Minister-in-charge of the civil service Chan Chun Sing said that the Current Estimated Potential (CEP) will be used more "lightly" in their human resource (HR) decisions.
This was a written answer to a parliamentary question by Member of Parliament Louis Ng on whether the government intends to abolish the use of CEP within the Civil Service.
Chan explained that the concept of the CEP is a proxy of an officer's potential, and is used as a "long-term talent development and succession planning tool for key leadership positions and a career management tool for progressing and developing officers."
Changes in assessment of officers
Chan wrote that this change in the use of the CEP came after the Civil Service did a review of its HR systems and policies last year.
He wrote, "We concluded that while CEP is still a useful tool to identify and develop officers with leadership potential, we need to adapt its application in a few ways."
One of the changes include the CEP no longer being the most important determinant of a civil servant's career development and progression.
"We will place greater weight on assessing officer's demonstrated skills and competencies as part of performance management, progression, and talent identification and management," wrote Chan.
Criteria for leadership potential refreshed
Chan also wrote that the criteria used to assess officers' "leadership potential" have been refreshed to include the ability to "build systems for the future, to lead people well and have a good sense of the ground."
The Civil Service will also focus more on career development for individuals.
He wrote that the they will "place more emphasis on helping individuals identify their potential and career goals within the short to medium term of three to five years, and work with them on achieving these goals".
"What is important is to create the best conditions, for our officers to discover their passion and talents and to maximise their full potential," said Chan.
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Top image from Gov.sg YouTube. Photo taken on January 2020.