A revamped appraisal system that denies salary increments to underperforming Hong Kong civil servants is unlikely to significantly improve efficiency, observers have said, calling for a more balanced approach with team-based performance indicators.The revised system, set to be implemented in October, will penalise the bottom 10 per cent of performers – those rated D to F on a six-grade scale – by making them ineligible for a pay increment.A 5 per cent buffer will be allowed depending on departmental circumstances, while professional grades and smaller departments may reduce the quota of penalised staff with justification.“Is a single salary point enough of a real punitive measure? Is it sufficient as a proper performance management tool? Clearly, it is not,” said Alexa Chow Yee-ping, managing director of a human resources consultancy.She explained that the bottom 10 per cent of performers could still receive their regular pay progression despite being denied a salary point increment.Chow added that 37 per cent of civil servants had already reached the maximum point of their pay scale.
Can pay penalties fix Hong Kong civil service or are they ‘a slap on the wrist’?
Experts say move to withhold increments from bottom 10 per cent of underperformers will have limited impact, noting over third of staff already reached maximum pay scale.
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