1. PURPOSE
To manage the planning, organizing, implementing, and continuously monitoring and evaluating the organizational structure, functions, processes, and formal reporting relationships, ensuring that they are aligned to achieving the goals and objectives of the RPNGC Corporate Plan. It involves planning and managing the transition from the old structure to the new structure and ensuring staff understand their new roles, policies, job description/duties and the Department’s expectations for an effective and efficient organization.
2. DIMENSIONS
Financial: Nil
Staff: Nil
Others: Nil
3. PRINCIPLE ACCOUNTABILITIES
• Responsible and accountable to the HR Director for effective implementation of organization policies, systems and procedures, including quality checks, as well as giving sound advice on issues affecting organization development & design and ensuring cost-effective and efficient organization structure.
• Prepare and recommend proposals for revised methods and procedures, redefine job function and resolve organization, assisting in implementing revised procedures manuals.
• Responsible for liaising with the Recruitment Section to update the establishment register, particularly regarding new recruits, as well as with the Salary Section on matters relating to staff positions, salary levels and grades.
• To ensure manpower reports and organization charts are updated monthly and available to Management upon request. Assist Management to develop and design new structures when required to meet the organisation’s changing requirements
4. MAJOR DUTIES
• To advise the OIC Organization & Methods and HR Director on existing organization structures for recommendations to Executive Management.
• Analyze and review existing RPNGC Organization submissions on structures for DPM Secretary’s Approval.
• Develop Policies, Frameworks and standards for reorganization and restructuring and communicate the policies to all staff.
• Coordinate Job Evaluations and Job Analysis for all the jobs/positions within RPNGC.
• Ensure staff understands their new roles and functional responsibilities of respective positions they hold.
• Record and analyze RPNGCs workflow chart, records, reports, manuals and job descriptions.
• Ensure appropriate establishment records are maintained and revised with the inclusion of new recruits.
• Assist the OIC O&M and the team in the preparation and recommendation of proposals to revise methods and procedures, alter workflows, redefine job functions and resolve organizational problems
• Liaise with the Manpower and Salary Sections to ensure regular Audits and updated personal records are kept.
5. NATURE AND SCOPE
The Organization and Methods Officer will report to and work under the supervision of the OIC Organization and Methods.
5.1 WORKING RELATIONSHIP
(a) Internal
• Director HRM, OIC Manpower, OIC Salaries, OIC Recruitment, OIC Welfare, OIC Personnel Administration, OIC Industrial Relations Officer.
• Other Directors, Metropolitan Superintendents, Provincial Police Commanders and Provincial Administration.
(b) External
• Department of Personnel Management, Department of National Planning, Department of Treasury and Department of Finance, Consultants and other relevant private and public sector agencies.
5.2 WORK ENVIRONMENT
This is a bottom-management position relating to organizational structure, procedure, and system in the RPNGC to improve efficiency in the Constabulary. Duties will be predominantly undertaken in Port Moresby, with opportunities for travel in line with operational requirements.
The Organization and Methods Officer falls under the Human Resource Management held by ACP Human Resources, which is managed by DCP Administration. Its core business includes the organizational structure, ensuring proper processes and systems are in place to achieve effectiveness and efficiency in the RPNGC.
6. GOVERNANCE FRAMEWORK
Rules/procedures
The Police Act; the Constabulary Standing Orders; the Public Service (Management) Act; the Public Finance (Management) Act; and PNG Government General Orders (2012), Public Service Code of Conduct, PNG Planning and Monitoring Responsibility Act 2016, National Public Service Human Resource Business Process Manual 2014, GESI Policy 2013, Employment Act 1978.
Decision
Authority to make decisions without reference, provided the decisions fall within the scope of the Dimensions of the role.
Recommendations
To provide advice and recommendations to the HR Director and HR Director to make recommendations to the ACP HR.
7. CHALLENGES
• The main difficulty lies in reconciling manual establishment records with the MIS reports generated by Alesco, as this position lacks access to Alesco payroll for viewing and developing its own reports regarding the establishment.
• Analytical skills are needed to identify discrepancies in the establishment reports and alert management to anomalies.
• The task requires interrelations across sections within the HR Division and interdivisional liaison within the RPNGC. The officer is required to ensure the effective implementation of organization development matters.
8. QUALIFICATIONS, EXPERIENCES AND SKILLS
(a) Qualifications
The officer should possess a Degree or diploma in Human Resources Management or Organizational Psychology or other related field with relevant experience.
(b) Knowledge
Must possess a proficient working knowledge of the following, but not limited to –
• Organization Development and Design
• Conversant with Human Resource functions
• Hay system of Job Evaluation
• Public Service Management Act
• Public Finance Management Act 2019
• National Public Service Human Resource Business Process Manual 2014
• Public Service General Order 2012
• PNG Employment Act 1978
• Government Payroll and HR System
• PNG Planning and Monitoring Responsibility Act 2016
(c) Skills.
• Staff management and administration skills
• Time management
• Integrity
• Proficient use of Advanced MS Word, MS Excel and MS PowerPoint skills.
• Public Relations and Interpersonal skills
• High level of written and Oral Communication
• Organisational and Planning Skills
• Analytical and Performance Management Skills
(d) Work Experience
A minimum of three (3) years’ work experience in organizational Development and workforce administration or a similar role in either the public or private sector.
Full Time
hours weekly
English
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