Transparency is the key to truly reforming Hong Kong's civil service
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While we support Hong Kong Chief Executive John Lee Ka-chiu's
proposal for an accountability system for senior government officials that includes punitive measures like salary freezes, true reform requires more than pay cuts – it demands transparency. On this premise, we offer the following suggestions.
Tying pay to performance is an effective management strategy demonstrated internationally. Mainland China's five-dimensional assessment links results to bonuses and promotions, supported by disciplinary measures. Ireland, Singapore and South Korea withhold increments or delay promotions to deter poor performance. The effectiveness of such systems depends on fairness, operational efficiency and public acceptance – criteria Hong Kong is well-positioned to meet in developing its own framework.
Well-defined criteria and transparent procedures covering policy execution efficiency, public service quality and innovation capacity, with quantifiable performance indicators, must be implemented. The government should commit to regularly reporting the collective performance of senior officials, providing the public with clear metrics on departmental achievements, policy outcomes and service improvements. This assures residents that their tax dollars are used efficiently.
Transparency is not just a supervision tool but a catalyst for improvement. Public scrutiny fosters healthy competition, enhancing Hong Kong's governance capacity.
Hong Kong residents, as the ultimate recipients of public services, should play an integral role in evaluating senior officials. The government should conduct regular public opinion surveys to gauge satisfaction with services, including processing times, service attitudes and policy effects. The Legislative Council, representing the public's will, must intensify oversight through rigorous questioning and public hearings to thoroughly assess performance and provide professional evaluation input.
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