DEEP is not meant to punish civil servants, chief secretary says
Translated from Malay and summarized by DistantNews. Read the original for the full story.
At a glance
- Malaysia’s DEEP performance evaluation system aims to improve senior civil servants’ leadership rather than punish them, Chief Secretary Shamsul Azri Abu Bakar said.
- The Public Service Department has been asked to review DEEP’s weighting for ministry chief secretaries to keep the assessment holistic and relevant.
Malaysia’s Public Service Demerit Performance Evaluation System, known as DEEP, is not designed to punish senior civil servants. It is intended to improve their leadership, Chief Secretary Shamsul Azri Abu Bakar said.
Shamsul said the results from the second quarter had been analysed and that identified weaknesses needed correction. He described DEEP as part of the public service reform agenda, with the system aimed at improving service rather than imposing punishment.
DEEP is not to punish, but to improve the leadership of public servants and senior public servants.
Asked whether officers who failed to reach the required merit level could face measures such as demotion, Shamsul repeated that the system was meant to improve leadership, not punish officials.
The Public Service Department has been asked to review the assessment weightings used for ministry chief secretaries. The review aims to ensure that performance evaluations for senior public servants remain holistic, relevant and reflective of the changing challenges of administration.
It is not to punish, but to improve.
Originally published by Utusan Malaysia in Malay. Translated, summarized, and contextualized automatically by DistantNews, with a note on how the source frames the story. Not individually reviewed before publishing. How this works.