Our responsibility is not limited to develop a green, healthy living environment for our clients and the public. Ethical supply chain management and social activities relevant to our operations are also listed in our agenda. These factors are important to help us become a more responsible corporate citizen.

As a Government Department, we operate under the umbrella of HKSAR Government and Central Government policy framework, specifically on labour and human rights issues. Internally, the Civil Service Bureau is the responsible Government agency for developing and implementing policies on the management of the civil service. Detail information is available at the Civil Services Bureau’s website at www.csb.gov.hk.

Our People

We are proud to have a team of energetic and dedicated staff who are committed to contribute to the sustainable development of Hong Kong.

Employment Profile
As at 31 March 2007, there were 1,766 civil servants in our department.

Staff Establishment by Post in 2006 (as of 31.3.2007)

Break-down of Staff by Gender (as of 31.12.2006)

Break-down of Staff by Age Group (as of 31.12.2006)

Break-down of Staff by Ethnicity (as of 31.12.2006)

Break-down of Staff by Type of Employment Contract (as of 31.12.2006)

In 2006, 1.8% of all staff left employment, whereas the male to female ratio of this group was 9:1, and 4 out of 5 staff in this group were aged over 50.

Anti-Corruption
We are obligated to comply with stringent anti-corruption policies and procedures developed internally and externally by the Civil Service Bureau (CSB) and Development Bureau (DEVB). Our internal guidelines set out requirements to avoid conflict of interest, acceptance of advantages and entertainment. Our integrity performance is also closely monitored and analysed by the Independent Commission Against Corruption (ICAC). Any instance of bribery to a Government official should be reported to the ICAC.

All new employees are provided with the Development Bureau's Integrity Management Manual and various internal circulars. In 2006, a series of on-going training workshops on integrity management were begun in order to strengthen the implementation of relevant policies and procedures.

Human Rights
We are endeavouring to ensure fair treatment between both genders in terms of salary, promotion and compensation. Also, we fully comply with the Employment Ordinance and prohibit child labour and forced labour. Following local legislation, we do not hire youths of aged 15 years or younger, nor students aged 18 or younger.

It is Government policy to integrate the disabled into the community through vocational rehabilitation and employment in both public and private sectors. Appropriate preference for job appointment should be given to disabled persons if they are found suitable for employment. Upon employment of the disabled, we comply with the Disability Discrimination Ordinance and the Code of Practice on Employment issued by the Equal Opportunities Commission.

In 2006, we had no significant incidents related to discrimination, activities against freedom, child labour, forced labour or corruption.

Staff Relations
Our human resource management includes good staff relationship, close communication and co-operation between staff and suitable healthcare and welfare system.

Internal Communication
Engaging our staff and having two-way interactive communication is a cornerstone for a positive and inclusive working atmosphere.

To enhance internal transparency and communication, we publicise an internal newsletter "ArchSD Express" to all staff to update colleagues on departmental changes, government policies, voluntary activities and recreational activities

During the Joint Staff Consultation Group Meetings, staff representatives were consulted on any organisational changes such as the Re-engineering Programme of the Department. Staff can express their opinions and concerns through the ArchSD Forum in our intranet. Moreover, the Departmental Consultative Committee (DCC) provides a direct communication channel between the management side and staff. The matters discussed include a variety of topics such as promotions, recruitment, accommodation, and many other matters of concern to staff members. Our Director also regularly pays informal visits to different divisions to maintain close contact with staff and to freely exchange views with them.


The Director’s informal visit to a division

Integrated Management Committee meeting

Apart from the formal consultative forums at central and departmental levels, 23% of our staff are members of ArchSD Staff Association. Every year, both the ArchSD Staff Association and the ArchSD Property Services Branch Staff Club organise a number of recreational and volunteering activities for our colleagues to enrich our internal communication and unity, and to maintain our work life balance. In 2006, activities such as a soccer tournament, Ngong-Ping 360 tour and hiking trips were arranged. We also entered men and women Dragon Boat Teams to participate in the 'Summer Vigor' races.



Dragon Boat Men's Team

Ngong Ping 360 tour

Employee Pay Structure and Benefits
As civil servants in Hong Kong, we are compensated on the pay scales with regard to our respective grade and rank. We normally advance one increment a year within our rank scales if our performance is satisfactory. This includes conduct, diligence and efficiency.

Various health care and welfare benefits are provided to our permanent staff including medical and dental services, education support for children, housing, and retirement pension.

Employee Training
We endeavour to provide high quality service, and this relies heavily on our strong and competent team. In view of this, we take a long term view of nurturing talent and continuously improving our staff’s professional knowledge and enriching their personal development. We arranged for 2,548 staff members to participate in 324 various trainings events organised both internally and externally. The events are mainly categorised into Leadership and Management, and Professional and Vocational Skill trainings.

  No. of attendees No. of training hours
Leadership and Management 10 1,282
Professional and Vocational Skill 2,538 19,942

2006 Training Highlights:
Leadership and Management -
  • Media Skills Courses
  • Press Release Writing Skills Courses
  • Integrity Management Training Workshops
Professional and Vocational Training -
  • Two-day Short Course on Air Pollution Control
  • Civil Engineering and Development Department & Environmental Protection Department Construction Waste Disposal Charging Scheme Seminar on "Acceptance Criteria"
  • Small Scale Building Integrated Photovoltaic Application (BIPV) Workshops
  • Occupational Safety & Health Management Course
  • Basic Accident Prevention Course
  • Safety and Environmental Workshop

Occupational Health and Safety

Ensuring that our staff are working in a safe and healthy environment is one of our top priorities. We have taken various initiatives covering management control and training to achieve this target.

Occupational Health and Safety Management

In 2006, we moved a further step at developing and implementing the Health and Safety Management System which is in accordance with the requirements of an internationally recognised standard, OHSAS 18001 (Occupational Health and Safety Assessment Series). Occupational Health & Safety Representatives (OHSR) Working Group was established, and Integrated Management Committee (IMC) and Integrated Management Working Group (IMWG) were re-structured to include OHS representatives and related agenda.
In parallel, awareness training and internal auditor training had been arranged for staff to enhance their understanding of the OHSAS 18001 requirements and competence in performing internal audit for monitoring the effective implementation of the management system. Streamlined documentation with incorporation of OHSAS 18001 was put into operation in April 2006.
Risk assessment had also been conducted and significant risks were identified by means of a standard risk assessment matrix. Corresponding safety measures communication network and an emergency plan were developed and put in place. To facilitate staff in making reference with all the manuals, all relevant information was available on our departmental intranet.

Risk Assessment Process

In 2006, risk assessment for all workstations of users of display screen equipment (DSE) was conducted in order to evaluate the risk level of those staff who use DSE at work for prolonged periods of time. The staff workstation including display screen, input devices, work desk, chair, etc were examined. Follow-up actions such as provision of document holders were taken based on the recommendations of the assessment.

After implementation of OHSAS 18001, we conducted an integrated internal audit in June/July 2006 during which only minor observations were raised regarding the management system and site activities. We were prepared for the first assessment of the OHSAS 18001 to be arranged in September 2007 to integrate with the Surveillance Visit for ISO 9001 and 14001. The certification is expected to be achieved in November 2007. Updates on the OHSAS 18001 implementation and certification will be stated in next year's report.

Departmental Contingency Plan for Influenza Pandemic

Following the call from Secretary for Food and Health, ArchSD formulated a departmental contingency plan to prepare for influenza pandemic (IP). The aim was to maintain a state of preparedness for rapid mobilisation of available resources and effective co-ordination of appropriate actions to protect the occupational health of staff, and at the same time minimise the disruption of the provision of services for the community. An Ad hoc Working Group on Influenza Pandemic has been established to oversee the preparedness for IP and implementation of effective measures within the departmental workplaces.

Indoor Air Quality

As a responsible employer, maintaining good air quality and providing a good indoor environment are part of our responsibility. The indoor air quality of the ArchSD offices in QGO and in APB was benchmarked with the IAQ Certification Scheme organised by the Environmental Protection Department, and these two places were certified as achieving "Good Class" objectives in October 2006.