SSPA PHASE 2: PERFORMANCE TAKES PRECEDENCE, SENIORITY NO LONGER A GUARANTEE -- KPPA

By Samantha Tan Chiew Tieng

PUTRAJAYA, Dec 22 (Bernama) -- The implementation of Phase 2 of the Public Service Remuneration System (SSPA) marks a fundamental shift in the public sector, with performance outcomes now the primary determinant for rewards and recognition, replacing attendance and seniority as key benchmarks.

Public Service Director-General (KPPA) Tan Sri Wan Ahmad Dahlan Abdul Aziz said the new phase places strong emphasis on service quality, speed of delivery and innovation as core evaluation criteria.

He said the move aims to cultivate a more responsive and productive public service while ensuring value for public funds through efficient service delivery.

“The goal is to build an outcome-oriented public service culture that encourages civil servants to be innovative and agile in meeting public expectations,” he said in an interview with Bernama here today.

Wan Ahmad Dahlan said the phased implementation of SSPA Phase 2 will strengthen the public service delivery system in line with the MADANI Government’s goal of enhancing the civil service reward system, shifting from a scheme- and procedure-based orientation to rewards anchored on values, performance and accountability.

He said the initiative would also serve as a strategic tool to attract and retain high-quality talent, helping to narrow the competitiveness gap between the public and private sectors.

Under Phase 2, remuneration structures will be made more competitive, with particular focus on critical sectors such as digital and data services, healthcare, education and security.

“A competitive pay structure, supported by continuous professional development, will position the public service more closely with external market standards,” he said.

Overall, Wan Ahmad Dahlan said SSPA Phase 2 is intended to strengthen integrity, efficiency and competitiveness within the public service in support of national economic growth and public well-being.

He said the Phase 2 study, which began in January, also seeks to reduce the government’s long-term fiscal burden related to retirement benefits, while enhancing productivity through value-based practices, digital adoption and integrity-driven governance.

SSPA Phase 2 builds on Phase 1, which came into force on Dec 1 through Service Circular No. 1 of 2024, focusing on human capital empowerment.

The review includes reassessing existing policies and expanding earlier initiatives, including a feasibility study on a special appointment pathway to the Higher Service Group, as well as revisions to public sector training and human resource development policies.

Wan Ahmad Dahlan said stakeholder engagement remains central to the reform process, with feedback gathered through federal and state-level consultations, including platforms such as the National Joint Council and the Congress of Unions of Employees in the Public and Civil Services (CUEPACS).

“These engagements are ongoing to ensure smooth and orderly implementation,” he said.

He added that SSPA is designed as a catalyst for work culture transformation, centred on organisational development, sustainable remuneration and talent management.

“This competency- and values-based reform is expected to inject fresh momentum into the public service, making it more efficient, innovative and responsive to the needs of the people,” he said.

-- BERNAMA