acp 2012 -final 2 - labour.gov.fj · on this note, i present this annual corporate plan to the...

MLIRE | ANNUAL CORPORATE PLAN 2012

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TABLE OF CONTENT

1.0 MINISTER’S FOREWORD .............................................................................................................................................................. Error! Bookmark not defined.

2.0 PERMANENT SECRETARY’S STATEMENT .............................................................................................................................................................................. 5

3.0 MINISTRY PROFILE........................................................................................................................................................................................................................ 7

3.1. Role and Responsibilities of the Ministry ........................................................................................................................ 7

3.2 Vision ................................................................................................................................................................................ 7

3.3 Mission ............................................................................................................................................................................. 7

3.4 Values ............................................................................................................................................................................... 7

3.5 Pledge ............................................................................................................................................................................... 8

3.6 Policy Statement .............................................................................................................................................................. 9

3.7 Our Commitment .............................................................................................................................................................. 9

3.8 Functions of Ministry ..................................................................................................................................................... 10

3.9 Service, Section and Unit of the Ministry....................................................................................................................... 12

Corporate Service..................................................................................................................................................................... 12

Labour Policy and Productivity Service................................................................................................................................... 12

Labour Standards Service ........................................................................................................................................................ 12

(i) Labour Compliance Unit .............................................................................................................................................. 12

(ii) Employment Relations Unit.......................................................................................................................................... 12

(iii) Wages Councils Unit ................................................................................................................................................... 12

(iv) Trade Unions and Industrial Associations Unit .............................................................................................................. 13

National Occupational Health and Safety Service ................................................................................................................... 13

(i) Training, Accreditation, Chemical and Hygiene ............................................................................................................ 13

(ii) Capital Projects and Information Technology................................................................................................................ 13

(iii) Risk Engineering ........................................................................................................................................................ 14

(iv) Field Operations ......................................................................................................................................................... 14

Workers Compensation Service............................................................................................................................................... 14

National Employment Centre .................................................................................................................................................. 14

Mediation Service ..................................................................................................................................................................... 15

Employment Relations Tribunal ............................................................................................................................................... 15

Employment Relations Court ................................................................................................................................................... 15

3.10 Overarching Policy Framework...................................................................................................................................... 16

3.11 Legislative Framework ................................................................................................................................................... 16

3.12 Legislations Enforced by the Ministry ........................................................................................................................... 16

3.13 Focus Areas ................................................................................................................................................................... 18

3.14 Linkage of Service Excellence Framework with Output Specification and Performance ............................................. 20

4.0 ORGANISATION STRUCTURE ...................................................................................................................................................................................................23

5.0 LINKAGE OF THE PEOPLE’S CHARTER FOR CHANGE, PEACE AND PROGRESS (PCCPP), ROADMAP FOR DEMOCRACY AND SUSTAINABLE SOCIO-ECONOMIC DEVELOPMENT 2009-2014 (RDSSED) AND MINISTRY OUTPUTS...................................................................24

Table 1: Linkage of Outputs with Government’s Targeted Outcomes (RDSSED) ............................................................ 24

6.0 MINISTRY’S OUTPUTS AND PERFORMANCE TARGETS ...................................................................................................................................................27

Table 2: Output Specification and Performance ............................................................................................................... 27

7.0 PSC DELIVERABLES AND INDICATORS .................................................................................................................................. Error! Bookmark not defined.


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Table 3: PSC Deliverables and Indicators ......................................................................................................................... 38

8.0 CAPITAL PROJECTS FOR THE YEAR ( 2012)........................................................................................................................................................................41

Table 4: Capital Projects Items .......................................................................................................................................... 41

9.0 MINISTRY OF FINANCE DELIVERABLES AND INDICATORS.............................................................................................................................................42

Table 5: Ministry of Finance (MOF) Deliverables and Indicators ...................................................................................... 42

10.0 GLOSSARY ....................................................................................................................................................................................................................................43

11.0 ACRONYMS....................................................................................................................................................................................................................................44


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1.0 MINISTER’S FOREWORD

The Labour Ministry is progressing well with its Labour Reform programmes. There were

many pressing challenges that confronted the ministry, however it was undeterred in its

resolve and transformed those challenges into opportunities for improving our services

through our reformed agenda. Our responsibilities oblige us to strive and finally complete

all our Labour Reform agenda in 2012, the year set by Government for the completion of all

social and economic reforms in Ministries and Departments. The reform of our Workmen’s

Compensation Act and the National Employment Centre Decree Subsidiary Legislations

are nearing completion. Government is committed to the introduction of a National Minimum Wage which is fair

and just and the Ministry is tasked to conduct a national baseline survey in 2012 in its attempt to gather data for

the determination of a national minimum wage and its review mechanism. This will be a very significant step in

Government’s efforts to alleviate poverty as committed in the Peoples Charter for Change, Peace and Progress.

The Ministry has been at the forefront in advancing the agenda for the protection of the vulnerable, particularly

the children.

A child labour monitoring unit was established in the Ministry in mid - 2011 through the support of ILO’s

International Programme on the Elimination of Child Labour (IPEC) with the overall goal of the progressive

elimination of child labour in Fiji. In 2012 our focus to eliminate child labour is an important facet of our Decent

Work Agenda. It is a time for the broad vision and coherent policies to be put in place to deal with the problem

and promoting a nationwide move to combat child labour.

Our Labour Reform Programme has attracted significant interests within the region. In the spirit of regional

cooperation as articulated in the various regional protocols, especially in the recent Bilateral Agreements

between the Fijian Government and the Governments of Papua New Guinea and Kiribati. Technical assistance

will be provided from the Ministry to undertake Labour Reform agenda in the field of Occupational Safety and

Health (OSH) and Labour Inspection in Papua New Guinea and Kiribati respectively in 2012. This will be another

milestone achievement for the Ministry in providing consultancy services regionally as our professionally trained

officers will act as change agents for these countries to ensure that contemporary challenges become imperative.

As we pause and take stock of the progress and achievements of the Labour Reforms, it is important to focus on

meeting the emerging challenges ahead in the ever changing world of work. I am optimistic that the year 2012

will be of tremendous importance and challenging for us, a demanding period, just as the 2011 provided a rich

source of experiences, lessons and inspirations. The rolling out of all these reforms will have profound changes

that will result in a more efficient, more inclusive growth, more equity, with less poverty and less instability in our

economies, enterprises, workplaces and ultimately in our society.

I have full confidence in the Permanent Secretary and all Ministry staff of your sustained commitment and perseverance to conclude the Labour Reform and have the opportunity to make these changes a reality.

It gives me a great pleasure to commend the Ministry of Labour, Industrial Relations and Employment’s 2012 Annual Corporate Plan to the Honourable Prime Minister and Cabinet.

I wish all Ministry staff the best outcomes together with the Lord’s blessings for a fruitful and productive 2012.

……………………………………

[Jone Usamate]

MINISTER FOR LABOUR, INDUSTRIAL RELATIONS AND EMPLOYMENT


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2.0 PERMANENT SECRETARY’S STATEMENT

Through the Divine Providence, the Ministry aims to conclude policy reforms of all its outdated labour legislations by the end of 2012, an exercise that has been pursued for the past two decades. To ensure that the labour market is strategically positioned to mitigate against the negative effects of globalisation and to ride on the positive waves of globalisation, all reformed labour market legislations and institutions have been benchmarked to international standards and best practices including the Business Excellence, ISO 9001 and ISO 26,000 Standards. The Ministry has, since 2009, innovatively incorporated a value-based Business Excellence

Framework model in its Annual Corporate Plan to ensure that its operations covers the seven key categories and also enable the Ministry to lift its service standards in the labour market with spiritual excellence. In line with these, staff of the Ministry have been encouraged to pursue further tertiary studies and undertake training in the specialised areas needed to advance the Ministry’s business and as part of their capacity building.

In 2011, the last of the six components of the Labour Reform agenda, the Workers Compensation Reform, materialised following the completion of the of the draft Fiji Workcare Decree targeted to be tabled to Cabinet by mid 2012. The Workers Compensation Reform will provide social protection and strengthen our national social security regime with a “no-fault” social insurance scheme. This will provide better health care and social security for injured workers and dependants of deceased workers with very strong governance features. The scheme is expected to reduce poverty and promote wealth creation. It will strategically position modern policies, laws, institutions, values, practices, competencies, systems and processes to ensure that the minimum social protection and labour standards afforded to our workers are compatible with our social and economical needs. To complement this, an internationally benchmarked in-country course for our medical practitioners was undertaken which led to the development and adoption of a national guideline on the evaluation of impairment for occupational injuries and diseases to quality international standards such as the American AMA5 Guidelines and the NSW WorkCover Guides for the Evaluation of Permanent Impairment.

The Ministry also embarked on a number of outreach programmes providing consultancy services to Pacific Island Countries (PICs) that saw the commencement of the Papua New Guinea OSH Reform project through the completion of the draft OSH Bill in October 2011 and a stakeholder training on the Bill in PNG in December 2011. Cabinet also endorsed the partnership with the Government of Kiribati through a memorandum of understanding on assistance in the area of Labour Reform and Labour Inspections which is scheduled for implementation in early 2012. Talks have also been initiated with other PICs on strengthening bilateral and multi-lateral relationships.

As a strategy in Pillar 8 of the People’s Charter for Change, Peace and Progress the introduction of a National Minimum Wage (NMW) has been a priority of the Ministry and an expression of interest has been done to secure an advisor to facilitate the process of NMW baseline survey. Further a review of the minimum wages and its review mechanism will be undertaken. This will lead to the introduction of a NMW and its review mechanism.

This year, 2012, the Ministry will continue with the implementation of the various phases of the Labour Reform for which the six components are at different phases of development as reflected in this corporate plan. The main focus will be the review of all internal systems and processes benchmarked to international best practices and standards, and certification towards ISO 9001-Quality Management and ISO 26,000-Social Responsibility standards and the development of related values and competency based training packages. The other priorities include the value-based training of staff on the benchmarked systems and processes and the set up of the data management and information technology systems for the various Services for informed decision making and sustaining competitive advantage.

The Ministry wishes to acknowledge the Divine Providence in the successful rolling out of the various components of the Labour Reforms over the years and by the Lord’s Grace, we should be completing all the major phases of the reforms by the end of the year.

My sincere gratitude to the Honourable Minister for his enabling political leadership and all Ministry staff and volunteers who have been part of the Labour Reform journey for your valuable contributions and teamwork. May the Lord’s Blessings be upon the Minister, all Ministry staff and volunteers together with your families and loved ones as we journey on into 2012.

On this note, I present this Annual Corporate Plan to the Minister for Labour, Industrial Relations and Employment.

…………………. [Taito R. Waqa] PERMANENT SECRETARY FOR LABOUR, INDUSTRIAL RELATIONS AND EMPLOYMENT


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3.0 MINISTRY PROFILE

3.1. Role and Responsibilities of the Ministry The core responsibility of the Ministry of Labour is to pursue the attainment of Decent Work standards through the promotion of employment opportunities, development of healthy workers; the provision of healthy and safe working environment, fair working conditions and stable and productive employment relations. These responsibilities are achieved by focusing on developing a modern and enabling policy environment supported by sound labour laws, policies, institutions, practices and values, underpinned by tripartite social dialogue. 3.2 Vision

DECENT AND PRODUCTIVE WORK FOR ALL

This vision captures the desire of all workers to be accorded the fundamental social justice principles and rights at work consistent with ILO Conventions. ‘Decent’ means a decent wage, decent conditions and a decent work environment that promotes dignity in the workplace for all types of work. It includes the non-discrimination of workers through the Equal Employment Opportunity (EEO) principles. ‘Productive’ means to work with available resources effectively and efficiently in a sustainable manner. It is the ideal employment condition for workers and employers to achieve through dialogue in the spirit of mutual respect, trust and good faith, leading to the equitable distribution of productivity gains and the creation of further employment opportunities. 3.3 Mission Ensuring social justice, good faith employment relations, safe and productivity driven workplaces in Fiji Consistent with the goals of the Peoples Charter for Change, Peace and Progress (PCCPP), the Presidential Mandate for the Government, the Millennium Development Goals (MDGs), the Sustainable Economic and Empowerment Development Strategies (SEEDS), the Fiji Productivity Charter, the Public Service for the 21st Century (PS21), the Fiji Budget Estimates 2012 and international standards, the Ministry seeks to provide: • an enabling social justice environment that promotes stable employment relations and promote equitable

socio-economic development;

• the enhancement of productivity in all workplaces;

• modern and innovative labour market policies;

• safe and healthy work environment;

• equal employment opportunities and dignity for all;

• decent employment terms and conditions;

• speedy resolution of employment problems through the Mediation Service, the Employment Relations Tribunal and the Employment Relations Court;

• decent and progressive social security policies for all; and

• institutional strengthening for job creation. 3.4 Values � To engage in personal “spiritual rebirth” on a daily basis in accordance with one’s faith;

� To drive out fear through shared values in trusting and caring professional relationships;

� To establish, demonstrate and maintain organisational ethics in decision making;

� To be honest, transparent and respectful in our dealings with team members, all customers and the general public at all times;


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� To uphold and promote good-faith values and principles in all our employment relationships;

� To appreciate each other’s talents and synergizing these talents for successful team work;

� To serve all customers in an efficient, effective and timely manner;

� To perform our duties with integrity, in a professional, apolitical, neutral and impartial manner;

� To participate in innovative thinking and acquire innovative solutions to problems;

� To recognise the need for changes and adopt international best practices;

� To act diligently and with due care in utilising all available resources;

� To promote productivity improvement initiatives within our workplaces;

� To behave and perform in accordance with the Public Service Values and Code of Conduct;

� To promote good health and safety standards for everyone in our workplace;

� To promote the EEO principles and prevent all forms of discrimination in employment (including HIV/AIDS status) to enhance the quality of working life and promote good governance;

� To promote respect and human dignity by preventing all forms of sexual harassment in our workplaces;

� To promote a progressive learning environment through research and application of an up-to-date data, information and knowledge; and

� To promote the spiritual character of the Ministry by living the above values towards organisational excellence.

3.5 Pledge WE PLEDGE as a Ministry, individually and collectively as a team through our actions at all times, directly and indirectly:

� To promote spiritual excellence in our lives, families, workplaces, regionally, nationally and globally;

� To promote productivity, peace, racial harmony, prosperity and improvement in the quality of working lives of all our people;

� To deal with our customers, clients, colleagues and the general public fairly, apolitically, professionally and with respect at all times;

� To behave in accordance with the Public Service Values and Code of Conduct as enshrined in the Public Service Act 1999 and at all times strive to safeguard the integrity and reputation of the Government;

� To act diligently and with due care, in accordance with the Finance Management Act including the relevant management guidelines and best practices in utilizing Government’s resources including those in the Ministry’s Finance Management Manual;

� To perform our duties to our utmost abilities at all times in a professional, apolitical, neutral and impartial manner and to declare our interests, if any, if they will compromise our performance;

� To promote good health and safety standards in our workplace in accordance with the Ministry’s Occupational Health and Safety Policy, and to strengthen our commitment to improving our spiritual, mental, physical and social health at work and at home;

� To ensure transparency in our dealings and confidentiality in respect of relevant official information at all times;

� To improve our performance and productivity by acquiring through our own initiatives, with proper approval, and if possible with our own resources, basic skills required of our jobs and to continuously strive for new knowledge and skills;


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� To ensure the Ministry is the source of competent and professional advice on labour and other related matters;

� To promote healthy and productive teamwork while maintaining constructive and harmonious relations with the Ministry’s staff and our stakeholders; and

� To promote productivity improvement initiatives within the Ministry and at the national level to inculcate a personal and corporate culture of continuous improvement and service quality.

3.6 Policy Statement General Statement As part of the Government’s Sustainable Economic and Empowerment Development Strategies (SEEDS), the Presidential Mandate for the Government, the Peoples Charter for Change, Peace and Progress (PCCPP), the Millennium Development Goals (MDGs), the Fiji Productivity Charter, the Public Service for the 21st Century (PS21) and the Fiji Budget Estimates 2012, the Ministry of Labour, Industrial Relations and Employment is committed to “rebuilding Fiji” in the labour market in our collective responsibility with stakeholders to facilitate economic growth and future prosperity. Particularly, the Ministry embraces the principle that healthy, safe, fair, productive and harmonious workplaces are critical and necessary components for achieving the objectives of the PCCPP of “Building a Better Fiji”. To support this goal, the Ministry has focused its strategy on establishing an enabling and sustainable environment created through modern and progressive policies, legislations, programmes and actions that will make Fiji a highly attractive place to work, live, invest and raise a family. This is to be achieved through a Ministry which is transformative, visionary, efficient, accountable, transparent and customer focused. In particular, the Ministry is reforming all outdated labour policies, legislations, institutions and administration systems with the aim of providing a progressive and modern business environment that promotes flexibility in wage setting, stable employment relationships, progressive health and safety standards, better workers compensation system, improved terms and conditions of employment, speedy and effective conflict resolution system and good faith bargaining that will enhance productivity. In reforming the labour policies, the Ministry adopts the ‘Fundamental Principles and Rights at Work’ enshrined in the eight (8) ‘core’ ILO Conventions and other Conventions ratified by the Fijian Government. It also ensures that these policies comply with good governance principles. The strategic positioning of these new labour policies and institutions will also promote and facilitate trade and employment creation locally due to the World Trade Organization’s (WTO’s) insistence on core labour standards compliance as an important precondition to international trade in a globalized and democratized world. 3.7 Our Commitment The Ministry has tasked itself to reform all outdated labour policies, legislations, institutions and administration systems with the aim of providing a modern and progressive business environment that promotes flexibility in wage setting, stable employment relations, progressive health and safety standards, better workers compensation system, improved terms and conditions of employment and good faith bargaining that will enhance service excellence and productivity in both the public and private sectors. The Ministry placed special recognition on social dialogue with its tripartite social partners and other stakeholders, in rolling out the Labour Reform and its restructure efforts. Hence the convening of the Employment Relations Advisory Board (ERAB), the National Employment Centre (NEC) Board and the National Occupational Health and Safety Advisory Board (NOHSAB) as well as the sittings of the Wages Councils is imperative for those purposes. Internally, the Ministry is committed to the up-skilling and upgrading of senior managers and operational level supervisors and staff to effectively implement its proposed reforms.


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The enabling Employment Relations Promulgation 2007 (ERP) is designed to create a productive working environment through the introduction of fundamental Social Justice principles and the duty of Good Faith that will promote productive employment relations and boost investor confidence. In this regard, the Ministry is committed to ensure an effective and efficient Mediation Service, Employment Relations Tribunal and Employment Relations Court. The Ministry is also committed to the on-going OHS Reform under the Health and Safety at Work Act 1996, which has significantly reduced the annual workplace fatality and accident rates since 1997. The Ministry will continue to strive towards further reducing the rates and numbers of workplace accidents, ill-health and fatalities in Fiji through more targeted approaches and rigorous promotion of healthy lifestyle and risk management practices in all workplaces. As part of its reform and to contribute to the downsizing of the public sector, the Ministry is committed to its reform of the Workers Compensation Service. To this, Cabinet has approved the hiving off of the National OHS Service and the Workers Compensation Service into an autonomous body. In addition, the Ministry through Cabinet approval, set up a ‘one stop shop’ National Employment Centre (NEC) to consolidate, coordinate and monitor the various agencies involved in fostering employment opportunities. These agencies include the National Youth Service Scheme (NYSS), the National Centre for Small and Micro Enterprise Development (NCSMED), the Integrated Human Resources Development Program for Employment Promotion (IHRDPEP), Walking Out of Poverty (WOP), Agriculture Programs and other entities providing opportunities for employment. Social dialogue with relevant Ministries, Departments, Agencies and stakeholders will be conducted before the NEC Board and the Employment Relations Advisory Board (ERAB) deliberate on the these issues. As the Ministry is the national agency responsible for the promotion of productivity improvement in both the private and public sectors, it will continue to support the Service Excellence Award programme promoted by the Public Service Commission and the Business Excellence Award programme conducted by the National Training and Productivity Centre (NTPC) of the Fiji National University. It will also continue to effectively participate in the Civil Service and Financial Management Reforms and develop staff skills and knowledge that are relevant to the achievement of the service-wide reforms as well as its own reforms. However, the Ministry is committed to benchmark its service quality to the best international standard as reflected in the best practices of the Fiji Business Excellence Award Framework (FBEAF), the ISO 9001 Quality Management System, the ISO 26000 Social Responsibility and Governance standard. In fact, the Ministry has adopted a revised model of the FBEAF benchmarked to the Singaporean Business Excellence Model but with an innovation of ‘Spiritual Rebirth’ as the main driver of its model (Refer to Figure 3 on page 18 for the schematic). The Ministry realizes that a harmonious environment is vitally important before national wealth can be created in a sustainable manner, which would support the objectives of its reforms. The Ministry strongly believes that all its commitments to undertake these urgent Labour Market Reforms and other Service Reforms can only be done successfully with Divine Blessings in the spirit of good faith social dialogue with our tripartite partners and other stakeholders. 3.8 Functions of Ministry The Ministry is responsible for the promotion of social justice in workplaces through the provision of awareness, training, advisory services and capacity building exercises for the social partners including the enforcement of Fiji’s labour legislations to ensure compliance through inspections of workplaces and timely resolutions of employment problems. The Ministry also administers the 10 Wages Councils and enforces the 10 Wages Regulations Orders and inspections of workplaces to ensure compliance with the Employment Relations and OHS legislations. Since 2009, it is also responsible for the establishment and administration of the National Employment Centre through the Ministry’s Divisional and District offices under the National Employment Centre Decree 2009.


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In a facilitative role, the Ministry formally mediates employment disputes and employment grievances between individual workers and employers, provides advisory support to employers and trade unions on administration best practices and workers on all workers compensation matters. Coordinating the implementation of the Asian Productivity Organization (APO) training projects and the administration of Government’s obligations under the ILO as a member state is also one of the Ministry’s key responsibilities. In all its work, the Ministry is guided by the following legislations: 1. Employment Relations Promulgation 2007 2. Employment Relations (Administration) Regulations 2008 3. Employment Relations (Labour Management Consultation and Cooperation Committees) Regulations 2008 4. Employment Relations (Employment Agencies) Regulations 2008 5. Code of Good Faith for Collective Bargaining 2008 6. Code of Ethics for Mediators 2008 7. National Policy on Sexual Harassment in the Workplace 2008 8. National Code of Practice for HIV/AIDS in the Workplace 2008 9. Wages Regulation (Building and Civil and Electrical Engineering Trades) Order 10. Wages Regulation (Garment Industry) Order 11. Wages Regulation (Hotel and Catering Trades) Order 12. Wages Regulation (Manufacturing Industry) Order 13. Wages Regulation (Mining and Quarrying Industry) Order 14. Wages Regulation (Printing Trades) Order 15. Wages Regulation (Road Transport) Order 16. Wages Regulation (Sawmilling and Logging Industry) Order 17. Wages Regulation (Security Services) Order 18. Wages Regulation (Wholesale and Retail Trades) Order 19. Workmen’s Compensation Act (Cap. 94) 20. Health and Safety at Work Act 1996 21. Health and Safety at Work (Amendment) Act 2003 22. Health and Safety at Work (Administration) Regulations 1997 23. Health and Safety at Work (Training) Regulations 1997 24. Health and Safety at Work (Representatives and Committees) Regulations 1997 25. Health and Safety at Work (General Workplace Conditions) Regulations 2003 26. Health and Safety at Work (Control of Hazardous Substances) Regulations 2006 27. Health and Safety at Work (Diving) Regulations 2006 28. National Employment Centre Decree 2009 29. Shop (Regulation of Hours and Employment) Act (Cap. 100) 30. Daylight Savings Act 1998 31. Industrial Associations Act (Cap. 95) 32. Indian Immigrants (Repatriation) Act (Cap. 103) In 2012, the Ministry will continue with the task of reducing the Decent Work Deficit through the Ministry’s Labour Standards Service, Mediation Service and Employment Relations Tribunal; impetus to hive-off the National Occupational Health and Safety and Workers Compensation Services into an independent body, the implementation of OHS Reform, Workers Compensation Reform, Wages Reform, NEC Reform, IT Reform, ER Reform, Productivity Reform, Financial Management Reform and Civil Service Reform and to maintain the current operations of its core services. To facilitate its reporting obligations to the ILO, the Ministry is committed to provide an update of Fiji’s National Action Plan to reduce its Decent Work Deficit for social dialogue with the tripartite partners.


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3.9 Service, Section and Unit of the Ministry Corporate Service (CS) The Corporate Service is tasked with the efficient management, administration and coordination of internal services in relation to finance, personnel and material assets in support of the Ministry’s core services. Labour Policy and Productivity Service (LPPS) The core function of this service is to advise the Permanent Secretary on policy and legal matters pertaining to the operations of the Ministry, responsible for promoting and improving productivity in all workplaces and provides Secretariat duties to the Employment Relations Advisory Board (ERAB). It also facilitates the fulfillment of Fiji’s obligations as a member state of the ILO and also the expeditious disposal of APO matters, including regional technical co-operations with PICs such as Papua New Guinea and Kiribati. The Service is also responsible for strengthening the capacity of Government to collect, analyze and manage labor market information sources in both the formal and informal employment sectors, assist the Ministry through quality market research, product development and policy design. The Service also collates and analyses the Ministry’s quarterly and annual performance reports, including the preparation and publishing of annual reports. Labour Standards Service (LSS) The Labour Standards Service is responsible for the promotion of fundamental principles and rights at work standards, and the compliance functions of the Employment Relations Promulgation 2007 (ERP) and its subsidiary Regulations, including the ten Wages Regulation Orders. The Service deals mainly with the minimum terms and conditions of employment in Fiji under the reformed labour legislations and comprises the following Units:

(i) Labour Compliance Unit (LCU)

Responsible for employer/workplace inspections including verification of wages records, resolution of labour complaints/employment grievances, control (attestation) of foreign contracts of service, prosecution of offences under the ERP and also appearing as Advocates for workers on their individual grievances at the Employment Relations Tribunal. The Unit also monitors the authorization of employment agencies and businesses in Fiji for local or overseas employment.

(ii) Employment Relations Unit (ERU)

Responsible for the analysis of reports of employment disputes and their referral to the Mediation and Employment Relations Tribunal Services. The Unit is also responsible for the monitoring and management of strikes and lockouts. The ERU is part of the Executive Support Service (ESS)

(iii) Wages Councils Unit (WCU)

Provides the Secretariat (Sole Chairperson and Secretary) of all the 10 sectoral Wages Councils that set the minimum wages and other terms and conditions of employment in Fiji’s employment sectors. The 10 Wages Regulation Orders (WRO) promulgated by the Wages Councils are implemented by the Labour Compliance Unit to ensure workers are actually provided with the stipulated WRO terms and conditions. The Wages Council Unit is part of the Executive Support Service (ESS).


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(iv) Trade Unions and Industrial Associations Unit (TUIAU)

The Registrar of Trade Unions and Industrial Associations is responsible for the administration and control of trade unions and industrial associations in dealing with the registration, suspension and cancellation and also advisory to trade unions and industrial associations. The Unit is also responsible for the coordination and supervision of strike secret ballots by trade unions and the vetting and registration of all Collective Agreements between employers and registered trade unions. The TUIAU is part of the Executive Support Service (ESS).

National Occupational Health and Safety Service (NOHSS) The National Occupational Health and Safety Service is responsible for the promotion of OHS and enforcement of the Health and Safety at Work Act 1996 and its subsidiary legislations and the Workmen’s Compensation Act (Cap. 98). The activities of the NOHSS are based on the concept of ‘duty of care’ principles and promotes a proactive OHS risk management culture emphasizing the creed that ‘those who create the risks in the workplace and those who work with them have the primary responsibility to solve them’, rather than relying on OHS Inspectors to prescribe the remedies as encouraged in the former statutory and administrative arrangements under the former Factories Act. The Service aims to promote and maintain a working environment, which is healthy and safe to both workers and employers and directly contributes to improved productivity. This is achieved by improved OHS awareness through the training of OHS Committees and OHS Representatives, joint OHS partnership projects, development of OHS Regulations and Codes of Practice, OHS audits, investigations and enforcement initiatives. The Service also processes Workers Compensation claims for work-related injuries and deaths. The Service comprised the following five (5) specialized units:

(i) Training, Accreditation, Chemical and Hygiene (TACH)

(ii) Capital Projects and Information Technology (CPIT)

(iii) Risk Engineering (RE)

(iv) Field Operations (FO)

(v) Workers Compensation (WC)

(i) Training, Accreditation, Chemical and Hygiene (TACH) The TACH Unit is responsible for occupational health and safety training which is an integral part of the OHS management strategy and the implementation of its policies and procedures. It is also responsible for the administration and delivery of specialized OHS Training and Promotion for OHS Committees and Representatives in workplaces around the country. The Unit is also responsible for Chemical Assessment and Control and Occupational Hygiene services, and administers Part IX of the Health and Safety at Work Act 1996, which stipulates the assessment and control of chemicals including pesticides that are used in Fiji’s workplaces. The Unit also conducts occupational hygiene audits of workplaces as part of its duties, which predominantly undertakes the supervision of asbestos removal in affected buildings around the country. In view of the high risks involved with this specific activity, the Unit is also responsible for the training of workers involved in the actual asbestos removal and disposal processes. (ii) Capital Projects and Information Technology (CPIT) The CPIT Unit conducts vetting of workplace designs to ensure compliance with the Health and Safety at Work (General Workplace Conditions) Regulations 2003 (GWC). Regulation 63 of the GWC states that every building that is used as a workplace shall be of sound construction and kept in a good state so that it does not expose the occupants to unacceptable OHS risks. The owner of a building that is used as a workplace should ensure that the building complies with the requirements of the GWC. Regulation 64 of the GWC states that the design of any new workplace must be granted prior approval by the Chief Health and Safety Inspector before the rural and local authorities can proceed with the building application.


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Before granting the prior approval, the Chief Health and Safety Inspector should ensure that the workplace designs satisfy the requirements of the GWC. The Unit is also responsible for the development, implementation and review of the Ministry’s Information and Communication Technology (ICT) systems and processes. This includes providing periodic updates of reported OHS injuries and Workers Compensation claims and collating statistical reports of workplace accidents, injuries, illnesses and deaths to facilitate the identification of key risk industries and injury agents at the national level. This information facilitates the provision of quality policy advice on practical OHS preventative measures. The Unit also provides appropriate IT training for the Ministry staff to ensure the accurate and timely inputs of data into the Ministry’s databases. It also develops or facilitates the development of Ministry’s databases to improve the responsiveness of the Ministry’s core businesses to its internal and external customers. (iii) Risk Engineering (RE)

• The Risk Engineering Service is responsible for the vetting of plants and machinery designs gazetted under Schedule 4 of the Health and Safety at Work (Administration) Regulations 1997, and the Non-Destructive Testing (NDT) of high tensile load structures such as tank surfaces, pipelines and building steel structures, with special emphasis to weldings, to ensure compliance with the approved engineering standards for reliability and safety under the OHS legislation. The NDT techniques utilized are industrial radiography (X-Ray), ultrasonic, magnetic particle and dye penetrant. The key role of the Risk Engineering Service is to facilitate, provide advice on and enforce safety engineering principles to improve reliability, health and safety in all workplaces through the application of recognized standards, Codes of Practice and best practices to improve technological compliance and minimize OHS risks. The Service also provides quality and sound policy advice to the Minister, the Permanent Secretary and the NOHSAB on OHS Risk Engineering matters.

(iv) Field Operations (FO) The FO Unit is responsible for the effective delivery of OHS Field Operations services in all workplaces in the Central/Eastern, Western and Northern Divisions of Fiji and its core activities include the:

• Enforcement of OHS Standards stipulated under the OHS Regulations and Codes of Practice;

• Provision of an effective emergency OHS Response Service for serious work-related accidents, injuries and fatalities;

• Provision of assistance to workplaces in the setting up of OHS committees; encourage employers and workers to consult with each other on safe work practices and advise employers and workers in meeting their obligations under the OHS legislation;

• Responsive and effective OHS investigation, enforcement and prosecution;

• Audit of OHS Management Systems in workplaces, inspection of workplace plants and machinery, and the registration of workplaces, plants and hazardous substances and chemicals in accordance with the OHS legislation;

• Resolution of conflicts between the aggrieved parties on immediate threat situations and other OHS issues in a timely and cost-effective manner;

• Provision of quality and sound policy advice to the Minister, the Permanent Secretary and the NOHSAB on OHS Field Operations matters.

Workers Compensation (WC) Service The Workmen’s Compensation Act (Cap. 94) places on employers the legal responsibility to compensate workers who sustain injuries and contract diseases out of or in the course of their employment. The actual compensation is through monetary payments and medical care provisions for the workers. In cases involving the death of workers, compensation is paid to the dependants of the deceased. The challenge of the Service is to effectively clear all backlog compensation cases for both the civil servants and the military personnel since the start of the engagement in Lebanon and Sinai in the 1970s, to facilitate the transition into the new Workers Compensation legislation in 2012. The Service is also responsible for the administration of secretarial services for the NOHSAB.


15

National Employment Centre (NEC) The National Employment Centre operates under the National Employment Centre Decree 2009. This national institution is responsible for providing skills training and finding employment opportunities for the unemployed. It is guided by the National Employment Centre Board (NECB) which provides oversight functions for decisions undertaken by the Centre. The NEC is part of Government’s response to address the Millennium Development Goals, Goal 1 – eradicate extreme poverty and hunger, and the 2009 ILO Global Jobs Pact to address the jobless growth of economies after the Global Financial and Economic Crisis. The NEC offers four main services – formal employment, foreign employment, self employment and professional volunteerism. Unemployed persons who register under the NEC are trained in the relevant skills demanded by the labour market. The NEC is benchmarked to three international standards comprising of ISO 9001;2008 (Quality Management), ISO 26,000 (Corporate Social Responsibility Guidelines), and the Fiji Business Excellence Framework. These standards ensure that unemployed persons trained under NEC are marketable, nationally, regionally, and internationally. Mediation Service (MS) The Mediation Service is newly established under Section 193, Part 20 (Institutions) of the Employment Relations Promulgation 2007. It is the primary conflict-resolution institution at the national level which must first be exhausted by the disputing or aggrieved parties before the secondary institutions of the Employment Relations Tribunal or Employment Relations Court are activated. The Mediation Service is basically the continuation of the good faith dialogue between the parties at the enterprise level. The only difference is that at the Mediation Service, a professionally trained and accredited Mediator provides the facilitative negotiator role. This is consistent with the duty and principles of good faith under the Employment Relations Promulgation 2007 and the Code of Good Faith for Collective Bargaining 2008. The engagement of the Mediation Service is voluntary and provides the disputing parties with the opportunity to resolve the disputes themselves. Mediation is also the first port of call under the new labour legislation for all employment related problems. All reasonable attempts are made by the Mediators to resolve the disputes and grievances under the obligation of good faith. Any decision agreed to by the parties and endorsed by the Mediator is final and binding. Employment Relations Tribunal (ERT) The Employment Relations Tribunal is newly established under Section 202, Part 20 (Institutions) of the Employment Relations Promulgation 2007 and its jurisdiction is much wider than that of the former Arbitration Tribunal which it had repealed. If employment disputes or employment grievances are not resolved at the Mediation Service, the Employment Relations Tribunal assists employers and their representatives and workers and their representative trade unions by adjudicating and determining any grievance or dispute between parties to employment contracts. The Tribunal also assists the disputing parties to amicably settle disputes and have it in writing as a binding award or decision. In adjudication proceedings, there is also a requirement on the Tribunal to provide mediation assistance to the disputing parties when the need arises. Employment Relations Court The Employment Relations Court is newly established under Section 219, Part 20 (Institutions) of the Employment Relations Promulgation 2007, as a Division of the High Court. Similar to the High Court, the Employment Relations Court has a very wide jurisdiction to hear and determine aspects of law relating to employment matters including appeals, offences, all actions for the recovery of penalties, compliance orders and other functions or powers conferred on it by the Promulgation or any other written law. A party to proceedings before the Employment Relations Tribunal who is aggrieved by a decision of the Tribunal in the proceedings may appeal as of right or by leave to the Employment Relations Court. An appeal from the Employment Relations Court shall lie to the Court of Appeal.


16

3.10 Overarching Policy Framework No. Description

1. People’s Charter for Change, Peace and Progress

2. Presidential Mandate for the Government

3. Strategic Framework for Change – Prime Minister’s Mandate for Government

4. Public Service for the 21st Century

5. Roadmap for Democracy and Sustainable Socio-Economic Development 2009 - 2014

6. Fiji Productivity Charter 2005

7. Fiji Budget Estimates 2012

8. Millennium Development Goals (MDGs)

Table 1 – Overarching Framework

3.11 Legislative Framework

3.12 Legislations Enforced by the Ministry

No. Description

1. Public Service Act 1999 & Public Service (General) Regulations 1999

2. General Orders [2011 Edition]

3. Conditions and Rules of Employment for Government Wage Earners 2009

4. Financial Management Act 2004

5. Financial Instructions 2010

6. Procurement Regulations 2010

7. Financial Manual 2011

8. Fiji National Provident Fund Act

9. Fiji National University (Amendment) Decree No. 58 of 2010

No. Description

1. Public Service Act 1999 & Public Service (General) Regulations 1999

2. General Orders [2011 Edition]

3. Conditions and Rules of Employment for Government Wage Earners 2009

4. Financial Management Act 2004

5. Financial Instructions 2010

6. Procurement Regulations 2010

7. Financial Manual 2011

8. Fiji National Provident Fund Act

9. Fiji National Training Act [TPAF Amendment Act] 2002

No Descriptions

1 Employment Relations Promulgation 2007

2 Employment Relations (Administration) Regulations 2008

3 Employment Relations (Labour Management Consultation and Cooperation Committees) Regulations 2008

4 Employment Relations (Employment Agencies) Regulations 2008

5 Code of Good Faith for Collective Bargaining 2008

6 Code of Ethics for Mediators 2008

7 National Policy on Sexual Harassment in the Workplace 2008

8 National Code of Practice for HIV/AIDS in the Workplace 2008

9 Industrial Association Act (Cap 95)

10 Public Holidays Act (Cap 101)

11 Workmen’s Compensation Act (Cap 94)

12 Daylight Saving Act 1998

13 Shop (Regulation of Hours and Employment) Act (Cap 100)

14 Indian Immigration (Repatriation) Act (Cap 103)

15 Wages Regulation (Building and Civil and Electrical Engineering Trades) Order

16 Wages Regulation (Garment Industry) Order

17 Wages Regulation (Hotel and Catering Trades ) Order

18 Wages Regulation (Manufacturing Industry) Order

19 Wages Regulation (Mining and Quarrying Industry) Order

20 Wages Regulation (Printing Trades) Order

21 Wages Regulation (Road Transport) Order

22 Wages Regulation (Sawmilling and Logging Industry) Order

23 Wages Regulation (Security Services) Order

24 Wages Regulation (Wholesale and Retail Trades) Order

25 Health and Safety at Work Act 1996

26 Health and Safety at Work (Amendment) Act 2003

27 Health and Safety at Work (Administration) Regulations 1997

28 Health and Safety at Work (Training) Regulations 1997

29 Health and Safety at Work (Representatives and Committees) Regulations 1997

30 Health and Safety at Work (General Workplace Conditions) Regulations 2003

31 Health and Safety at Work (Control of Hazardous Substances) Regulations 2006

32 Health and Safety at Work (Diving) Regulations 2006

33 National Employment Centre Decree 2009

34 National Employment Centre (Administration) Regulations 2012

35 National Employment Centre (Formal Employment Service) Regulations 2012

36 National Employment Centre (Self Employment Service) Regulations 2012


17

Table 2 – Legislative Framework

37 National Employment Centre (Foreign Employment Service) Regulations 2012

38 National Employment Centre (Trust Fund) Regulations 2012

39 National Employment Centre (Fiji Volunteer Service) Regulations 2012

40 National Employment Centre Code of Ethics 2012


18

3.13 Focus Areas The Ministry’s roles and responsibilities are translated through its Focus Areas and Sub-Focus Areas, in line with the Permanent Secretary’s Performance Agreement 2012. In this design format, the Ministry’s services are divided into seven (7) Focus Areas and twenty-two (22) Sub-Focus Areas, as outlined below, consistent with the Fiji Business Excellence Award Framework (FBEAF). Focus Area 1 – Leadership and Innovation

1.1 Strategic Direction 1.2 Organisational Culture 1.3 Leadership Throughout the Organisation 1.4 Environmental and Community Contribution

Focus Area 2 – Strategy and Planning Process

2.1 Understanding the Business Environment 2.2 The Planning Process 2.3 Development and Application of Resources

Focus Area 3 – Data, Information and Knowledge

3.1 Collection and Interpretation of Data and Information 3.2 Integration and Use of Knowledge in Decision Making 3.3 Creation and Management of Knowledge

Focus Area 4 – People

4.1 Involvement and Commitment 4.2 Effectiveness and Development 4.3 Health, Safety and Well-Being

Focus Area 5 – Customer and Market Focus

5.1 Knowledge of Customers and Markets 5.2 Customer Relationship Management 5.3 Customer Perception of Value

Focus Area 6 – Process, Products and Services

6.1 Innovation Process 6.2 Supplier and Partner Processes 6.3 Management and Improvement of Processes 6.4 Quality of Products and Services

Focus Area 7 – Organisational Performance

7.1 Indicators of Success 7.2 Indicators of Sustainability

Figure 2 - Ministry’s Business Excellence Framework

The adoption of the Seven Elements (Focus Areas) of the FBEAF reflects the commitment of the Ministry to promote business and service excellence in both its strategic management and operational management functions. However, the Ministry adopted a modified FBEAF in the design of this 2012 Annual Corporate Plan to effectively promote Business Excellence through spiritual values, underpinned by innovation and continuous learning, at all levels of the Ministry. The unique feature of the Ministry’s Model is its key driver of ‘Spiritual Rebirth’, compared to other progressive world models that use ‘Innovation’ or ‘Continuous Learning’ instead. The recent 2008 global financial and economic crisis, including the former Asian financial crisis of the 1990s, have cast doubts over the efficacy of the contemporary world models of business excellence to sustain businesses. Therefore, the Senior Managers of the Labour Ministry have decided to critically review the current ‘best practices’ of business excellence. This exercise resulted in the innovation of including ‘Spiritual Rebirth’ as the main driver of the new Business Excellence Model of the Ministry of Labour, Industrial Relations and Employment. This is complemented by the adoption of the ISO 9001 standard for quality management systems, the ISO 26000 standard for social responsibility and governance, the 7S change management tool and the Business Process Reengineering (BPR) principles in an integrated manner to sustain service quality.


19

For clarity, the schematic of the Ministry’s Business Excellence Model adopted in the implementation of its 2012 Annual Corporate Plan is shown below.

Figure 3 - Ministry’s Business Excellence Framework adopting “Spiritual Rebirth” as the main driver of excellence

SPIRITUAL REBIRTH

PLANNING

INFORMATION

PEOPLE

LE

AD

ER

SH

IP

PR

OC

ESS

ES

CU

ST

OM

ER

S

RE

SU

LT

S

INNOVATION AND CONTINUOUS LEARNING


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3.14 Linkage of Service Excellence Framework with Output Specification and Performance

FOCUS AREA SUB-FOCUS AREA STRATEGY

1. Leadership and Innovation 1. Strategic Direction 1. Implementation of Ministry’s Strategic Direction and Application of Reformed Organisational Culture

1. Workers Compensation Reform

2. OHS policy development

3. Employment Relations Reform under the Employment Relations Promulgation 2007 (ERP)

4. Wages Reform

5. Facilitating all international obligations

6. Bilateral Cooperation - International Consultancy Service.

7. Productivity Reform under the Employment Relations Promulgation 2007 (ERP)

8. Roll out of the cost-effective ‘one-stop shop’ National Employment Centre (NEC)

9. Establishment of a cost-effective ‘one-stop shop’ National Employment Centre (NEC)

10. NEC Reform [FORES]

11. NEC Reform [FVS]

12. NEC Reform [FES]

13. NEC Reform [SES]

14. Establishment of the Tripartite Forum/Tripartite Machinery

2. Organisational Culture 1. Good Governance, Integrity and Compliance (PCCPP Pillar 1) 1. Implementation of Code of Standards and Practice

3. Leadership Throughout the Organisation

1. Application of Government’s Leadership Direction through Provision of Sound Advice and Effective Monitoring of Labour Market Policies

1. Cost-effective and timely roll-out of all the Labour Reform components

2. Quality and timely response to issues raised by the Prime Minister, the Minister, PSC, Ministry of Finance and Auditor-General

4. Environmental and Community Contribution

1. Contribution to the Environment and the Community 1. Promote effective public relations and community engagement programmes

2. Staff capacity building on mediation skills

2. Effective Administration of National Obligations and Duties 1. Provision of quality advice to FNPF, ATH, FINTEL, NEC, ERAB, NOHSAB, NTPC, FNU, FNCDP, Poverty Combat Committee, PSC Scholarship Committee, ILO Child Labour Advisory Committee, PS Meetings, MOH, NCHP and other national bodies

2. Strategy and Planning Process 1. Understanding the Business Environment

1. Strategic Positioning of Labour Services 1. OHS Policy implementation

2. Amendment of Schedules on HASAW (Administration) Regulations 1997


21

21

FOCUS AREA SUB-FOCUS AREA STRATEGY

2. The Planning Process 1. Implement Proper Strategic Management Planning and Reporting of Processes

1. Application of Strategic Management planning and performance reviews of processes ; Creation of Training Unit; Strengthening of Labour Policy Unit [Reflected in Table 3]

3. Development and Application of Resources

1. Effective and efficient management of Human Resources, Finance and Asset

1. Provision of an efficient and effective resources management [Reflected in Tables 3 & 4]

3. Data, Information and Knowledge

1. Collection and Interpretation of Data and Information

1. Formulate Effective Information System to Complement Major Labour Market Reforms:

1. Computerisation of the Ministry’s services

2. Effective collaboration and sharing of data between government, statutory bodies and private firms. (Strategy 1.1.2 – NSHRP 2011-2015)

1. Collaboration and sharing of labour market information with relevant agencies

2. Integration and Use of Knowledge in Decision Making

1. Provide System and Environment for Free Flow of Information 1. Efficient retrieval of quality information on best practices from reliable sources

3. Creation and Management of Knowledge

1. Promote effective public relations and better informed labour force 1. Efficient dissemination of public information through the Ministry’s Website, newsletter, radio and television

4. People 1. Involvement and Commitment

1. Ensure effectiveness through staff contribution 1. Active staff involvement in decision making [Reflected in Table 3]

2. Effectiveness and Development

1. Career development and maintaining a competent and highly skilled workforce

1. To provide quality human resources planning and effective HRD and HRM practice to facilitate Reform

2. Effective HRD practice to implement the Ministry’s and Civil Service Reforms

1. To facilitate quality training for staff [Reflected in Table 3]

3. Effective Staff Performance Management 1. Timely submission of quality performance reports [Reflected in Table 3]

3. Health, Safety and Well-Being

1. Provision of conducive work environment 1. Promote better OHS and ERP standards in all of the Ministry’s workplaces [Reflected in Table 3]

2. Ensure Healthy Workforce 1. Participation in health and environment community programs [Reflected in Table 3]

5. Customer and Market Focus 1. Knowledge of Customers and Markets

1. Effective Customer Relationship Management 1. Review customer service system and processes [Reflected in Table 3]

2. Customer Relationship Management

1. Better Informed Labour Force on OHS and Labour Matters 1. Timely provision of quality ERP training and information to customers

2. Timely provision of quality OHS training and & information to customers 2. Creation of Effective Working Partnerships and Networks within

Government and Relevant Organisations 1. Conduct consultative forum

3. Customer Perception of Value

1. Effective Management of Customer Perception 1. Analysis and quality reporting of customer feedback survey [Reflected in Table 3]

6. Process, Products and Services 1. Innovation Process 1. Encourage Creative Ideas to Accelerate Business Performance Delivery

1. Harvesting of creative ideas by LMCCC [Reflected in Table 3]

2. Supplier and Partner Processes

1. Enhancement of Supplier-Partner Relationships to Achieve Organisational Goals and Objectives

1. Strategic partnership alliances with suppliers and partners


22

Table 3 - List of Strategic Priority Areas

FOCUS AREA SUB-FOCUS AREA STRATEGY FOCUS AREA

3. Management and Improvement of Processes

1. Improvements for Operational Efficiency and Effectiveness 1. Submission of factual, quality and timely labour market policy papers for DSC, Cabinet, PSC, ERAB, NOHSAB and NECB

2. Continuous improvement of all Ministry’s Systems and Processes under its services namely: (i) Labour Compliance Service; (ii) Mediation Service;

2. Effective OHS and Labour Compliance Enforcement Service and Processes

1. Compliance to Labour Standards Enforcement Policy and Procedures

2. Effective monitoring and coordination of LMCCC

3. Effective monitoring and coordination of Child Labour cases

4. OHS Policy Awareness

5. Efficient and effective provision of Occupational Hygiene Service

6. Efficient and effective provision of Chemical Service

7.. Joint Partnership Project with selected key enterprise

8. To provide quality Engineering Design Vetting (EDV)

9. Quality Non-Destructive Testing (NDT) service

10. Compliance to OHS Enforcement Policy and Procedures

11. Deliver quality and professional OHS Field Operation Services

12. Improve professionalism in delivery of specialised OHS services.

13. Quality and efficient settlement of Workers Compensation cases

14. Compliance to HIV/AIDS Policy and Procedures.

4. Quality of Products and Services

1. Customer Focused, Responsive and Prompt Service Delivery 1. Research and develop information for accuracy and quality before dissemination [Reflected in Table 3]

7. Organisational Performance 1. Indicators of Success 1. Continuously Gauge Organisational Performance 1. Timely review of Corporate Performance. 2. Effective and efficient Employment Grievance & Dispute Resolution 3. Effective and efficient Labour Standards Service 4. Effective and efficient Employment Dispute Resolution 5. Effective and efficient Resolution of Employment Matters 2. Continuously Gauge International Performance 1. Fulfilment of ILOs Decent Work Country Programme 2. Complete the OHS and ER decent work agendas on the Decent Work

Country Programme (DWCP) 2. Indicators of

Sustainability 1. Ascertain the Likelihood of Success into the Future 1. Strategic compliance of all Labour legislations

2. Ministry to participate in the Service Excellence Award (SEA) programme [Reflected in Table 3]

3. Develop Service Charters in the Ministry [Reflected in Table 3]


4.0 ORGANISATION STRUCTURE

Figure 1 – Organisation Structure

Note

1. The Mediation Service comprises the Chief Mediator and supported by eight (8) Mediators who have been professionally trained and accredited to the Singapore Mediation Centre and international mediation standards.

2. The Employment Relations Tribunal is presided by the Chief Tribunal and assisted by a Legal Tribunal.

3. The Employment Relations Court (not shown in above organisation structure) is a Division of the High Court and presided by a High Court Judge.

4. The National Employment Centre comprises the Interim Chief Executive Officer who is also the Director Labour Standards Services.

Permanent Secretary TAITO R. WAQA

Deputy Secretary (HQ) SAMUELA NAMOSIMALUA

Director Labour Policy & Productivity

Director National OHS & WC Service

ISIMELI TUIVAGA

Director

Labour Standards Service/NEC VILIMONE BALEDROKADROKA

Manager Training Accreditation

Chemical & Hygiene Service, and HIV Unit RONALD RAJ

Manager Risk Engineering Service

NEERAJ KUMAR

Manager Labour Policy & Productivity Services KELENI TIKOMAISUVA

Manager Labour Compliance Service MALAKAI RAIKOTI

Chief Mediator VIMLESH MAHARAJ

Chief Tribunal SAINIVALATI KURUDUADUA

Manager Corporate Service

YOGESH PRAKASH

Manager Field Operations

Service (Western) LUI MARIO

Manager Workers Compensation Service

MATEO DAUREWA

Deputy Secretary (OHSWC) OSEA CAWARU

Hon. Minister for Labour, Industrial Relations and Employment

FILIPE N. BOLE

Manager Capital Projects & Information Technology Services

FILIMONI LUTUNAIKA

Manager Field Operations Service (Central/Eastern)

VILIAME CAGILABA

Manager Executive Support Services

VANI VAREA

Manager Child Labour Unit

ATISH KUMAR


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5.0 LINKAGE OF THE PEOPLE’S CHARTER FOR CHANGE, PEACE AND PROGRESS (PCCPP), ROADMAP FOR DEMOCRACY AND SUSTAINABLE SOCIO-ECONOMIC DEVELOPMENT 2009-2014 (RDSSED) AND MINISTRY OUTPUTS

Table 1: Linkage of Outputs with Government’s Targeted Outcomes (RDSSED)

KEY PILLARS

PCCPP

TARGETED OUTCOME

[GOAL/POLICY OBJECTIVE - RDSSED]

OUTCOME PERFORMANCE INDICATORS OR

MEASURES [KEY PERFORMANCE INDICATORS-RDSSED]

MLIRE OUTPUTS

[LIST OF OUTPUTS RELATED TO INDICATORS]

4. Enhancing Public Sector Efficiency,

Performance Effectiveness and Service Delivery

15. Employment and the Labour market

Goal-Fullest and most productive utilisation of our human resources Policy Objective-Employees work in a safe, healthy, decent, conducive and sustainable work environment where more people can secure incomes from employment in the formal and informal sectors and acquire technical skills and productivity levels needed for higher incomes and economic development.

1. Unemployment reduced from 8.6% in the 2007 Census to less than 4.2% by 2012

1. Portfolio Leadership, Policy Advice and Secretariat Support

5. Achieving Higher Economic Growth While Ensuring Sustainability

5. Mediation Service - Employment Dispute/Grievance Resolution

8. Reducing Poverty to a Negligible Level by 2015

11. Employment Creation Services - National Employment Centre

11. Enhancing Global Integration and International Relations

12. Establishment of the Foreign Employment Centre

13. Establishment of the Fiji Volunteer Scheme 14. Establishment of the Formal Employment Service 15. Establishment of the Self Employment Service 18. A Well Informed Labour Market Under ERP 2007 and the Unemployed Under

the NEC Decree 2009 2. Increasing people in paid employment from

298,974 by 3% per year or at the rate of GDP growth whichever is higher

1. Portfolio Leadership, Policy Advice and Secretariat Support 5. Mediation Service - Employment Dispute/Grievance Resolution 6. Adjudication and Standard Setting on Good Faith Employment Relationships 11. Employment Creation Services - National Employment Centre 12. Establishment of the Foreign Employment Centre 13. Establishment of the Fiji Volunteer Scheme 14. Establishment of the Formal Employment Service 15. Establishment of the Self Employment Service 16. Social Dialogue - Tripartite Machinery

3. Each year 10 organisations to attain compliance with the productivity clause of the ERP 2007

1. Portfolio Leadership, Policy Advice and Secretariat Support 2. Assessment, Registration, Compliance and Monitoring – Labour Standards 3. Productivity Service – LMCC Registration and Training, Workplace

Consultancy 4. Advisory and Compliance Monitoring – Child Labour Standards

9. Workers Compensation Advisory Service 17. Continuous Awareness, Promotion and Training – Standards and Practice 18. A Well Informed Labour Market Under ERP 2007 and the Unemployed Under

the NEC Decree 2009 4, The proportion of the economically

active rural population in full time paid work increased from 49% in 2007 Census to not less than 60%

1. Portfolio Leadership, Policy Advice and Secretariat Support 11. Employment Creation Services - National Employment Centre 12. Establishment of the Foreign Employment Centre 13. Establishment of the Fiji Volunteer Scheme 14. Establishment of the Formal Employment Service


25

15. Establishment of the Self Employment Service 5. Increased compliance of HASAWA 1996. 7. Proactive OHS Service

8. Licensing, Compliance and Monitoring – OHS Service 10. Advisory and Compliance Monitoring Service – Workplace HIV/AIDS

Standards 17. Continuous Awareness, Promotion and Training – Standards and Practice

32. Children and Youth Goal-Protection and Development of Children

and Youth Policy Objective-Children and young people enjoy greater protection and development

1. Review, implement and monitor legislation with the principles and provisions of the Convention on the Rights of the Child (CRC) and other relevant international instruments

1. Portfolio Leadership, Policy Advice and Secretariat Support 2. Assessment, Registration, Compliance and Monitoring – Labour Standards 4. Advisory and Compliance Monitoring – Child Labour Standards 17. Continuous Awareness, Promotion and Training – Standards and Practice

2.Promote a protective environment for children and combat all forms of child abuse and pornography in partnership with community and faith based organisations and NGO's

1. Portfolio Leadership, Policy Advice and Secretariat Support 2. Assessment, Registration, Compliance and Monitoring – Labour Standards 4. Advisory and Compliance Monitoring – Child Labour Standards 17. Continuous Awareness, Promotion and Training – Standards and Practice

26. Poverty Reduction Goal-Reducing poverty to a negligible level by 2015 Policy Objective-All categories of the poor are able to meet their basic needs.

1. Proportion of population below the HIES defined basic needs poverty line reduced from 35% to less than 15% by 2020

1. Portfolio Leadership, Policy Advice and Secretariat Support 2. Assessment, Registration, Compliance and Monitoring – Labour Standards 8. Licensing, Compliance and Monitoring – OHS Service 9. Workers Compensation Advisory Service 10. Advisory and Compliance Monitoring Service – Workplace HIV/AIDS

Standards 11. Employment Creation Services - National Employment Centre 12. Establishment of the Foreign Employment Centre 13. Establishment of the Fiji Volunteer Scheme 14. Establishment of the Formal Employment Service 15. Establishment of the Self Employment Service

2. A phased implementation of a national minimum wage rate from 2009 - 2011 with full implementation in 2012

1. Portfolio Leadership, Policy Advice and Secretariat Support 2. Assessment, Registration, Compliance and Monitoring – Labour Standards

31. Gender Equality & Women Development

Goal-Achievement of gender equality and empowerment of women Policy Objective-Achievement of Gender Equality and Empowerment of Women through full participation in business and decision making process through entrepreneurial support in non-formal and formal sector and

decision making processes.

1. Availability of Sex- Disaggregated data. 1. Portfolio Leadership, Policy Advice and Secretariat Support 2. Assessment, Registration, Compliance and Monitoring – Labour Standards 8. Licensing, Compliance and Monitoring – OHS Service 9. Workers Compensation Advisory Service 11. Employment Creation Services - National Employment Centre 13. Establishment of the Fiji Volunteer Scheme 14. Establishment of the Formal Employment Service 15. Establishment of the Self Employment Service

13. Micro, Small and Medium Enterprises

Goal-Creating sustainable livelihoods through enterprise development Policy Objective-Communities improve their

livelihoods through small, micro and medium enterprise development

1. New inter-government employment initiatives and private sector partnerships established

1. Portfolio Leadership, Policy Advice and Secretariat Support 11. Employment Creation Services - National Employment Centre 12. Establishment of the Foreign Employment Centre 13. Establishment of the Fiji Volunteer Scheme 14. Establishment of the Formal Employment Service 15. Establishment of the Self Employment Service


26

6. Public Sector Reform Goal-To improve public service delivery and improve public sector efficiency and effectiveness through public sector reforms

Policy Objective-Improving the quality of services

1. Service wide implementation of the Service Excellence Framework

1. Portfolio Leadership, Policy Advice and Secretariat Support 3. Productivity Service – LMCC Registration and Training, Workplace

Consultancy

30. Health

Goal-Quality, affordable and efficient health services for all

Policy Objective-Communities are served by adequate primary and preventive health services, thereby protecting, promoting and supporting their well being

1. HIV/AIDS prevalence among 15-24 year old pregnant women reduced from 0.04 to 0.03 (MDG)

1. Portfolio Leadership, Policy Advice and Secretariat Support 10. Advisory and Compliance Monitoring Service – Workplace HIV/AIDS

Standards 17. Continuous Awareness, Promotion and Training – Standards and Practice

22. Transport Goal-To provide cost-efficient transport

services that is safe and environmentally sustainable to enhance access to services and markets Policy Objective-Multi-modal To ensure access to safe, efficient, affordable and environmentally friendly sustainable transportation services

1. Reduction in annual fatalities on all forms of transport by at least 20% from the present 90

1. Portfolio Leadership, Policy Advice and Secretariat Support 7. Proactive OHS Service 8. Licensing, Compliance and Monitoring – OHS Service 17. Continuous Awareness, Promotion and Training – Standards and Practice

14. International Relations and External Trade

Goal-Universal access to information and competitive telecommunication services

Policy Objective-Cordial bilateral and multi-lateral relationships

1. Bi-lateral discussions 1. Portfolio Leadership, Policy Advice and Secretariat Support 11. Employment Creation Services - National Employment Centre 12. Establishment of the Foreign Employment Centre 13. Establishment of the Fiji Volunteer Scheme

Table 4 – RDSSED Outcome and MLIRE Output Linkage

Note: Colour code is in relation to the following Sectors:

GOOD GOVERNANCE SECTOR ECONOMIC DEVELOPMENT SECTOR SOCIO-CULTURAL SECTOR


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6.0 MINISTRY’S OUTPUTS AND PERFORMANCE TARGETS

Table 2: Output Specification and Performance

OUTPUT STRATEGY KEY PERFORMANCE

INDICATOR (KPI)

2011

ACTUAL

2012

TARGET

RESPONSIBLE

DIVISION

1. Portfolio Leadership, Policy Advice and Secretariat Support

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 1. Workers Compensation Reform

1. Cabinet endorsement of the Fiji Workcare Decree 2012 – 30 Sep

N/A 100% PS & OHSWC

2. Gazetting of the Fiji Workcare Decree 2012 – 31 Oct

N/A 100% PS & OHSWC

3. Establishment of the Fiji Workcare Authority – 31 Dec

N/A 100% PS & OHSWC

4. Appointment of Fiji Workcare Authority Board – 31 Dec

N/A 100% PS & OHSWC

5. Establishment of Occupational Medicine Unit - 31 Dec

20% 100% PS & OHS&WC

6. Refresher on Doctor’s Impairment Assessment Workshop – 30 Apr

100% 100% OHS&WC

7. Timely completion and Adoption of Fiji Impairment Assessment Manual - 31 Jul

100% 100% OHS&WC & PS

8. Training of OHS Staff, Employer & Worker representatives on Impairment Assessment Manual – 31 Jul

N/A 100% OHS&WC

9. Establishment of the Workcare Medical Panel - 31 Dec

N/A 100% PS & OHS&WC

10. Maintenance and Update of an effective and efficient OHS & WC Database – 30 Sep

100% 100% OHS&WC

11. Develop and submit the Draft Fiji Workcare Regulations to SG’s Office for gazetting – 31 Dec

N/A 1 PS/DSHQ & LPPS

12. Complete an Advisory Guide on the new Workers Compensation System under the Fiji Workcare Authority Decree 2012 – 31 Dec

N/A 1 PS/DSHQ & LPPS

13. Submit amendments of current OHS Regulations to SG’s Office for re-gazetting under the new 2012 Fiji Workcare Decree – 31 Dec

N/A 5 PS/DS & LPPS DSOHSWC

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 2. OHS Policy Development

1. Submit HASAW (Plant) Regulations 2012 to SG’s Office for gazetting - 31 Dec

80% 100% PS & DSOHSWC

2. Submit HASAW (User Certification) Regulations 2012 to SG’s Office for gazetting - 31 Dec


3. Submit HASAW (Construction) Regulations 2012 to SG’s Office for gazetting - 31 Dec


4. Submit Regulation 44 of HASAW (General Workplace Conditions) Regulations 2003 to include pre-employment screening on hearing loss to SG’s Office for gazetting - 30 Jun



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OUTPUT STRATEGY KEY PERFORMANCE INDICATOR (KPI)

2011 ACTUAL

2012 TARGET

RESPONSIBLE DIVISION

5. Endorsement of Code of Practice for Amusement Rides 2011 by NOHSAB - 31 Dec

80% 100% DSOHSWC

6. Endorsement of Code of Practice for Sawmilling and Woodworking Machinery 2011 by NOHSAB - 31 Dec

50% 100% DSOHSWC

7. Endorsement of Fiji Workcare (OHS Risk Management) Code of Practice 2012 by NOHSAB – 31 Dec

N/A 100% PS/ DSHQ, LPPS

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 3. Employment Relations Reform under the Employment Relations Promulgation 2007 (ERP).

1. Implement existing MOA with Singapore Mediation Centre (SMC) - 31 Dec

100% 100% MS

2. Support the initiative of Asian Mediation Association [AMA] by virtue of its membership – 31 Dec

N/A 100% MS

3. Secure an MOA with the Teacher Registration Board of the Ministry of Education for access to Mediation Service to support professional development of Teachers and improve productivity in schools & training institutions – 31 Dec

N/A 100% PS, MS

4. Gazette Public Holidays 2013 - 30 Sept.

100% 100% PS, DSHQ

5. Table ERP Amendments 2012 to Cabinet - 31 Dec

80% 100% PS, DSHQ

6. Monitoring Unit for ILO TACKLE project to fight child labour by providing access to basic education and training - 31 Dec

30% 7 CLU & LSS

7. Review and Implement core business systems & processes benchmarked to ISO 9001:2008, ISO 26000 Standards & FBEA - 31 Dec

100% 100% All Divisions

8. Complete an Advisory Guide on Labour Management Consultation and Cooperation (LMCC) Committee – 31 Dec

N/A 100% PS, LPPS & ESS

9. Spiritual and value-based governance and leadership awareness workshops in Ministry’s workplaces throughout Fiji – 31 Dec

N/A 100% PS

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 4. Wages Reform.

1. Review and gazette new Wages Regulations Orders (WROs) for all Wages Councils according to the new Criteria (C131 & R135) - 31 Dec

100% 10 Wages Councils HQ &ESS

2. Determination of National Minimum Wage through a Baseline Survey – 31 Dec

N/A 100% Local Consultant PS, DSHQ, LPPS & ESS

3. Determination of a Minimum Wage Review Mechanism – 31 Dec

N/A 100% Local Consultant PS/ DS, LPPS &

ESS


29


2011 ACTUAL

2012 TARGET


4. Launching of the National Minimum Wage & its Wage Review Mechanism – 31 Dec

N/A 100% DSHQ, LPPS, ESS

5. Proposal for the establishment of a Wages Commission submitted to Cabinet – 31 Dec

N/A 100% PS/DSHQ

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 5. Facilitating all international obligations.

1. Promote ILO World Day for Safety and Health at Work - 28 Apr

100% 100% OHS&WCS

2. Participation of Tripartite Delegation to 2012 ILO Conference in Geneva - 30 Jun

100% 100% Minister, PS, Tripartite Partners

3. Fulfilments of Government’s reporting obligations under the ILO Constitution on Law and Practice Reports of ratified Conventions and other compliance issues – 31 Dec

100% 100% HQ, LPPS, LSS, ESS, CS, OHS&WC

4. Participate at the APO Governing Body Meeting as Fiji APO Director – 30 Jun

100% 100% PS

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 6. Bilateral Cooperation - International Consultancy Service.

1. Conduct consultancy services on Labour Market Reforms in Pacific Island countries based on specific country requests- 31 Dec Prompt engagement upon request (PNG & Kiribati)

50% 100% PS, HQ

2. Complete Draft 2012 PNG OSH Bill with stakeholders comments – 30 September

50% 100% PS

3. PNG OSH Legislation Capacity Building/Training - 31 Dec

20% 100% PS, HQ

4. Signing of MOU between Fiji and Kiribati for Fiji to undertake Kiribati’s Labour Reform & Labour Inspection – 30 Jun

N/A 100% PS, HQ

5. First Phase of the Kiribati Labour Reform and Labour Compliance Consultancy – 31 Dec

N/A 100% PS, HQ

1.2.1 Good Governance, Integrity and Compliance (PCCPP Pillar 1) – 1. Implementation of Code of Standards and Practice

1. Implementation of Code of Standards and Practice for Wages Councils - 31 Dec

N/A 100% HQ, LPPS & ESS

1.3.1 Application of Government’s Leadership direction through provision of sound advice and effective monitoring of labour market reform policies – 1. Cost-effective and timely roll-out of all the Labour Reform components: - ER Reform - NEC Reform - Workers Compensation

Reform; - Wages Council Reform - Productivity Reform - OHS Reform; - Financial Management Reform - IT Reform - Civil Service Reform

1. Quality and timely monitoring of all reform timetables

Monthly, Quarterly, Biannual, Annual. - 31 Dec



30


2011 ACTUAL

2012 TARGET


1.3.1 Application of Government’s leadership direction through provision of sound advice and effective monitoring of labour market reform policies – 2. Quality and timely response to issues raised by the Prime Minister, the Minister, PSC, Ministry of Finance

and Auditor-General

1. Ensure quality and timely response to the referrals - 31 Dec

Monthly Summary Report


1.4.1 Contribution to the Environment and the Community – 1. Promote effective public relations and community engagement programmes.

1. Undertake at least two (2) community or family mediations – 31 Dec

100% 100% PS, DSs, CM, Directors All Divisions

2. Undertake at least one (1) environmental and community projects per Service - 31 Dec

100% 100% PS, DSs, CM, Directors All Divisions

3. Undertake at least one (1) corporate social responsibility project with an NGO – 31 Dec

N/A 100% PS, HQ

1.4.1 Contribution to the Environment and the Community – 2. Staff capacity building on mediation skills.

1. Staff training on Mediation skills – 31 Dec

N/A 1 MS & All Divisions

1.4.2 Effective administration of National obligations and duties – 1. Provision of quality advice to FNPF, ATH, FINTEL, NEC, ERAB, NOHSAB, NTPC, FNU, FNCDP, Poverty Combat Committee, PSC Scholarship Committee, ILO Child Labour Advisory Committee, PS Meetings, MOH, NCHP and other national bodies.

1. Timely attendance and effective participation in Board and Committee. meetings as per schedule - 31 Dec

100% 100% PS, DS & Directors

2.1.1 Strategic positioning of labour services – 1. OHS Policy implementation

1. Develop MOU with relevant agencies – 31 Dec

N/A 2 HQ, OHS&WC

2.1.1 Strategic positioning of labour services – 2. Amendment of Schedules on HASAW (Administration) Regulations 1997.

1. Submission of Amendment to Schedules on HASAW (Administration) Regulations 1997 to SG’s Office for gazetting - 30 Jun

90% 100% OHS&WC

2.3.7 Compliance with procurement procedures and authorities in the FIs – 1. Increase Revenue collection

1. Effective facilitation of OHS revenue collection - 31 Dec

$750,000 $850,000.00 OHS&WC

2. Effective and timely reduction of Arrears of Revenue – 31 Dec

$49,924.14 80% ($39,939.31)

OHS&WC

5.2.2 Creation of effective working partnerships and networks within government and relevant organisations – 1. Conduct consultative forum with NTPC, FNU, FNPF, ATH, FINTEL, FIBOS, FEF, FTUC, ERAB, NOHSAB, Wages Councils, NGOs, ILO, EU, NCHP, WHO and other relevant agencies.

1. Timely implementation of MOU’s signed - 31 Dec

N/A 3 PS & All Divisions

6.2.1 Enhancement of supplier-partner relationships to achieve organisational goals and objectives – 1. Strategic partnership alliances with suppliers and partners.

1. Timely appointment of appropriate representations from the tripartite social partners and key stakeholders for: • ERAB

100% 100% DSs, Directors


31


2011 ACTUAL

2012 TARGET


• NOHSAB • Wages Councils • NTPC Board • NEC Board – 31 Dec

2. Conduct of quality awareness

training for:

• NOHSAB • ERAB

• Wages Councils • NEC Board - 31 Dec

N/A 1 per Board per year

HQ, NOHSS, ESS, LSS, WCU

6.3.1 Improvements for operational efficiency and effectiveness – 1. Submission of factual, quality and timely labour market policy papers for DSC, Cabinet, PSC, ERAB, NOHSAB and NECB.

1. Timely submission of factual, quality and labour market policy papers - 31 Dec

Cabinet–13 ERAB-31

NOHSAB-

34

NECB-26

Cabinet–12

ERAB–15

NOHSAB – 15

NECB – 15

PS/ DS, NOHSS, ESS, LPPS, LSS, WCU

6.3.1 Improvements for operational efficiency and effectiveness – 2. Continuous improvement of all Ministry’s Systems and Processes under its services

1. Secure LMCCC Productivity Experts – ISO 9001 standard; Productivity measurement and training of Trainers through TES arrangements with APO-31 Dec

N/A 1 HQ, ESS, LPPS All Divisions

7.1.1 Continuously gauge organisational performance – 1. Timely Review of Corporate Performance

1. Timely submission of all 2012 Business Plans – 29 Feb


7.1.2 Continuously gauge international performance – 1. Fulfilment of ILO’s Decent Work Country Programme

1. Integration of ILO Conventions into Fiji’s Labour policies, laws and practices -31 Dec

100% 100% HQ, OHS&WC, LPPS &

All Divisions

7.1.2 Continuously gauge international performance – 2. Complete the OHS and ER decent work agendas on the Decent Work Country Programme (DWCP).

1. Capacity building tripartite partners and strengthening of tripartite institutions - 31 Dec

100% 100% LPPS & All Divisions

7.2.1 Ascertain the likelihood of success into the future – 1. Strategic compliance of all Labour legislations

1. Timely review of current labour legislations to be in-line with current labour demands - 31 Dec


2. Assessment, Registration, Compliance and

Monitoring – Labour Standards

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 1. Compliance to Labour Standards Enforcement Policy and Procedures-.

1. Complete an internal audit of Labour Compliance systems and processes with recommendations to improve service quality – 30 Jun

N/A 100% DLSS

2. Finalise a Labour Compliance ER Workplace Audit Manual - 30 Jun

N/A 100% LSS

3. Finalise a Compliance and Enforcement Manual for Labour Standards Service – 31 Dec

N/A 100% LSS

4. Establish strategic partnership with key stakeholder agencies on ERP compliance issues - 30 Jun

90% 100% LSS

5. Conduct one Investigation Training Workshop for LSS compliance officers – 31 Dec

N/A 100% LSS

6. Conduct one Prosecution Training Workshop for LSS compliance officers – 31 Dec

N/A 100% DLSS

7. Develop a National Action Plan for the Elimination of Worst Forms of Child Labour - 30 Sep

N/A 100% CLU

8. Identify and withdraw children working in hazardous work in rural agriculture and hold meetings with these children

20% 70% CLU LCU OHS


32


2011 ACTUAL

2012 TARGET


and stakeholders to identify appropriate skills training programme offered in the Districts – 31 Dec

7.1.1 Continuously gauge organisational performance – 2. Effective and efficient Employment Grievance & Dispute Resolution

1. Accurate assessment and referral of Employment Disputes/Grievance to Mediation Service and/or ER Tribunal - 31 Dec

100% 100% 25 days from receipt

Zero strikes

ERU

7.1.1 Continuously gauge organisational performance – 3. Effective and efficient Labour Compliance Service

1. Undertake effective inspections of workplaces - 31 Dec

60% 4,500

LCU

2. Effective resolution of registered Labour complaints - 31 Dec

8 weeks from receipt

135% 50% of all cases received

LCU

3. Effective resolution of PM’s referrals -31 Dec

Monthly

53% 80%

LCU

4. Effective resolution of Minister and PS referrals - 31 Dec Monthly

135% 80%

LCU

5. Effective resolution of FHRC, GIRC and FICAC referrals - 31 Dec

135% 80%

Monthly

LCU

6. Effective resolution of all 400 pending complaints from previous years - 31 Dec

400 60% LCU

7. Timely clearance of unclaimed wages - 31 Dec

20% 50% LCU

8. Effective management of strikes.

(i) Informal Mediation (ii) Formal Mediation (iii) Timely publication of

mediated settlement of strike matters - 31 Dec

100% 100%- -Zero strikes

21 days from the day of strike ballot notice

Commence Mediation

within 7 days of receipt by the Unit

Within 3 days

MS

MS

9. Effective enforcement of new Wages Regulation Orders - 31 Dec

30% 60% LCU

10. Effective prosecution of criminal cases - 30 Nov

17 cases 20 cases LCU

11. Effective administration and control of Trade Unions - 31 Dec

100% 100% TUIAU, ESS

12. Effective administration and control of Industrial Associations - 31 Dec

100% 100% TUIA, ESS

13. Effective administration of the ER (Employment Agencies) Regulations 2008. 31 Dec

100% 100% LCU, NEC

14. Finalisation of standardized ERP Awareness and Training packages - 30 Jun

N/A 2 ESS, LSS & MS

15. Attestation of Foreign Contracts of Service - 31 Dec

100% 5 LCU


33


2011 ACTUAL

2012 TARGET


3. Productivity Service – LMCC Registration and Training, Workplace Consultancy

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 7. Productivity Reform under the Employment Relations Promulgation 2007 (ERP)

1. Sign MOA with NTPC on Productivity training coverage and LMCCC Trainer accreditation - 30 Jun

60% 100% ESS, LPPS

2. Conduct effective LMCC awareness in workplaces - 31 Dec

N/A 80 LPPS, ESS

3. Deliver CBT & Accredited LMCCC Training in both private and public sector organisations - 31 Dec

N/A 40 LPPS, ESS

4. Complete the development of APO Website Fiji and Database – 30 Jun

N/A 1 ESS, LPPS

5. Formation and administration of the APO Alumni – 30 Sept

N/A 100% ESS, LPPS

6. APO Awards - 31 Dec

N/A 1 ESS, LPPS

7. Formulation and application of productivity-based wage system in WROs & National Minimum Wage – 31 Dec

N/A 100% PS/DSHQ, ESS, LPPS

4.2.1 Career development and maintaining a competent and highly skilled workforce - 1. To provide quality human resources planning and effective HRD and HRM practice to facilitate: Workers Compensation Reform; OHS Reform; IT Reform; Financial Management Reform; Civil Service Reform; Wages Reform, NEC Reform, Workers Compensation Reform and Productivity Reform.

1. Review and benchmarking of systems and processes for all Services, Sections, and Units to ISO standards - 31 Dec

100% 100% ESS, LPPS & All Divisions

2. Development of Value-Based Systems and Processes and Competency Based Training Packages - 31 Dec


3. Values and competency based training for all staff on benchmarked systems and processes - 31 Dec


4. Complete HR Audit for at least 50% of all staff in the Ministry relative to qualifications, family relationships and recruitment process – 30 Jun

N/A 100% PS, LPPS, ESS

5. Review and improve selection criteria and recruitment process of staff to ensure quality HR capacity and capability – 30 Jun

N/A 100% PS,LPPS,ESS

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 2. Effective monitoring and coordination of LMCCC

1. Effective administration of ER (LMCCC) Regulations 2008 and ensure employers inspected have established LMCCC and verify frequency of reports submitted to ERAB Secretariat - 31 Dec

25 30 LCU

4. Advisory and Compliance Monitoring – Child Labour Standards

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 3. Effective monitoring and coordination of Child Labour cases

1. Effective administration of the Child Labour laws and its enforcement, effective prosecution of employers who breached the child Labour laws under ERP - 31 Dec

N/A 100% LCU, CLU


34


2011 ACTUAL

2012 TARGET


5. Mediation Service - Employment Dispute/Grievance Resolution

7.1.1 Continuously gauge organisational performance – 4. Effective and efficient Employment Dispute Resolution

1. Effective resolution of 75% of all Employment Grievances mediated - 31 Dec

1,044 1,100

MS

2. Effective mediation of Employment Disputes:

4 4 MS

6. Adjudication and Standard Setting on Good Faith

Employment Relationships

7.1.1 Continuously gauge organisational performance – 5. Effective and efficient Resolution of Employment Matters

1. Effective adjudication of employment matters. (i) Grievance (ii) Disputes (iii) Miscellaneous cases (iv) Workmen’s

Compensation cases (v) Criminal cases

- 31 Dec

178 32 18 20 99 9

180 33 18 20

100 0

ERT

2. Issue of termination certificates in line with Decrees – 31 Dec

22 100% ERT

7. Proactive OHS Service

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 4. OHS Policy Awareness

1. Quality awareness on OHS Policy and Procedure for strategic partners – 30 Jun

N/A 10

OHS&WC

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 5 Efficient and effective provision of Occupational Hygiene Service.

1. Conduct targeted Inspector-hours of proactive Occupational Hygiene Consultancy service - 31 Dec

400 Inspector-

hrs

400 Inspector-hrs

OHS&WC

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 6. Efficient and effective provision of Chemical Service

1. Effective implementation of National Industrial Chemicals Management System (NICMS) - 31 Dec

100% 100% OHS&WC

2. Conduct targeted Inspector-hours of proactive Chemical Consultancy service - 31 Dec

450 Inspector-

hrs

60 Inspector-hrs

OHS&WC

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 7. Joint Partnership Project with selected key enterprise

1. Conduct quality OHS Joint Partnership Project with Ports Authority of Fiji for ratification of ILO Convention on OHS in maritime ports - 31 Dec

1 1 OHS&WC

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 8. To provide quality Engineering Design Vetting (EDV)

1. Quality plant & building EDV conducted and new workplaces commissioned -31 Dec

200 560 OHS&WC

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 9. Quality Non-Destructive Testing (NDT) service

1. Quality NDT consultancy service within the targeted Inspector-hrs - 31 Dec

450 Inspector-

hrs

500 Inspector-hrs

OHS&WC

8. Licensing, Compliance and

Monitoring – OHS Standards

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 10. Compliance to OHS Enforcement Policy and Procedures

1. Compliance to enforcement policy and procedure – 31 Dec

100% 195 OHS&WC

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 11. Deliver quality and professional OHS Field Operation Services.

1. Quality OHS statutory engineering inspections of plants/machinery, workplace registration, SMART, workplace visit and timely audit of business licences - 31 Dec

2,056 7,500

OHS&WC

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 12. Improve professionalism in delivery of specialised OHS services.

1. Timely recruitment of Occupational Medicine Specialist from OHS Trust Fund to assist in the assessment of workers compensation cases - 31 Dec.

50% 100% OHS&WC


35


2011 ACTUAL

2012 TARGET


9. Workers Compensation Advisory Service

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 13. Quality and efficient settlement of Workers Compensation cases.

1. Full utilisation of $1.0m allocated by Government for compensation claims of government workers - 31 Dec

100% 100% OHS&WC

2. Clear backlog cases pending from (2001-2009)- 31 Dec

Death – 17 Injury - 163

100% (180)

OHS&WC

3. Clear backlog cases pending from (2010-2012) – 31 Dec

Death 202 Injury 828

60% (618)

OHS&WC

4. Clear pending Middle East cases (P1,P2 & P3) – 31 Dec

P1-11,P2-42&P3-65

100% (118)

OHS&WC

5. Timely and quality service to all Trust Account withdrawals and opening of new accounts – 31 Dec

37 30 OHS&WC

10. Advisory and Compliance Monitoring Service –

Workplace HIV/AIDS Standards

6.3.2 Effective OHS and Labour Compliance Enforcement Service and Processes – 14. Compliance to HIV/AIDS Policy and Procedures.

1. HIV & AIDS Workplace Training and Promotion of HIV/AIDS Code of Practice & Accreditation of Trainers - 31 Dec

100% 100%

OHS&WC

2. World AIDS Day Celebrations 1 per year - 31 Dec

100% 100% OHS&WC

3. HIV & AIDS Workplace Policy

Development - 31 Dec 10? 10 OHS&WC

4. Full and equal participation of men and women – 31 Dec

N/A 100% OHS&WC

5. Establish a database on HIV/AIDS Workplace Policies – 31 Dec

N/A 100% OHS &WC

11. Employment Creation Services - National Employment Centre

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 9. Establishment of a cost-effective ‘one-stop shop’ National Employment Centre (NEC)

1. Submit NEC Administration Regulations to SG’s Office for gazetting – 31 Mar

95% 100% NEC

2. Submit NEC Code of Ethics for staff to SG’s Office for gazetting - 31 Mar

95% 100% NEC

3. Submit NEC Trust Fund Regulations to SG’s Office for gazetting - 31 Mar

95% 100% NEC

4. Private Public Partnership (PPP) Agreement with training providers - 31 Mar

N/A 3 NEC

5. NTPC ISO Consultant to provide ISO training on NEC on ISO 9001 documentation – 30 Jun

N/A 1 NEC

6. Total number of unemployed persons registered - 31 Dec

8,000 2,000 NEC

7. Counsel unemployed persons - 31 Dec

3,500 2,500 NEC

8. Conduct aptitude assessment for unemployed persons - 31 Dec

3,500 2,500 NEC

9. Conduct Life Skills Training for unemployed persons - 31 Dec

3,500 2,500 NEC

10. Conduct Employment Skills Training for unemployed persons - 31 Dec

1000 1000 NEC

11. Conduct first NEC Expo - 01 Nov

N/A 1 NEC

12. Publish NEC “NEWSTART” Newsletter - 31 Dec

N/A 2

Half Yearly

NEC


36


2011 ACTUAL

2012 TARGET


12. Establishment of the Foreign Employment Service

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 10. NEC Reform [FORES]

1. Submit NEC Foreign Employment Service Regulations to SG’s Office for gazetting - 31 Mar

60% 1 NEC

2. Launching of the Foreign Employment Service within the Ministry of Labour – 31 Dec

N/A 100% ESS, NEC

3. NEC clients attested and absorbed into foreign employment - 31 Dec

4 20 NEC

4. Develop National Skills Register relevant to overseas market needs - 31 Dec

N/A 100% for Construction Industry

NEC

13. Establishment of the Fiji Volunteer Scheme

1.1.1 Implementation of Ministry’s strategic direction and application of reformed organisational culture – 11. NEC Reform [FVS]

1. Submit NEC Fiji Volunteer Service Regulation to SG’s Office for gazetting - 31 Mar

60% 1 NEC

2. Facilitate launch of NEC Fiji Volunteer Service within the Public Service Commission (host) – 30 Jun

N/A 100% NEC

3. NEC clients absorbed into Local Volunteer Service - 31 Dec

262 100 NEC

14. Establishment of the Formal Employment

Service

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 12. NEC Reform [FES]

1. Submit NEC Formal Employment Service Regulations to SG’s Office for gazetting – 31 Mar

60% 1 NEC

2. MOU with Employers for Work Attachment - 31 Dec

113 50 NEC

3. NEC clients absorbed into Work Attachment - 31 Dec

1,084 200 NEC

4. NEC clients absorbed into formal employment - 31 Dec

689 200 NEC

15. Establishment of the Self Employment

Service

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 13. NEC Reform [SES]

1. Submit NEC Self Employment Service Regulations to SG’s Office for gazetting - 31 Mar

60% 1 NEC

2. NEC clients start own SME - 31 Dec

N/A 15 NEC

16. Social Dialogue - Tripartite Machinery

1.1.1 Implementation of the Ministry’s strategic direction and application of reformed organisational culture – 14. Establishment of the Tripartite Forum/Tripartite Machinery

1. Appointment of Employment Relations Advisory Board members for a two (2) year term [2012-2013] - 31 Dec

N/A 100% HQ

2 Appointment of Wages Council Members for a two (2) year term [2012-2013] - 31 Dec

N/A 100% HQ

17. Continuous Awareness, Promotion and Training – Standards and Practice

5.2.1 Better informed labour force on OHS and Labour Matters – 1. Timely provision of quality ERP training and information to customers

1. Conduct structured ERP Training upon request - 31 Dec

100% 100% MS

2. Conduct quality ERP Awareness upon request - 31 Dec

13 15 LSS & MS

3. Conduct ERP Workplace Audit - 31 Dec

N/A 80 LSS

5.2.1 Well informed labour force on OHS & Labour Matters – 2. Provision of quality OHS training & information

1. Quality OHS Training and dissemination of Information - 31 Dec

84 100

OHS&WC

2. Revision of current LMCC Awareness packages and LST to include HIV/AIDS – 30 Jun

N/A 100% ESS & NEC

3. Review ER Awareness and Training package to include HIV/AIDS to target the employed - 30 Jun

N/A 100% LSS


37


2011 ACTUAL

2012 TARGET


18. A Well Informed Labour Market Under ERP 2007 and the Unemployed Under the NEC Decree 2009

3.1.1 Formulate effective information system to complement labour reforms – 1. Computerisation of the Ministry’s services: (i) Labour Compliance Service (ii) Mediation Service (iii) ER Service (iv) Productivity Service (v) RTU and RIA Services (vi) Wages Council Service (vii) Workers Compensation

Service (viii) OHS Service (ix) Corporate Service (x) IT Service

1. All Core Business data to be computerised to facilitate performance monitoring of Core Businesses - 31 Dec

N/A 100% All Divisions

3.1.2. Effective collaboration and sharing of data between government, statutory bodies and private firms - . 1 Collaboration and sharing of labour market information with relevant agencies

1. Provide labour market information to government, regional and international bodies for planning purpose – 31 Dec

N/A 100% HQ, NEC

3.2.1 Provide System and Environment for Free Flow of Information - 1. Efficient retrieval of quality information on best practices from reliable sources

1. Analysis of data in Ministry reports – 31 Dec

N/A 4 (1 per qtr) HQ, NEC, All Divisions

3.3.1 Promote effective Public Relations and better informed labour force – 1. Efficient dissemination of public information through the Ministry website, newsletter, radio and television.

1. Promote Awareness Programmes – 31 Dec

10 4 (1 per qtr) HQ, NEC, All Divisions

2. Develop and implement a basic Media Policy to increase networking with Ministry of Information – 30 Apr

N/A 100% PS, ESS

3. Establish a Media Unit to implement Media Policy and strengthen media liaising process within Ministry and with Ministry of Information – 30 Apr

N/A 100% PS, ESS

4. Press Releases to Ministry of Information for public media dissemination – 31 Dec

N/A 40 (10 per quarter)

PS/DSHQ ESS

5. Review and modernize Ministry’s Website – 31 Dec

N/A 100% PS ESS, LPPS, IT

6. At least one (1) interview article on Ministry’s activities with a local media organization – 31 Dec

N/A 100% PS, ESS


38

7.0 PSC DELIVERABLES AND INDICATORS

Table 3: PSC Deliverables and Indicators

PSC DELIVERABLE STRATEGY

KEY PERFORMANCE

INDICATOR (KPI)

TIMELINE RESPONSIBLE

DIVISION

Platform 1: Human Resources Management and Development

Effective Human Resource Planning

Formulation, implementation, monitoring and review of: • Strategic Workforce Plan • Succession Plan • Learning and Development Plan

Alignment of Organisational and People Objectives

31st March 2012 HQ, CSD & All Divisions

Training and NTPC Levy and Grant Compliance

Payroll updates for NTPC Levy Payment

NTPC Levy and Grant Refund increased by 80% from the 2011 Return

• 1st Levy submission by 15th January

• 2nd Levy submission by 15th July

CSD

Effective administration of training activities by Training Unit and Training Administrators

• Training Plans by 31st January

• Training Policy by 31st March

• TNS 2 weeks before the conduct of training

• Transfer Evaluation for officers 3 months after each training

CSD

Compliance with PSC HR Policies

Administration of Disciplinary Cases

Effective disposal of disciplinary cases

Cases closed within 3 months CSD

Administration of Recruitment and Selection Procedures

Appointments/ Promotions made to substantive vacancies

Vacancies filled within 3 months

CSD

Implementation of PMS – formulation, implementation, monitoring, and review of work plans (BP’s, PD’s and IWP’s)

Performance Review

• Work Plans implemented by 1st January

• Plans reviewed every quarter

CSD

Platform 2: Organisational Management

Effective Planning and Accountability Framework Compliance

Formulation, implementation, monitoring and reviewing of: • Strategic Development Plan

• Annual Corporate Plan • PSC Deliverables Report • Agency 2011 Annual Report

• SDP 2011 – 2014 aligned to the broad outcomes of Government

• Alignment and achievement of long, medium and short term goals

• 2011 goals achieved

• Implementation of ACP from 1st January of 2012

• Reviewed quarterly against the SDP

• 2013 ACP draft by October 2012

• PSC Deliverables report 1st week of new quarter

• Annual Report by 28th February 2012

HQ, CSD, ESS,

All Divisions


39


KEY PERFORMANCE

INDICATOR (KPI)


DIVISION

Control of Staff Establishment

Compilation of: • Person to Post return • Vacancies Return • Government Bodies Membership Updates

• Civil List updates

Effective coordination, monitoring and control of Government’s staff establishment

• P2P 7th of every month • Returns 7th of every new quarter

• Updates by 31st December

CSD

Re-organised & Sustainable Structural Changes

Freeze of positions identified through 10% reduction exercise and redeployment of staff

Rightsizing of the Civil Service

31st December PS, HQ, CSD

Compliance with National Records Management Policy

• Compilation of Records Report

• Conduct of Records Survey

Ensuring the proper creation, maintenance, use and disposal of records to achieve efficient, transparent and accountable governance

• Records Report by 30th June

• Records Survey Report by 31st December

CSD

Strengthening of International Relations and compliance with International Conventions

• Submission of Agency reports to relevant parties

Honour MOU’s and Trade Agreements and maintain Diplomatic Relations

• Reports received on the 2nd week of each quarter

PSLIRE, DS(HQ)

Platform 3: Productivity Management

Implementation of the Service Excellence Framework

• Submission of Agency Desktop to SEA Secretariat

• Release of Evaluators for Evaluation Process

• Implementation of Opportunities for Improvement from 2011 Agency Feedback Report

Advancing towards best organisation through quality and excellence

• Desktop submission by 30th April 2012

• Evaluations released according to agency quota

• 30% of OFI’s from feedback report attempted

CSD ESS

All Divisions

Adherence to Service Charters

Formulation, implementation, monitoring and reviewing of Agency Service Charter

Improved service delivery against service standard as in Charter Reduction in customer complaint turn around time

• Service Charters formulated and implemented by 31st March

CSD ESS

All Divisions

Business Process Re-engineering

Documentation and review of business process

Consistent, high quality and cost effective services for customer satisfaction

Documentation of processes by 31st March

All Divisions

Adherence to Service Level Agreements with ITC/GIRC

Appointment of primary and secondary focal point

Strengthening of GIRC focal points and SLA compliance

By 31st March 2012 HQ ESS


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KEY PERFORMANCE

INDICATOR (KPI)


DIVISION

Increased network with the Ministry of Information on the use of media

Establishment of media liaising process Establishment of Website / PR Committee

Updated Agency websites Information Education Communication (IEC) publications and materials

Updates and publications on 1st week of each month

HQ, ESS


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8.0 CAPITAL PROJECTS FOR THE YEAR ( 2012)

Table 4: Capital Projects Items

SEG PROJECTS COST

8. Capital Construction

9. Capital Purchase Purchase of following Occupational Hygiene Equipment:

Noise Level Meter (Sound Level Meter) $2,504.24 Gas Monitoring (Multi Gas Monitor) $19,302.21

Airflow Meter (Anemometer) $8,106.96

Portable Water Meter $9,329.37

Industrial Dose Meter $10,757.22

10. Capital Grant

TOTAL $50,000


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9.0 MINISTRY OF FINANCE DELIVERABLES AND INDICATORS

Table 5: Ministry of Finance (MOF) Deliverables and Indicators

MOF DELIVERABLE STRATEGIES KEY PERFORMANCE INDICATORS (KPI)


DIVISION

1. Planning and Management of Budget Compliance

Budget Request Formulation Budget Request Submission 2nd Quarter CSD

Requests to Incur Expenditure (RIE)

Timely / Efficient Management if RIE

As and when before closing of Accounts in Finance Circular

CSD

2. Financial Performance Reporting Compliance

• Bank • TMA • Trust • RFA • Salaries • Wages • IDC • CFA Analysis

Monthly Reconciliation 15th of every month

CSD

3. Agency Revenue / Arrears Report

Collection of Revenue Monthly Revenue Returns 15th of every month

CSD

Collection of Arrears Reduction by 5% 15th of every month

CSD

4. Asset Management Report

Annual Stock take / Board of Survey

Physical Stock take Against Inventory

31 January CSD

Vehicle Returns Monthly Vehicle Returns 5th of every Month

CSD

5. Audit Report Implementation of Audit Report Recommendations

Number of Issues Resolved 31 December CSD

6. Procurement Compliance Report

Quarterly Reports to PS’s and Ministers

Fls: Division 2 & 3 Part 12 Division 1 Section 68

2nd week after every Quarter

CSD


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10.0 GLOSSARY

[This glossary provides definitions for a number of different terms to help you understand their meaning when used in the body of this corporate plan template. The glossary is only intended to assist agencies when preparing their corporate plan and is not required to be included as part of the corporate plan to be submitted to the Ministry of Finance and/or the Public Service Commission. However, should an agency wish to include a glossary that will help

the reader better understand their corporate plan, then they may do so.]

Internal Output – goods or services of one part of an agency delivered to other parts of the same agency. They contribute indirectly to the production of outputs.

Sub-output – a single output produced along the production process leading to the production/delivery of an output.

Outcome – impact/effect on the community from the goods and services delivered by agencies. Output – services or goods provided to clients/customers external to the agency. Output groups – a collection of outputs (including internal outputs) that are similar in nature. Output performance measures – an assessment of characteristics of performance that illustrate that an agency has delivered its outputs. These measures relate to quantity, quality and timeliness. Performance targets – numerical target levels of performance against which actual performance can be compared. RDSSED – abbreviation for the Roadmap for Democracy and Sustainable Socio-Economic Development 2009 - 2014.


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11.0 ACRONYMS

7S The Seven ‘S’ Productivity Tool

ACP Annual Corporate Plan

APO Asian Productivity Organization

ATB Agency Tender Board

ATH Amalgamated Telecom Holdings

BOS Board of Survey

BP Business Plan

BPR Business Process Reengineering

BSC Balanced Scorecard

CAAFI Civil Aviation Authority of the Fiji Islands

CBT Competency-Based Training

CM Chief Mediator

CS Corporate Service

CSR Corporate Social Responsibility

CT Chief Tribunal

CLU Child Labour Unit

DNTPC Director National Training and Productivity Centre

DLS Director Labour Standards

DLPP Director Labour Policy and Productivity

DoE Director of Environment

DOE Department of Environment

DOHSWC Director Occupational Health and Safety & Workers Compensation

DSHQ Deputy Secretary (Headquarters)

DSOHSWC Deputy Secretary (OHS and Workers Compensation)

EDV Engineering Design Vetting

EEO Equal Employment Opportunity

ER Employment Relations

ERAB Employment Relations Advisory Board

ERP Employment Relations Promulgation 2007

ERU Employment Relations Unit

ESS Executive Support Service

EU European Union

FBEA Fiji Business Excellence Award

FCEF Fiji Commerce and Employers Federation

FIBOS Fiji Islands Bureau of Statistics

FICAC Fiji Independent Commission Against Corruption

FIMSA Fiji Islands Maritime Safety Administration

FIRCA Fiji Islands Revenue and Customs Authority

FIs Financial Instructions

FMA Financial Management Act

FMR Financial Management Reform

FNCDP Fiji National Council for Disabled Persons

FNPF Fiji National Provident Fund

FNU Fiji National University

FTUC Fiji Trades Union Congress

HASAWA Health and Safety at Work Act 1996

HRD Human Resources Development

IAA Industrial Associations Act

ICT Information and Communications Technology

ILO International Labour Organization

ISO International Organization for Standardization

IT Information Technology

IWP Individual Work Plan

LSS Labour Standards Service

LCU Labour Compliance Unit

LMCCC Labour-Management Consultation and Cooperation Committees

LMIS Labour Market Information System

LPPS Labour Policy and Productivity Service

MBEM Ministry’s Business Excellence Model


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MLIRE Ministry for Labour, Industrial Relations and Employment

MOA Memorandum of Agreement

MOF Ministry of Finance

MOH Ministry of Health

MOU Memorandum of Understanding

MTB Major Tender Board

NCHP National Centre for Health Promotion

NCSMED National Centre for Small and Micro Enterprise Development

NDT Non-Destructive Testing

NEC National Employment Centre

NGOs Non-Governmental Organisations

NICMS National Industrial Chemicals Management System

NOHSAB National Occupational Health and Safety Advisory Board

NOHSS National Occupational Health and Safety Service

NTPC National Training and Productivity Centre, Fiji National University

PCCPP Peoples Charter for Change, Peace and Progress

PPP Private Public Partnership

PS Permanent Secretary for Labour, Industrial Relations and Employment

PSC Public Service Commission

QMS Quality Management System

RDSSED Roadmap for Democracy and Sustainable Socio-Economic Development 2009-2014

RFA Revolving Fund Account

RIE Request to Incur Expenditure

SEA Service Excellence Award

SFCCO Strategic Framework for Change Coordinating Office

SMART Safety Management Assessment and Review Tool

SMC Singapore Mediation Centre

SME Small and Micro Enterprises

TMA Trade Manufacturing Account

TNA Training Needs Analysis

TOT Trainer of Trainers

TUIAU Trade Unions and Industrial Associations Unit

UNICEF United Nations International Children’s Emergency Fund

WC Workers Compensation

WCU Wages Councils Unit

WHO World Health Organization

WRO Wages Regulations Order


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ADDRESSES

Postal

Ministry of Labour, Industrial Relations and Employment Post Office Box 2216 Government Buildings Suva FIJI

Web www.labour.gov.fj

OFFICE LOCATIONS AND CONTACTS Headquarters 4th Floor Civic House Suva. Tel – (679) 3303 500 Fax – (679) 3304 701 Central/Eastern Division Divisional Labour Office P D Patel Building Suva. Tel – (679) 3314 999 Fax – (679) 3314 198 Mediation Service 5th Floor Civic House Suva Tel – (679) 3303 500 Fax – (679) 3304 701 Employment Relations Tribunal 5th Floor Civic House Suva. Tel – (679) 3314 640 Fax – (679) 3317 259 National OHS Service 6th Floor Civic House Suva Tel – (679) 3316 999 Fax – (679) 3315 029

Sigatoka Office 1st Floor Town Council Building Sigatoka Tel/Fax – (679) 6500 977

Nadi Office Korovula Road Nadi Tel – (679) 6702 429 Fax – (679) 6702 229 Lautoka Office Tavaiqia House Lautoka Tel – (679) 6660 305 Fax – (679) 6666 630

Ba Office Koronubu House Ba Tel – (679) 6674 732 Fax – (679) 6673 523 Labasa Office Rupan’s Building, Jaduram Street, Labasa. Tel – (679) 8811 643 Fax – (679) 8811 477 Savusavu Office Vunilagi Building, Main Street, Savusavu. Tel/Fax – (679) 8850 414


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