on 22 October 1997
ITEM FOR ESTABLISHMENT SUBCOMMITTEE OF
HEAD 90 - LABOUR DEPARTMENT
Subhead 001 Salaries
Members are invited to recommend to Finance Committee the retention of the following supernumerary post in the Labour Department for the period up to 30 June 1998 in order to enable the continued secondment of a suitable officer to the Employees Retraining Board -
l Assistant Commissioner for Labour
(D2) ($110,000 - $116,800)
The Employees Retraining Board (ERB) needs the continued service of an Assistant Commissioner for Labour (AC for L) to facilitate the smooth implementation of the recommendations arising from the review of the Employees Retraining Scheme (ERS) and the systematic handover of administrative responsibilities to the new Executive Director to be recruited through open recruitment. The supernumerary post, which makes the existing secondment arrangement possible, will lapse on 31 December 1997.
2.We propose to retain the supernumerary post of AC for L for another six months up to 30 June 1998 to continue the existing arrangements for seconding a suitable officer from the Labour Department (LD) to the ERB as its Executive Director.
3.The Employees Retraining Ordinance was enacted in October 1992 to provide for the establishment of the ERB. The ERB provides retraining courses through the ERS to help local workforce acquire new skills and adjust to changes in the employment market.
4.Under section 3 of the Employees Retraining Ordinance, the ERB comprises a Chairman and a Vice-Chairman who are non-Government officials, as well as representatives of employers, employees, Government departments and training bodies. The Office of the Board, which provides executive support and implements the Board's decisions, is headed by an Executive Director.
5.We created in 1993 a supernumerary AC for L post in the LD to accommodate an AC for L on secondment to the office of the ERB as Executive Director. We have since retained the post twice, the last time in 1996 for the period up to 31 December 1997.
6.The ERB agreed at its meeting on 29 July 1997 to fill the post of Executive Director through open recruitment. The recruitment process has started in September 1997 and will take several months to complete. We propose, therefore, to extend the secondment by six months up to 30 June 1998 to provide for a reasonable period of handover. This arrangement will also enable the incumbent Executive Director to continue drawing up effective measures to implement the recommendations of the comprehensive review of the ERS, based on his experience in employment and labour matters and close connections with employers' and employees' associations and training bodies.
7.The main duties of the Executive Director of the ERB and the organisation chart of the Office of the Board are at Enclosures 1 and 2 respectively.
8.The notional annual salary cost at mid-point and the full annual average staff cost of the proposal, including salaries and staff-on cost, are -
|No. of Post
|Assistant Commissioner for Labour
9.We will recover the full cost, including the staff on-cost, of the proposal from the ERB.
CIVIL SERVICE BUREAU COMMENTS
10.The Civil Service Bureau supports the proposed retention of the supernumerary post.
ADVICE OF THE STANDING COMMITTEE ON DIRECTORATE SALARIES AND CONDITIONS OF SERVICE
11.As we propose to retain the AC for L post on a supernumerary basis, we will report the retention of it, if approved, to the Standing Committee on Directorate Salaries and Conditions of Service in accordance with the agreed procedure.
Education and Manpower Bureau
Enclosure 1 to EC(97-98)27
Job Description of the Executive Director of Office of Employees Retraining Board
(Assistant Commissioner for Labour)
Main Duties and Responsibilities
- To assist the Employees Retraining Board to develop and administer the Employees Retraining Scheme, and to discharge the statutory functions of the Board;
- To develop and expand the network of training bodies and training centres to meet the strong demand for retraining among local employees aged 30 and over;
- To develop new courses and retraining programmes to meet market demands;
- To activate community resources in the provision of retraining and employment opportunities for retrainees;
- To secure the support of employers' associations and trade unions in identifying market opportunities and market needs, in the design of the retraining programmes, and in monitoring the outcome of retraining;
- To develop a quality assurance system for the retraining programme;
- To ensure cost effectiveness of facilitating healthy market competition among training providers;
- To secure public support for the retraining programme through pro-active publicity and public relations programmes;
- To manage the office of the Employees Retraining Board; and
- To implement the recommendations of the review of the Employees Retraining Scheme.