Chairman’s Foreword

The year 2025 marked another busy yet rewarding year for the Commission, as we steadfastly continued to discharge the statutory responsibilities by advising the Chief Executive (CE) on matters pertaining to Civil Service appointments, promotion, and discipline. In terms of workload, the Commission provided advice on a total of 1 097 submissions, with cases on recruitment and promotion continuing to constitute the bulk of our work as in the past.

As always, the Commission is committed to ensuring that both the promotion and recruitment processes are meticulously executed, and that the claims of eligible candidates are considered fairly and comprehensively. We believe that promotion extends beyond recognising merit; it is a strategic tool for developing and motivating a stable, loyal and effective workforce that serves the best interest of the community. Equally, recruiting talent is vital, as it injects new blood and perspectives to the Civil Service.

During the year, the Commission was pleased to note that Bureaux/Departments (B/Ds) had generally adhered to the established regulations and guidelines in ensuring procedural propriety and fairness when conducting promotion and recruitment exercises. We commended the positive initiatives and effective practices adopted by B/Ds when warranted. At the same time, we did identify some areas requiring improvement or practices that fell below the required standards. In such cases, we provided the B/Ds concerned with our observations and recommendations for enhancement. We are grateful to note that B/Ds are generally positive and receptive to our advice and have acted upon it.

On disciplinary matters, the Commission remains dedicated to upholding the high standards of integrity and proper conduct among civil servants. The consistently low number of disciplinary cases in recent years has positively reflected on the professionalism and integrity of our civil servants. Knowing that there is no room for complacency, we will continue to fully support the Government’s robust stance on maintaining discipline and taking decisive action against any misconduct.

This Report offers an overview of the promotion, appointment and discipline submissions reviewed in 2025, highlighting some challenging cases, with inclusion of the Commission’s key recommendations and advice given on them. By sharing these cases, we aim to provide useful guidance for those involved in HRM and to highlight the critical role of senior management in fostering continuous improvement.

The Commission has always underscored the importance of a proactive and visionary HRM approach which is crucial for effective and long term succession planning as well as staff development. When reviewing the cases submitted by B/Ds in the year, we have urged them to adopt strategic and forward-thinking approaches in their staff development, training and succession planning, aiming to cultivate a resilient, high-performing and sustainable workforce.

Apart from our advisory role on individual submissions, the Commission works closely with the Government for the betterment of the Civil Service through changes to policies, mechanisms and procedures. To enhance the civil service disciplinary mechanism, we fully support the Government’s review on the Public Service (Administration) Order and the Public Service (Disciplinary) Regulation. Having sought the Commission’s views on its proposals in 2025, the Civil Service Bureau (CSB) conducted staff consultation and briefed the Legislative Council Panel on Public Service. We look forward to the implementation of these enhanced measures in 2026.

In terms of performance management, the Commission welcomes the CE’s policy initiative of developing a more rigorous performance appraisal system as announced in the CE’s 2025 Policy Address. On this, we look forward to contributing our views to CSB so as to reflect and differentiate the performance levels of staff more effectively.

Maintaining a meritorious Civil Service has always been the core value treasured and advocated by the Commission. We are in full support of the establishment of the Heads of Department Accountability System (the System) as announced in the CE’s 2025 Policy Address. In enabling the Commission to conduct the necessary independent investigation work under the System, it is necessary to expand the existing statutory functions of the Commission. We will work closely with CSB on the related preparatory work for implementing the System.

In an era characterised by rapid advancements in information technology and the expanding influence of artificial intelligence, it is imperative for the Civil Service to proactively embrace change and leverage innovation to maintain its efficacy. This dynamic environment presents an ideal opportunity for B/Ds to implement forward-thinking strategies that enhance productivity and build organisational resilience. The Commission is committed to working closely with B/Ds to tackle these challenges and strengthen the Civil Service for the future.

Opportunity is taken to express my heartfelt gratitude to my fellow Commission Members for their unwavering support and invaluable counsel. In particular, I would like to pay tribute to Dr Clement CHEN, who retired from the Commission after having served as Member for six years. Simultaneously, I warmly welcome Mr Samuel CHAN, who joined the Commission in December 2025.

My appreciation extends to the Secretary for the Civil Service and her colleagues for their robust support and assistance in taking forward the Commission’s recommendations and advice. Lastly, I am grateful to the Secretary of the Commission and all staff of the Commission Secretariat for their dedication and hard work over the past year.