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Acting Of Post
Frequently Asked Questions
Acting Approval & Termination
An officer performing the duties on a full-time basis of another post that is of a higher grade than the officer’s substantive grade in the same service and scheme of service with the approval of the Promotion Board.
No. Matters related to acting require the approval of the Promotion Board.
Yes, subject to the approval/agreement of the Promotion Board.
The Promotion Board may terminate an officer from acting for the following reasons:
- The officer does not demonstrate satisfactory performance during the acting period;
- The officer does not fulfil the conditions for promotion;
- The officer is facing disciplinary action; and
- Any other reasons that warrant termination of acting.
Acting Allowance
Acting allowance is the difference between the starting salary of the acting post and the substantive salary of the officer, provided that:
- The difference is not less than one normal salary movement in the substantive grade of the officer. If the difference is less than one salary movement, the acting allowance is the amount of one normal salary movement in the salary scale of the acting post; and
- If the substantive salary of the officer is equal to or higher than the starting salary of the acting post, the acting allowance is the amount of one normal salary movement in the salary scale of the acting post.
The acting allowance does not need to be recollected. However, the salary adjustment for the promotion and acting allowance shall be made in accordance with Service Circular Letter Number 9 of 2008.
Special Performance Appraisal Report (LNPK)
Based on Service Circular Letter Number 3 of 2009, the officers that need to fill up the LNPK form are as follows:
- Any officer being considered for promotion after acting for at least 6 months. The LNPK is required in the situation where the LNPT for the previous year did not evaluate the officer’s performance in the acting post; and
- Any officer who has acted for more than 6 months in the current year and is being considered for promotion before the annual performance appraisal exercise for the year is carried out at the end of the year.
Based on Service Circular Letter Number 3 of 2009, the PP for the LNPK is determined as follows:
- The PP must have a direct working relationship and supervision with the Appraisee (PYD);
- The supervision period is at least 6 months; and
- Only the First Appraiser (PPP) is required to perform the appraisal.
The weighted score for the LNPK is 20% if it is used together with the LNPT. The weighted score of the LNPT is set at 80% of the overall score based on three consecutive years, of which 20% is from the first year, 35% is from the second year and 45% is from the third year.
The LNPK is used to obtain the most recent appraisal pertaining to the current performance of an officer. The LNPK is required in the situation where the LNPT for the previous year did not evaluate the officer in their current post.
Based on Service Circular Letter Number 3 of 2009, the other purposes of the LNPK are as follows:
- Training;
- Appointment to another service;
- Contract appointment;
- Secondment; and
- Temporary transfer.