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[Vision and Statement of Common Purpose and Values] [Foreword] [Operations]
[Regional Commanders' Report] [Personnel and Training]
[Management Services] [Finance, Administration and Planning]
[Environmental Report] [Organisation] [Annexes, Crime Charts and Appendices]

 

"Effective human resources management and
up-to-date training are among our highest priorities."

 
Personnel and Training
 
    We see our people as our greatest asset. During the year, we continued to improve on the services offered to our officers and we also embarked on a comprehensive review on the human resources management of the Force, with a view to introducing a modern and comprehensive human resources strategy. In 2003, the focus was to reinforce officers' commitment through the promotion of a partnership culture. In the wake of the challenges ahead, it is important for officers at all levels to be united to cope with the changes positively and professionally.

    In order to be responsive to the challenges of a rapidly developing society and ever-increasing demands of the public, our training focused on equipping officers with the knowledge, skills and abilities to tackle a dynamic and increasingly complex policing environment. Over the past year, we embarked on a series of projects to re-prioritise, re-organise and re-engineer our training services. A life-long learning culture that encourages continuous professional development will continue to be fostered.

Personnel Wing

    A number of measures were introduced to streamline the application and selection procedures for recruitment posts. The public can with effect from October 2003 submit their applications for Police posts on line. Under the Auxiliary (Undergraduate) Scheme introduced in 2002, 73 undergraduates were successfully recruited, completed their training and commenced their auxiliary service in the Force in August 2003. A new scheme was introduced in December allowing serving Junior Police Officers (JPOs) to directly apply for the Recruit Inspector post through open recruitment.

    The Discipline Section successfully implemented the computerised Discipline Office Automation System (DOA), which enhanced data storage and retrieval of all disciplinary cases. The Section is looking forward to publishing the first Annual Force Discipline Report. In an effort to continue to improve the appraisal system and procedure, competency-based appraisal annual reports for JPOs were introduced Force-wide in July 2003.

    The Manpower Planning Section continued to play a key role in assisting with the manpower planning of the Force by providing the management with effective projections on wastage, manpower demand and other manpower related data.

Consultation

    As good staff relations and an effective consultative system are of paramount importance to the efficient and effective management of the Force, three channels were established to maintain an open dialogue. They include the Junior Consultative Committee, Senior Consultative Committee and Police Force Council. A series of activities have been conducted jointly by the Staff Relations Group and staff associations to enhance the understanding and support between the Management and officers.

Personnel Services

    In 2003, professionally trained Police Welfare Officers at the six regional offices carried out 10 246 case interviews and 4 167 home and hospital visits. A total of 1 861 new cases were handled. The Psychological Services Group provided 2 375 consultations to Force members. A series of promotional activities under the CARELINKS 2003 - Mental Health in the Workplace Campaign was also launched.

    Personnel Services Branch operated a "Service Centre - Severe Acute Respiratory Syndrome (SARS)" in support of frontline Police officers during the outbreak of the disease from April to June. It aimed at providing one-stop service to Police officers for welfare requests and enquiries arising from SARS.

    Several initiatives were also launched to encourage Force members to offer assistance to people in need. Volunteer services were delivered to the handicapped, the elderly and the community at large.

Training Wing

    In 2003, Training Development Bureau launched a three-year "Learning and Development" project to provide learning opportunities for 3 400 junior rank officers in support of the Government's policy on life-long learning and the Force-wide programmes of enhancing service quality and professionalism. Such opportunities include short local courses and visits to universities and training institutes, aiming at improving officers' skills in management and communication. Staff members were encouraged to take up learning in their own time and if possible, the Force provided subsidies.

    In recognition of the Force's professionalism in training, Interpol extended an invitation to the Force to co-host the 15th Interpol Symposium for Heads of Police Training to be held in Hong Kong in early 2005. For the first time the Force was also invited to give a presentation on training at the 72nd Interpol General Assembly, held in Spain during 2003. A Memorandum of Understanding on e-Learning was signed by the Hong Kong Police Force and Singapore Police Force in August 2003 to explore the joint development of e-learning contents and systems.

Police Training School

    The school provides foundation training in a wide range of practical policing subjects to new recruits as well as continuation and promotion training for JPOs. During the year, a total of 644 new recruits attended foundation training and 5 235 JPOs undertook continuation training. The school also conducted three tailor-made two-week Study Visit Courses for 53 public security officials from various training establishments and provinces on the Mainland.

The Police Band

    The Band, comprising a Silver Band and a Pipe section, plays an important role in public and community relations programmes and fulfils over 550 engagements each year. During 2003, the Band was invited to perform at major events overseas and in Fujian, Shanghai and Beijing.

Other Training

    In 2003, fundamental detective training was provided to 429 Police and 33 officers from other disciplined forces in Hong Kong and the Macao Judiciary Police. Advanced detective training was given to 283 police officers while 311 Special Duty Squad officers graduated from basic investigation courses.

    The Higher Training Division continues to run the three major developmental command courses for Inspectors, Chief Inspectors and Superintendents. These courses were enhanced to incorporate elements from the Strategic Action Plan of the Force with emphasis on planning and managing change. Lessons learned from large-scale Police operations were incorporated into the courses in order to broaden the benefits for all frontline officers.

    One of the priorities of the Weapons Training Division is to ensure that weapons training concepts are in line with international best practice. New technologies on crisis resolution and resistance control training introduced in 2003 enabled the practical use of Police tactics and the application of different levels of realistic force at given scenarios.

    In striving for excellence in driving, the Police Driving School has long aimed at enhancing the professional driving skills of officers. Constant and regular review of all driving syllabuses will continue to be conducted in order to enhance the operational efficiency and effectiveness of the driver cadre of the Force.

 
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