300 staff during the year.
Further to these training on staff mental health matters, Clinical Psychologist (Staff Services) also responded to crises involving staff. Individual psychotherapy service was also provided to staff and their families with psychological and emotional problems arising from work and interpersonal relationship. In 2007, 46% of the centre's consultation service was related to family issues while 30% was on work-related issues. |
Awards and Commendations
The Department wins the "Total Caring Award 2007/08" under the Caring Company Scheme organised by the Hong Kong Council of Social Service. This Award is a recognition of the Department's continual, sustainable and total commitment in caring for the well-being of the staff and their families, as well as that of the community. The winning of the award was made through no small parts of the invaluable contribution from the staff members and their families, notably in caring for the community and helping the vulnerable through giving and voluntary services.
Like previous years, the Department also receives numerous awards by participating in various charity and fund-raising events, including the Corporate and Employee Contribution Programme, Skip Lunch Day, Walk for Millions, and the Community Assistance Raised by Employees (CARE) Scheme.
In the 2007 Honours List, one staff member was awarded the Hong Kong Correctional Services Medal for Distinguished Service (CSDSM) and four awarded the Hong Kong Correctional Services Medal for Meritorious Service (CSMSM). Meanwhile, a total of 79 staff members were awarded the commendations of Secretary for the Civil Service, Commissioner, Assistant Commissioners or Civil Secretary for their exemplary services and meritorious contributions made in the course of duty. The list is at Appendix 15. |
Departmental Ethics Committee ("DEC")
Correctional Services Department attaches great importance to the maintenance of high integrity in the Department. To echo the Ethical Leadership Programme jointly launched by the Civil Service Bureau and the Independent Commission Against Corruption, the DEC was established in April 2007 to strengthen ethical governance and integrity management of the Department. Under the chairmanship of Deputy Commissioner, DEC sets direction of integrity management initiatives according to e-CSD model, namely Education, Commitment (by the top management), Supervision and Discipline. The DEC meets quarterly to closely discuss/review the progress of the Action Plan formulated under the e-CSD model and to evaluate the outcome. |
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