（三）及（四）為使公務員可兼顧工作和家庭的需要，當局一向致力提供家庭友善的工作環境。政府在二○○六年開始實施五天工作周，目的是在維持公共服務的整體水平及效率以及不增加納稅人負擔的情況下，提高公務員的家庭生活質素。本局每兩年統計各部門推行五天工作周的情況。對上一次的統計結果顯示，截至二○一二年九月三十日，約有106 800名（註）公務員（佔當時整體公務員人數約70.5％）按五天工作周模式工作。本局已向各部門發出指引，訂明在可行及適當的情況下，應將五天工作周的工作模式推展至非公務員合約僱員。根據上述提及的統計，截至二○一二年九月三十日，約有9 100名全職非公務員合約僱員（佔當時全職非公務員合約僱員人數約69％）按五天工作周模式工作，百分比與公務員相若。目前，仍有部分公務員未能按上述的五天工作周模式工作，當局會繼續積極鼓勵各部門在恪守四項基本原則（即不涉及額外人手資源，不減少員工的規定工作時數，不削減緊急服務，以及在星期六／日維持一些必需的櫃台服務）及在諮詢員工後，研究可行方案，讓更多員工按五天工作周模式上班。當局亦會繼續鼓勵各部門在可行及適當的情況下，安排屬員輪任五天工作的崗位。
Following is a question by the Hon Albert Ho and a written reply by the Secretary for the Civil Service, Mr Paul Tang, in the Legislative Council today (December 17):
Regarding the implementation of family-friendly policies by various policy bureaux/government departments (B/Ds) for their employees, will the Government inform this Council:
(a) of the overtime work arrangements and compensation methods currently adopted by various B/Ds for their employees, as well as the situations of their employees performing overtime work (with a breakdown by B/D);
(b) which B/Ds have currently implemented the arrangements for flexible working hours, and whether such arrangements are applicable to both civil servants and non-civil service contract staff;
(c) how the Government promotes the implementation of family-friendly policies (including the arrangements for flexible working hours and the provision of reasonable compensations to employees who have performed overtime work) among various B/Ds; and
(d) whether the Government will comprehensively implement family-friendly policies in various B/Ds so as to take the lead in this respect; if it will not, of the reasons for that?
With regard to the enquiry on the implementation of family-friendly policies by government bureaux and departments (hereafter referred to as departments), my reply is as follows:
(a) The administration of overtime work undertaken by civil servants in government departments is governed by the relevant Civil Service Regulations (CSR), Civil Service Bureau circulars or circular memoranda. Heads of Department (HoDs) have a responsibility to determine the staff complement required to deliver services efficiently and effectively. Overtime work may be undertaken only when it is unavoidable. It is an HoD's duty to ensure that overtime work is kept to the absolute minimum compatible with operational requirements, and that it is strictly controlled and properly supervised. According to the CSR, time off is the normal recompense for overtime work undertaken by civil servants. HoDs may grant time off to staff subject to exigencies of service. Where it is, or is likely to be, impracticable to arrange time off within one month or within a reasonable period of time from the date when overtime work is performed, overtime allowance may be paid to eligible staff. Since the administration of overtime work falls within the internal operations of individual departments, this Bureau does not have the information on overtime work undertaken by civil servants in individual departments.
Regarding the Non-Civil Service Contract (NCSC) staff, HoDs may arrange their NCSC staff to perform overtime work having regard to operational needs. Since the remuneration offered to NCSC staff is an "all-inclusive" pay package, NCSC staff are not entitled to any allowance apart from the basic salary. Therefore, overtime work done by NCSC staff should be compensated by time off. Given that departments have the discretion to determine the details of the employment of NCSC staff having regard to their own circumstances, and that the administration of overtime work belongs to the internal operations of individual departments, this Bureau does not have the information on overtime work undertaken by NCSC staff in individual departments.
(b) Civil servants work in accordance with the conditioned hours of work of their grades. According to the CSR, HoDs may personally vary the actual hours of attendance of their staff to meet departmental requirements, subject to the conditions stipulated under the CSR being met. Concerning NCSC staff, their working hours are determined by the departments employing them in accordance with operational needs. This Bureau does not have the information on the actual hours of work of staff in individual departments.
(c) and (d) The Government strives to provide a family-friendly working environment to enable civil servants to cope with both work and family commitments. The Government has implemented the five-day week initiative since 2006 with the objective of improving the quality of civil servants' family life without affecting the overall level and efficiency of public services or incurring additional costs to the taxpayer. This Bureau conducts biennial survey on the implementation of five-day week in departments. As revealed by the results of the last survey, around 106 800 (note) civil servants (around 70.5 per cent of the then prevailing civil service strength) were working on a five-day week work pattern as at September 30, 2012. This Bureau has issued guidelines to departments, stating that departments should extend the five-day week initiative to NCSC staff wherever practicable and appropriate. According to the above-mentioned survey, as at September 30, 2012, about 9 100 full-time NCSC staff (around 69 per cent of the total number of full-time NCSC staff at that time) were working on a five-day week work pattern. The percentage is comparable to that of civil servants. At present, some civil servants are not yet able to work on a five-day week work pattern. The Government will continue to actively encourage departments to explore possible ways to migrate more staff to five-day week, subject to the four basic principles (i.e. no additional staffing resources; no reduction in the conditioned hours of work of individual staff; no reduction in emergency services; and continued provision of some essential counter services on Saturdays/Sundays) and after staff consultation. The Government will also continue to encourage departments to arrange staff to work in five-day week posts by rotation where practicable and appropriate.
Besides, the provision of five working days of full-pay paternity leave to eligible government employees (including civil servants and NCSC staff) has been implemented since April 1, 2012. Since the implementation of the measure up to September 30, 2014, a total of 7 036 eligible government employees have taken paternity leave. Currently, the above-mentioned full-pay paternity leave arrangements are applicable to all eligible government employees (including civil servants and NCSC staff).
Thank you, President.
Note: The figures did not include civil servants working in government schools, the Judiciary, the Independent Commission Against Corruption, the Hospital Authority, the Vocational Training Council and the Hong Kong Monetary Authority, etc.
Ends/Wednesday, December 17, 2014
Issued at HKT 12:18