SYSTEM READINESS EVALUATION INITIATIVES

To create a new workforce

In terms of recruitment and
plan, gather ideas and
selection, the HR
revisit the CSC Rules and
department has an initial
Regulations, consolidate
established policy, process,
the available documents,
WORKFORCE and guidelines. All required
LOW and reconsider the office's
PLANNING documents are readily
strategic priorities. Involved
available in the office. The
the Mancom and
workforce planning plan is
established a timetable for
still being developed. Many
discussions and
positions remain unfilled.
deliberation.

The Office is still learning

how to create a Career
Development Plan. There is To cascade the knowledge
CAREER
LOW no SPMS yet, but there is gained in this training to the
DEVELOPMENT
an initiative and appropriate division.
preliminary action for its
development.

To share knowledge gained

from this training
Encourage HR to start
Applicable factors and developing successor
measures must be criteria. Ensure ManCom
SUCCESSION
LOW identified, and a well- involvement in the
MANAGEMENT
defined succession criteria development of succession
must be established. criteria and the
implementation of career
development with
succession management.