Job Description

Department of Personnel Management

Designation : Executive Manager, CB&D (Code- DPM 10-1)

Job Description / Responsibilities:

1.  IDENTIFICATION

AGENCY:

   PERSONNEL MANAGEMENT

SYS. POSN. NO:

1490000335

REF. NO:

DPM 10-1

OFFICE:

HR ADVISORY & COMPLIANCE AUDIT

DESIGNATION/CLASSIFICATION:

EXECUTIVE MANAGER-CB&D                                             Grade 18

   DIVISION:

CAPACITY BUILDING & DEVELOPMENT

LOCAL DESIGNATION:

EXECUTIVE MANAGER – CAPACITY BUILDING & DEVELOPMENT

 BRANCH:

OFFICE OF THE EXEC. MANAGER

REPORTING TO:                            SYS. POS. NO:       REF. NO:

DEP. SECRETARY HRA&CA   1490000010      DPM 10-17

SECTION:

VARIOUS

LOCATION:

WAIGANI-CENTRAL GOVERNMENT OFFICE

HISTORY OF POSITION

FILE REF.

DATE OF VARIATION

DETAILS

CB&D

02.07.2019

Transfer from ELD/Reno/Redes/Revise JD

ORG:1/2025

Structure Approved Date:27th March 2025

Transfer to HRA&CA/Reno/Revise JD

2.   PURPOSE

Responsible to the Deputy Secretary, HRA&CA to efficiently and effectively provide oversight on the activities of Capacity Building and Development Division in line with revised policies, systems, processes, procedures and practices to enable provision of timely advice on capacity development matters to the users of its products and services.  Ensure users remain within the confinements of legislations, standard policies, systems, processes, procedures and practices.

3.   DIMENSIONS

         

Financial – K1 million

Staff supervised – 16

Total posns – 16

Others – Furniture items, office equipment & facilities

4.   PRINCIPLE ACCOUNTABILITIES

  • Effective and efficient management of the operations and resources of the CBD Division.
  • Effective oversight over key deliverables under the Leadership Talent Dev and Capacity Building Branch and the PSST & C.N.A Branch.
  • Effective provision of the division’s Annual Work Plan to achieve the department’s corporate objectives.
  • Effective provision of training plans for skills development and enhancement for public servants.
  • Effective implementation of the CNA framework for public sector skills and knowledge gap identification.
  • Effective implementation of donor funded scholarships and other in-country training.
  • Effective M&E on Leadership programs with impact assessment report as the output.
  • Effective interpretation of appropriate policies and advice for dissemination to clients and users.
  • Effective coordination of the PSHR Business Process training to public servants under the SILAG/DPM MOU and its review when expired.
  • Effective annual budget preparation for the division.
  • Effective feedback on the overall operations of the division to Secretary and EMT through reports.
  • Effective provision of six monthly staff performance appraisal for EM and divisional staff.

5.   MAJOR DUTIES

5.1 Manage the division’s operational budget and its manpower needs in consultation with Corporate Services Division.

5.2 Develop and coordinate the division’s annual work plan based on the MAP to ensure expected results are achieved as required.

5.3 Ensure all human resource legislations, policies, systems, processes and procedures are effectively implemented.

5.4 Maintain constant liaison with counterpart divisions for appropriate policy interpretations for advisory purposes to public service organizations on all Capacity Building matters.

5.5 Oversee development of procedures, manuals, pamphlets and brochures on all divisional processes for use by client organizations.

5.6 Prepare M&E report on Leadership programs to assess the impact of training.

5.7 Participate in awareness and information session workshops for HR Managers and SD&T officers within the public service and in-house.

5.8 Ensure the establishment of PSST, Talent Development and CNA database and coordinate the process of developing and retaining talented senior executives within the Public Service.

5.9 Participate in the CNA framework for public sector skills and knowledge gap identification is conducted.

5.10 Ensure that donor funded scholarships and other in-country training are coordinated effectively.

5.11 Coach and mentor team leaders to build rapport and capacity and instill good conducive working environments within the division.

5.12 Provide regular reports on the overall operations of the division to Secretary and EMT.

5.13 Provide six monthly staff performance appraisals for the two branch managers and division staff in a timely manner.

5.14 Prepare the division’s annual budget estimates in preparation for budget review.

6.   NATURE AND SCOPE

The job focuses on monthly, quarterly and annual monitoring and reporting of the division’s activities pertaining to capacity building and development.

It also ensures that the division and branch reports are ready and provided in a timely manner for the purposes of reporting to Secretary and EMT.

The scope of the job is limited within the Department as this position is accountable for ensuring capacity building and development services are implemented and delivered to all public sector agencies.

 

6.1   WORKING RELATIONSHIPS

(a) Internal

This is one of (3) Executive Manager positions and (4) Director positions that report directly to the Deputy Secretary HRACA&CB.

  • Liaise with counterpart Executive Managers on decisions affecting their division’s functions and responsibilities.
  • Liaise with Branch Managers on the overall  operations of the Division.

(b) External

  • Constant liaison with Heads of Departments or their delegates and counterparts in Central Agencies and Line Departments and Provincial Administrations.
  • Maintain liaison with appropriate international private and public sector organizations and donor agencies.

6.2 WORK ENVIRONMENT

The position plays a significant role in ensuring that proper awareness is provided on all HR processes and procedures on a regular basis to assist public service agencies to effectively and efficiently carry out their statutory responsibilities within set policies and standards as set out in the revised General Order and other supporting manuals.  The position is administrative in nature and is located in Waigani however, when required, official visits to government agencies within and outside of National Capital District to conduct business is inevitable.

7.     CONSTRAINTS FRAMEWORK AND BOUNDARIES

Rules/procedures – Specific delegation from the Secretary’s office to action trivial administrative matters such as signing correspondence that may not require the signature of the secretary  to fast track flow of work.  The job operates within the precincts of the PSMA, PSGO, Code of Conduct and Business Ethics, PFMA, DPM Circular Instructions. Constraints will be due to amendments to policies and legislations and restrictions imposed through government circulars and instructions like redrafting of human resource management policies, practices and procedures.

Decision

  • Approval of expenditures that may not require the endorsement of the Secretary or the Deputy Secretary in situations that require less than K10,000. 
  • Effective and appropriate advice on the implementation processes relating to delegated powers from the Secretary under Section 23 of the PSMA. 
  • Allocation of work assignments to subordinate officers.

Recommendations – The position is required under the PSMA to make recommendations on all Capacity Building and Development related matters to the office of the Secretary until a decision is made to delegate some decision making authority for the position holder to exercise. 

8.   CHALLENGES

Under the devolution environment the position has ventured into unchartered areas that may lead to changes and amendments to existing HR processes and procedures for adoption and use by the public service.

9.   QUALIFICATIONS, EXPERIENCES AND SKILLS

(a) Qualifications

A Masters Degree or Degree in Human Resource Management, Public Administration, Public Policy Development Administration or Business Management.

(b) Knowledge:  Must have excellent knowledge of the following:-

  • Public Service (Management) Act
  • Public Service General Orders & Business Processes
  • Public Finance (Management) Act, Finance Instructions & other relevant financial policies
  • Public Service Policies, Procedures, Practices and Systems
  • Organic Law on Provincial and Local Level Government
  • SRC Determinations
  • Employment Act
  • Vision 2050, MTDP4

(c) Skills - Ability to demonstrate the following skills at a very high level:-

  • Leadership and supervisory
  • Program Budgeting,
  • Strategic planning & Management
  • Written and Oral (presentation) high level communications
  • Research & Analytical
  • Cost Benefit Analysis
  • Training And Assessment
  • Public & Inter-personal Relations
  • Investigation, negotiation,
  • Presentation/Facilitation/Public speaking
  • Mentor & coach
  • Record keeping
  • Computer (Microsoft Word, Excel spreadsheet, Power point)

(d) Experience

  • Minimum of 10 years and maximum of 15 years work experience in the public service with relevant experience in multi-functional personnel management functions and processes, systems, analysis, planning, evaluation and management.

 

Job Type:

Full Time

Language Requirements:

English

Salary(per annum):

K73138.00

Job Location:

Waigani

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