二零零九年七月八日

政府就本人「政府聘用資訊科技人員」書面質詢之回覆

(轉載自: http://www.info.gov.hk/gia/general/200907/08/P200907080196.htm)

(附件: 按我下載)

立法會十題：政府聘用資訊科技人員
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　　以下為今日（七月八日）在立法會會議上譚偉豪議員的提問和商務及經濟發展局局長劉吳惠蘭的書面答覆：

問題：

　　有關政府聘用資訊科技人員，以及外判服務商就政府資訊科技項目聘用該類人員的情況，政府可否告知本會：

（一）　過去三年，每年每個與資訊科技相關的職系的人手編制、在職人員中的公務員及非公務員合約員工的數目，空缺數目，以及是否知悉外判員工的數目；

（二）　有最多第（一）項的非公務員合約員工任職的十個政策局／政府部門的名稱，以及有關員工的數目、最長及平均的連續受聘年期；當局會不會考慮將該等職位當中有長期聘用需要的職位轉為常額編制的職位；若會，詳情（包括涉及哪些政府部門及職位）及推行時間表；若不會，原因為何；

（三）　第（一）項的空缺涉及哪些政策局／政府部門；當中最長及平均的出缺年期為何；未能填補該等空缺的原因為何，是否與個別職系被列為「受限制職系」有關；若然有關，涉及哪些職系，以及當局會否將這些職系從「受限制職系」名單中剔除；若會剔除，詳情為何，以及最快何時落實；若不會，原因為何；

（四）　哪些政策局／政府部門計劃在二○○九／一○年度招聘資訊科技人員，涉及哪些職位和人員的數目，現有及新增的職位各佔多少，以及會以公務員及非公務員合約條款聘用的人員各佔多少；及

（五）　當局會否全面檢討各政策局／政府部門對資訊科技人員的需求；若會，詳情為何，以及當局會否制訂長遠的資訊科技人力策略，以配合香港整體和發展電子化政府的需要；若不會檢討，原因為何？

答覆：

主席：

　　就譚偉豪議員的提問，我的答覆如下：

（一）　政府設有三個與資訊科技相關的職系，分別為系統分析／程序編製主任職系、電腦操作員職系和資料處理員職系。政府資訊科技總監是前述職系的首長，並負責職系管理和招聘事宜。有關過去三年的政府資訊科技人手情況，撮載於附件I。除了公務員和非公務員合約僱員外，各局／部門還可透過政府資訊科技總監辦公室中央管理的定期合約（俗稱「T合約」）委聘資訊科技人員。至於以整套或工件承包方式外判予私營機構的資訊科技項目和服務，我們並無受僱資訊科技人員數目的資料。

（二）　截至二○○九年三月三十一日，聘用最多非公務員合約資訊科技人員的十個局／部門的名單，載於附件II。這些員工之中，最長的服務年資為九年零九個月，而平均服務年資則約為兩年。

　　在二○○六年，公務員事務局聯同各局／部門就非公務員合約僱員的聘用情況進行了特別檢討。檢討結果顯示，非公務員合約資訊科技人員大多是根據非公務員合約僱員計劃的適用範圍而聘用。該項檢討也確定約有四十個非公務員合約資訊科技崗位所負責的職務應由公務員來執行較為恰當。有關這些崗位的詳情，載於附件 III。這些非公務員合約崗位，正按有關非公務員合約僱員僱用合約的屆滿日期，以及填補取代這些非公務員合約崗位的公務員職位所需的時間，逐步由公務員職位取代。

（三）　有關過去三年系統分析／程序編製主任、電腦操作員和資料處理員三個職系的職位空缺資料，詳載於附件IV。

　　在二○○三年，由於系統分析／程序編製主任職系預計會有人手過剩的情況，因此該職系被納入第二輪自願退休計劃內。十七名系統分析／程序編製主任職系的人員已根據該計劃退休。為確保第二輪自願退休計劃符合整體財政目標，該職系須暫停公開招聘人手，直至二○○八年三月為止。

　　截至二○○九年三月底，系統分析／程序編製主任職系共有五十九個公務員職位空缺。政府資訊科技總監辦公室剛就該職系日後的定位和人力需求完成全面檢討。鑑於檢討結果可能會影響該職系長遠的人力需求，因此該職系被列作受限制職系。該職系如擬進行公開招聘，必須取得公務員事務局批准。公務員事務局現正審議政府資訊科技總監辦公室提交的檢討報告。

　　截至二○○九年三月底，系統分析／程序編製主任職位空缺的平均懸空時間為一年零三個月。

　　至於電腦操作員和資料處理員兩個職系，各局／部門的人力計劃顯示，兩個職系預計在未來數年會有人手過剩的情況，因此現時並無計劃招聘人手。個別局／部門如出現職位空缺，可按需要調配現有人手以作填補。

（四）　一如上文第（三）項所述，公務員事務局現正審議政府資訊科技總監辦公室近日提交的檢討報告。待公務員事務局審議後，政府資訊科技總監辦公室會制訂適當的招聘計劃。

　　各局／部門聘用非公務員合約僱員，是為了應付有時限或無須永久保留人手的服務需求。非公務員合約崗位的數目和種類，會因應個別局／部門不斷轉變的服務和運作需求而不時變動。因此，我們未能提供有關資料。

（五）　政府資訊科技總監辦公室定期因應資訊科技服務多年來不斷轉變的性質和需求，就其轄下各職系的結構、職責和職能、須具備的資歷和技能等方面，檢討該等職系的發展。辦公室已在二○○七年更新「數碼21」資訊科技策略時，開展這項檢討。在二○○八年，辦公室進一步制訂一套政府資訊科技技能架構，列明政府資訊科技專業人員在各個範疇上所需的技術和才能。這套架構涵蓋「數碼21」資訊科技策略的所有重點範疇。關於電子政府方面，政府資訊科技專業人員的使命是帶動並協助各局／部門善用資訊科技，以達致其政策目標，並執行其政策綱領。制訂這套架構的做法與資訊科技領先國家所採用的架構相若。

完

２００９年７月８日（星期三）
香港時間１６時００分

LCQ10: Employment of information technology staff by Government

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     Following is a question by the Dr Hon Samson Tam and a written reply by the Secretary for Commerce and Economic Development, Mrs Rita Lau, in the Legislative Council today (July 8):

Question:

     Regarding the employment of information technology (IT) staff by the Government, as well as the employment of such staff by outsourced service providers for government IT projects, will the Government inform this Council:

(a) of the establishment, the respective numbers of civil servants and non-civil service contract staff among the serving staff, the number of vacancies, and whether it knows the number of staff of outsourced service providers, in respect of each IT-related grade in each of the past three years;

(b) of the names of the 10 policy bureaux/government departments with the highest number of serving non-civil service contract staff in (a), the number of such staff, as well as the longest and average periods of their continuous employment; whether the authorities will consider converting those posts which need to be filled on a long-term basis to permanent establishment posts; if they will, of the details (including the government departments and posts involved) and the implementation timetable; if not, the reasons for that;

(c) of the policy bureaux/government departments to which the vacancies in (a) belonged; the longest and average periods during which such posts had remained vacant; the reasons for not having such vacancies filled; whether such reasons were related to individual grades being classified as "controlled grades"; if so, of the grades involved, and whether these grades will be removed from the list of "controlled grades"; if they will, of the details and the earliest implementation date; if not, the reasons for that;

(d) of the policy bureaux/government departments which plan to recruit IT staff in 2009-2010, the posts and number of staff involved, the respective numbers of existing and new posts, as well as the respective numbers of staff to be employed on civil servant and non-civil service contract terms; and

(e) whether the authorities will conduct a comprehensive review on the demand of the various policy bureaux/government departments for IT staff; if so, of the details, and whether they will formulate a long-term strategy for IT manpower to tie in with the overall needs of Hong Kong and the need to develop an e-government; if no such review will be conducted, the reasons for that?

Reply:

President,

     Regarding the questions raised by the Dr Hon Samson Tam, my reply is as follows:

(a) There are three Information Technology (IT)-related grades in the civil service, namely the Analyst/Programmer (AP), the Computer Operator (COp) and the Data Processor (DP) grades.  The Government Chief Information Officer (GCIO) is the Head of these grades, and is responsible for their grade management and recruitment matters.  The IT manpower position in the Government over the past 3 years is summarised in Annex I.  Apart from civil servants and Non-Civil Service Contract (NCSC) staff, bureaux and departments (B/Ds) also engage IT staff via a term contract (commonly referred to as the T-contract) centrally managed by the Office of GCIO (OGCIO).  Figures on IT staff employed for IT projects and services outsourced to the private sector either on a turnkey or assignment basis are not available.

(b) The ten B/Ds employing the largest number of NCSC IT staff as at March 31, 2009 are listed in Annex II.  Amongst these staff, the longest length of service was nine years and nine months, while the average was about two years.

     Civil Service Bureau (CSB), jointly with B/Ds, conducted a special review on the employment situation of NCSC staff in 2006.  As far as NCSC IT staff are concerned, the outcome revealed that the majority of them were employed within the ambit of the NCSC Staff Scheme.  The review also identified some 40 NCSC IT positions undertaking duties that should more appropriately be performed by civil servants.  Details of these positions are set out in Annex III.  These NCSC positions are being phased out and replaced by civil service posts having regard to the end-dates of the employment contracts of the NCSC staff concerned and the lead-time for filling the replacement civil service posts.

(c) Details of the vacancies in the AP, COp and DP grades in the past three years are set out in Annex IV.

     In 2003, the AP grade was included in the Second Voluntary Retirement (VRII) Scheme as there was anticipated manpower surplus in the grade.  17 officers from the AP grade retired under VRII.  To maintain the financial integrity of VRII Scheme, the grade was subject to an open recruitment freeze ending in March 2008.

     There were a total of 59 civil service vacancies in the AP grade as at end March 2009.  OGCIO has just completed a comprehensive review on the future positioning and manpower requirements of the grade.  As the outcome of the review may have an impact on the long-term manpower need of the grade, the grade is categorised as a controlled grade and its open recruitment subject to CSB's approval.  CSB is currently considering the review report submitted by OGCIO.

     On average, the AP vacancies as at end March 2009 had been vacant for one year and three months.

     As far as the COp and DP grades are concerned, manpower plans from B/Ds reveal that there will be surplus staff in both grades in the coming years.  There is therefore currently no recruitment plan for the grades.  Vacancies in individual B/Ds can be tackled through redeployment of existing staff where necessary.

(d) As mentioned in (c), CSB is currently considering the review report recently submitted by OGCIO.  Subject to CSB's consideration, OGCIO will work out a recruitment plan as appropriate.

     With regard to NCSC staff, B/Ds employ them to meet service needs which are time-limited or do not require keeping staff on a permanent basis.  Accordingly, the number and type of NCSC positions will fluctuate from time to time having regard to individual B/Ds' changing service and operational requirements.  We are therefore not able to provide the information required.

(e) OGCIO regularly reviews the developments of the grades under its purview in terms of their composition, responsibilities and functions, qualifications and competencies in response to the changing nature of and demand for IT services over the years.  Such a review was initiated in 2007 in the context of updating the Digital 21 Strategy.  In 2008, OGCIO further developed the Government IT Skills Framework (GISF), which describes the whole set of skills and competencies required by the government IT profession in all areas of work.  It covers all the focus areas of the Digital 21 Strategy.  For E-government, the defined mission of the government IT profession is to inspire and support B/Ds in maximising the value of IT in achieving their policy goals and programmes.  The GISF is modeled along similar practices and frameworks in countries leading in IT.

Ends/Wednesday, July 8, 2009

Issued at HKT 16:01