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CIVIL SERVICE REFORM MANAGEMENT UNIT - COMMUNICATIONS COORDINATOR

The Communications Coordinator will work with Technical Advisers and CSRMU management to develop and implement the CSRMU’s communication and change strategy for reform across the whole of Government, ensuring better understanding of the benefits of the reforms and the actions required at all levels of the Civil Service. The position offers potential for individual development, through coaching and mentoring opportunities as the work includes daily liaison with a dedicated International Adviser.

The ideal candidate will be self motivated, able to multi task, with strong client service ethics and a good understanding of change management. Sound understanding of team building, public administration and public financial management requirements will be an advantage. Selection will be based on the specific Knowledge, Experience, Skills and Abilities detailed in the Role Description attached. 

Thank you for your interest in the position of Communications Coordinator in the Civil Service Reform Management Unit. This information package includes:

• Information on the Civil Service Reform Management Unit, our Activities and Values
• Eligibility criteria for all applicants
• Information on what to submit as your application
• Information on how to submit your application, and how receipt of your application will be confirmed
• Key Dates for the application and selection process
• An application form for completion by all applicants
• A Declaration and Authorisation form for completion by all applicants
• The position description for the position

The Civil Service Reform Management Unit (CSRMU) works independently with Government ministries and departments, with the support of development partners, to elevate the Fijian Civil Service to international standards, improve the services available to the Fijian people. Our enablers include the introduction of world class terms and conditions, including salary and performance payments benchmarked to the private sector, with robust systems to ensure civil servants are rewarded based on their performance and abilities.

The CSRMU works to establish a modern and professional workplace environment by bringing in more effective management practices, empowering civil servants and making selection and advancement more fair and transparent. Ultimately, that mandate is designed to lift the level of services offered to the Fijian people.

The Unit works with Permanent Secretaries to drive strategic change through Ministries and Departments. We provide proactive and operational support to key staff to implement a wide-reaching programme of reform. Through this direct engagement across government, the Unit is spearheading reforms that have already led to unprecedented rises in pay for civil servants and improvements in all other management aspects of employment.

The full reform programme is managed by CSRMU, with guidelines based on best practice released by the Public Service Commission in accordance with the Constitution and the Civil Service Act. The guidelines cover open merit recruitment and selection, discipline, job evaluation and remuneration setting, performance management and learning and staff development.

With the approval of the final Guideline, the Learning and Development Guideline in June 2018, the CSRMU’s focus moves to embedding the change, and consolidating the service delivery focus across all Ministries.

OPEN MERIT RECRUITMENT AND SELECTION GUIDELINE


Open Merit Recruitment and Selection Guideline: was originally approved in January 2016, with the Procedure Review Process (appeals) introduced in 2017. A full review of the guideline was conducted from late 2017, with amendments approved by the Public Service Commission in April 2018 to further strengthen the application of merit-based recruitment and selection. The focus for 2018 / 19 is to extend training and awareness within the civil service and to the general public, to ensure equitable competition for civil service jobs.

DISCIPLINE GUIDELINE

Discipline Guideline: was approved in January 2017 to bring a more modern approach of positive, responsive management and ensure that natural justice is the underpinning principle of all staff management, particularly with regard to discipline. A review was scheduled for 2018 and is currently underway to confirm the extent of implementation, the effectiveness of the changes and how the guideline can be improved. Once finalised, recommendations will be forwarded to the Public Service Commission, and we anticipate further activities to continue to develop positive management approaches through additional training and awareness.

JOB EVALUATION AND CIVIL SERVICE REMUNERATION

Job Evaluation and Civil Service Remuneration Guideline: Civil Service Salary bands were developed and implemented during 2017. To ensure the ongoing fairness and equity of job evaluations, the CSRMU provides support to Ministries to ensure full compliance with job documentation standards, job evaluations, and assignment of Salary Bands and Steps under the Civil Service Remuneration Structure. Ongoing activity includes the consolidation of the ongoing Job Evaluation to ensure that new jobs are evaluated and placed effectively on the Salary Bands, a review of the guideline, the development of job evaluators, and the training of additional job evaluators.

PERFORMANCE MANAGEMENT FRAMEWORK


Performance Management Framework: was approved in January 2018 with the aim of objectively linking and measuring each Civil Servant’s performance to the achievements of their Ministry / work unit, with a focus on quality of service delivered to the public. The Framework confirms the parameters for applying performance-based pay, contract renewals and the basis for probation and annual assessments.

LEARNING AND DEVELOPMENT GUIDELINE

This guideline was the last to be approved, and confirms the commitment of the Civil Service to ongoing learning and development of staff. It is the policy basis for Permanent Secretaries to maximise the return on investment for learning and development activities within the civil service, including the basis for approval of study assistance and leave for study.

Implementation includes information sessions and communication initiatives to support the guideline’s successful implementation.

GOVERNANCE AND STRATEGIC PLANNING

Improvements to Ministry Planning: The CSRMU is working closely with Ministries and Departments to improve internal governance and planning, with the aim of better linking risk management and financial planning to improve accountability. This year costed operational plans were introduced as part of budget submissions, risk management policies and plans and strategic workforce plans. Ongoing work includes a mid-point review of the approach, the release of a revised guide to strategic and operational planning and governance and planning network meetings. These activities are closely linked to the Performance Management Framework, providing the Ministry results that are used as the basis for comparison of Individual results.

REVIEW OF THE GENERAL ORDERS

Review of the General Orders: this is an ongoing review that is currently in the consultation phase. The review seeks to incorporate policies and guidelines already approved, and further the modernisation of working terms and conditions for all civil servants, to make them more suited to a modern workplace and economy.

CIVIL SERVICE HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM (HRMIS)

Government Wide: this system will automate many processes and improve efficiency and accountability across government with regard to staff salaries, allowances, and overall contract management. The system, is currently being piloted within Government. Roll out for the system to other Ministries will commence in the 2nd quarter of the 2018-2019 financial year.

SAFE DRIVING CAMPAIGN

This year the CSRMU will be teaming up with all Government Ministries, the Land Transport Authority and the Fiji Police Force to launch a Government Wide Safe Driving Campaign. This main focus of this campaign is to improve public safety by dramatically increasing the enforcement of safe driving from Government drivers. That effort will be accompanied by more training exercises and awareness programmes to keep drivers and the public safe on the roads. The activity will include an information campaign, complaints mechanisms and training for all levels of Government and our stakeholders.

CSRMU employees are Fijian Civil Servants and are required to uphold the Civil Service Public Values and Code of Conduct. These values set out the behaviour expected of all Fijian Civil Servants in the work that they do.

Vision, Mission and Values of the CSRMU:

Integrity - We commit to practicing the highest ethical standards, and to demonstrate consistency, honesty and fairness in our actions.

Professionalism – We commit to excellence and impartiality in our service, and to provide evidence based advice, derived from rigorous analysis.

Accountability – We accept responsibility for our actions, and we make business decisions based on experience, and sound judgment.

Excellence – We demonstrate pride, enthusiasm and dedication in everything that we do, and we commit to delivering the best outcomes for all Fijians.

Collaboration – We practice a highly consultative, professional and participative approach in all our customer and stakeholder engagement interactions.

Teamwork – We treat our colleagues with respect and value all contributions.

All applicants for employment in the Civil Service Reform Management Unit must meet the following criteria:

• Fijian citizen no older than 55 years;
• Have a clear police record (any offer of employment will be subject to confirmation of
a clear police record, payment for the police clearance is the responsibility of the
applicant, this cost is not reimbursable);

• Be in good health and able to undertake the requirements of the position (an offer of
employment may be subject to a medical clearance).

To ensure that your application is given due consideration, we request that you submit the
following as your application:

• Your completed application form; (below)

• Your Declaration and Authorisation form; (below)

• A full curriculum vitae, which should be no more than 3 pages in length and which
includes the names of two referees who can be contacted to confirm your employment and claims made in your application. One of your referees should be a current or recent supervisor.

• A covering letter which includes a brief statement of how you meet the required
Knowledge, Experience, Skills and Abilities (KESA) for the position. This statement should be no more than 2 pages in length (in a font no smaller than 10pt and with reasonable margins);

• Your statement should give brief examples against the KESA, that illustrate when you have done similar work and therefore how you will apply your experience to this position.
We do not require written referee reports, or qualifications to be submitted with your application. These will be verified as required later in the process.

Closes on: Monday 17th December, 2018
Compensation: Band H $34,760.31 - $44,564.50
Contact: Applicants are encouraged to submit their application by email to fijiangovernment.recruitment@govnet.gov.fj
Only emailed applications will be accepted – if you have any difficult with the email address, please contact Jean.

IMPORTANT:

Applications Close at 4.00 pm on Wednesday 19 December 2018.
Applications should be sent to fijiangovernment.recruitment@govnet.gov.fj

For further information about the position, please contact Jean Fong on jean.fong@economy.gov.fj
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