Ho Geok Choo
Singapore
“I thank the Minister of State for the comprehensive response. Just one question: the public had indeed been expressing reservations about eating seafood and I think we are also seeing Singaporeans shunning Japanese restaurants for fear of contaminated seafood. How safe is seafood imported from elsewhere and in Singapore now?”
“Thank you, Senior Minister of State. I have two supplementary questions. First question: short of sounding ageist, would the Ministry consider introducing an age quotient into the qualification criteria of this grant as such a move would encourage young couples to own a home and start a family of their own?”
“Sir, I would like to ask the Minister for his comments on how the political crisis in the Middle East and the nuclear crisis in Japan will have an impact on our energy needs. In view of these developments, what are Singapore's plans to go nuclear and what are our alternative sources of energy?”
“This is an example of mismatch. First, it highlights the need for course counselling for the individual to ensure that the training to be pursued is relevant. Second, it shows that employers in certain sectors are not ready or willing to accept PMETs who have formal management training.”
“Chairman, Singapore serves as a global and regional hub for several international companies. In the borderless global economy, accounting practices are being outsourced.”
“Mr Chairman, Singapore's 1961 Water Agreement with Malaysia expires on 31st August. As the date fast approaches, can the Minister update on Singapore's water situation and plans for self sufficiency? Mr Chairman, I would also like to find out what other plans does the Ministry have to strengthen the habit of saving water.”
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“Sir, the Government needs to re-look at many of the processes (especially those that involve the public) to see if customer service/experience has been impacted in any way, and if there was adverse impact, to redress the situation. A good example can be found in many of the ubiquitous 'helplines' that require the caller to run through the whole rigmarole of pressing many call options before they can get through to a human operator.I also notice,in many cases, that there is no charge for connecting finally to a human operator. If I wanted to call a helpline to find something I need urgently, I would certainly want to talk to a human operator and I do not think I would mind paying for this extra service.The point I am trying to make is that any addition of manual elements into the process is not to introduce 'inefficiencies' but to improve 'customer service'. In this way, we also expand the pool of jobs available for the retrained employees impacted by technology change. Best Sourcing and Public Private Partnerships (PPP) Sir, under the Public Private Partnershipconcept, Government agencies are beginning to partner the private sector. I would like to urge the Government to consider a modification of the PPP concept ontwo fronts. First, is for the Government to see how through the PPP, the Government can actually also add value to the private sectors. Second, moving beyond infrastructure to consider PPP in areas of People Resourcing. What I am referring to is to look into the possibility of Government agencies which are in the business of executing policy matters, to be brought closer to the business community for a better partnership in shaping policies that affect the business community.”
“I am not advocating for an immediate revisit but we ought to be gearing ourselves for such a possibility and it is good for the Government to begin engaging the industry on this reality. Lean and effective Government Sir, on a lean and effective Government,the PM had talked at length about a lean and effective Government.This is well and good, as has been demonstrated by the seemingly highly productive work processes that have been put in place, such as ATM replacing bank tellers, OMO in buses andMRT, as well as automated "helplines�? replacing customer service operators. Sir,embracing technology in our work processes for productivity improvements has resulted in structural unemployment. However, all is not lost as retraining and job recreation will provide as many gainful employment as possible for the structurally unemployed who have been retrained. Most companies have introduced technology to revamp many manual processes and this has resulted in the elimination of "redundant�? workers and the push for "do-it-yourself�? processes, eg, ATMs. Although this has generated cost savings, in many cases, it has also led to a drop in the customer service level.I believe that many companies have gone the whole 'hog' by eliminating many of the manual 'touch-points' and there is a need now to introduce some manual elements into the process to improve customer service or experience. The proper balancing of the manual/automated elements in any business process is a 'fine art' and I believe that the public and Government agencies can show the way by introducing 'world-class' business processes that embrace cost saving efficiencies and total customer satisfaction.”
“A multi-agency approach can be taken to launch a yearly festival or campaign as well as identify industry champions to systematically promote the re-hiring of older employees. ComCare Fund Sir,ComCare Fund canembrace programmes to engage the elderly.In Japan, there are well-established training centres dedicated to training retirees on home economics as well as simple culinary skills.Such pursuits will not only help to provide a meaningful existence after retirement but also equip these retirees withskills such that they could use them to eke out a living. Sir, during the Chinese New Year, I noticed that the famous Singapore Bengawan Solo cakes and cookieswere made in Malaysia but sold and consumed in Singapore. Perhaps, with a good programme organised jointly with the CDC to retrain our retirees on simple baking skills, Bengawan Solo could outsource such baking to our retirees in Singapore. The CDCs can considerforming learning circles comprising industry leaders and the business community to embark on learning trips to explore various initiatives adopted by other countries on elderly employment to see their applicability in the Singapore context. Retirement Age Sir, I know that there have been arguments that there is no use talking about raisingretirement age when, in the first instance, we cannot persuade employers to re-hireolder employeesto re-skill and adjust to a new vocation.Nonetheless, we cannot ignore the need to reviewincreasing the retirement age of Singaporeans. Our population is ageing and Singaporeans are marrying later and therefore theyneed to continue to support their schooling children right past their current retirement age of 62. In fact, in Japan, which shares similar ageing and fertility issues like ourselves, their retirement age is 65 years.”
“MNCs, who wish to tender for a slice of the US procurement pie, would also need to award a certain percentage of their procurement requirements to minority business. Extending from this concept, why not have a programme that requires all companies who wish to participate in any Government tender, to have a certain threshold of their total workforce to comprise older employees.The carrot in this case isin the chance to participate in any Government awarded tenders or contracts.Provided that the threshold is not set at an unrealistic level, companies should be able to fulfill this requirement without introducing any kind of inefficiencies to the process. Also, this measure will show the level of Government support for companies who support the hiring of suitable older employees. There may be arguments that this is too "protectionist�? in its application and anti-business inpro-business Singapore. But the point is that, given our ageing population, in time to come, we certainly need to be more assertive in building a "pro-elderly employment�? culture amongst corporations. Nurturing employers to develop a positive attitude towards the employment of older employees Next, I would like to touch on efforts to nurture employers to develop a positive attitude towards the employment of older employees.Sir, to-date, the Government has already sponsored various initiatives. However, the total success of these initiatives rests very much on the changing attitudes of employers towards the re-hiring of older employees.Here, the Government agencies can formulate programmes to engage employers (including Board Directors) on the benefits of re-hiring retirees.”
“The sudden drastic cut in the CPF rate from 11% (with effect from 1st January 2005) to 6% at age 55, has given many in the plight, the feeling that suddenly when they reach 55, they are told that they are of less value and less productive and they can no longer contribute as much as someone who is 54 years of age. Sir, a few options can be considered to address this issue of reduced package for the above 55.On the CPF treatment, perhaps we can have a gradual reduction in the employer CPF from 11% to 6% (being the minimum) over the age brackets of 55 years to 65 years, rather than a steep drop in the retirement savings at age 55 (ie, from 11% to 6%) and a further subsequent drop (ie,from 6% to 3.5%) from age 60 and above.To reiterate, the main purpose of the CPF is to compel savings and not to induce employers to hire employees or retain employees by a reduction in the employer CPF contribution. This will help towardsbuilding up the financial adequacy for the older employees. Other options, as mentioned before,may include extending grants or tax incentives to employers to offset the higher cost in retaining or hiring older employees.I urge the Government to pursue afurther study on this. Sir,it has been argued that tax incentives willresult in "an expenditure�? by the Government to achieve a social objective and also the success of the scheme is highly dependent on the size of the tax incentive. Notwithstanding, I would like to propose that over and above the consideration for tax incentive, perhaps asimilar scheme to the US government's support for small and minority business can be explored. Under this scheme, it is a federal requirement for a certain percentage of all governmental procurements to be awarded to minority business.”
“whereby older employees who can no longer contribute to their present company can be re-deployed to another where their skills are required.In the US, Volkswagen of America Inc. has put in much effort to create an "age-friendly�? workplace. Efforts are made by the company to encourage their older workforce to go back to school, to take part in professional organisations and serve as mentors to their younger colleagues. Sir,it is timely to revisit the CPF reduction policy for elderly, programmes and assistance offered to encourage employability of older employees and even our retirement age. We need to ensure that Government policies and measures are relevant to our current needs. Here, I propose six Enablers. CPF contributions Sir, I would like to address the CPF Reduction Policy.Faced with an ageing population, and with more of our younger generation marrying at a later age and having children later in life, we foresee employees working beyond 60 years of age.The original intention for the reduction in the employer CPF for older employees, as well as the policy of 10% wage cut, were measures to cut down business costs arising from seniority-wage system and therefore better secure jobs for older employees.In fact, many employers themselves have acknowledged that "A company is not necessarily going to hire someone just because of a few reduction points in the CPF.�? Hence, reduced CPF for the above 55 will not fully persuade employers to retain or hire older employees.Rather, the downside of such a measure is that older employees would have less money to put away for their retirement.Coupled with the rising costs of living and a lower retirement package, can the older worker still make ends meet at the end of the day when theystill have to support schooling children?”
“Ultimately, it is the mindset of wanting to continue working that must prevail amongst the elderly. Sir, the elderly needs to work to ensure financial adequacy as many of them inpresent days have another good 30 years to live. Promoting employability of older employees Indeed,many retirees whomeet the pre-conditions of re-employment can be re-hired for their experiences and skills. Many of them do well in jobsinvolving service and human contacts. Many employers however worry that these older employees are less productive and receptive than the younger ones.Iwas told that this is aggravated by the perception of some external board directors, who feel that older employees are more a liability than an asset and that they impede succession planning and renewal. Such perception stems from the fact that, being external directors, they have not grown up with the employees and are less empathetic to the usefulness as well as needs of these retiring employees. Whilst the decision to re-hire rests with management, it is unfortunate that Board "signals�? may be conflicting and confusing resulting in some cases of management merely paying lip service on the issue of re-employing retirees. This is so,in case, in the event of poorer manpower planning and financial performance of the company, it may be alluded to the decision of re-employment of retirees. According to a 1999 MOM report, 27% of our resident population will be aged 55 and above by the year 2020. With this impending demographic shift, the smart move then for Singaporeisto recruit and retain older employees. In Japan, the government has taken measures to promote continued employment of older employees through retraining and "bridging jobs�?”
“This Cooperative can providebridging loans at low interest rate to address specific needs as in children's education, daily necessities such as utility and conservancy bills and providing links and network for starting up self-employment programmes. A portion of the ComCare Fund can be used for this. It has been reported that many of the retrenched PMEs, who went through job conversion programmes and were placed on jobs, did not stay on, whilst many others have been reported to be very picky about the kind of jobs that they want to do. The question here is: are these individuals hungry enough to want to change their mindset about their next job? Many of them could be sticking to their old mindset because of anxieties, fears or adjustment problems. Very often, they lack the sense of reality, as in the case ofPMEs, who still cling to memories of old job status and salaries. We can review the Lifelong Learning Fund to accommodate mindset training for the retrenched since attitude has been identified as a cause of inability to adapt. A sum of $1 million out of the $80 million potential interest can finance mindset training programmes aimed at changing behaviours and attitudes, as well as follow-up counselling programmes related to work adaptability issues. Older employees Sir, whilst the Budget measures reflect longer-term social concerns, such as the ageing population with augmentation of the ComCare Fund and top-ups for Medisave and CPF Special/Retirement Accounts, I have some concerns for retirees who are not meaningfully engaged. This concern is about eking out a purposeful living.For some, they need to work to feel engaged and that they are contributing to society. Yet, there are others who need help for basic sustenance.”
“However, what is starkly missing are provisions for people who have lost their jobs and are not getting their employment back. Sir, here, I am referring tothe group of PMEs who are asset rich but cash poor. The truth of the matter is that the social status of living in private property is very misleading.Many are in a catch 22 situation. To downgrade in a depressed property market may lead to a negative for some whilst for others who are prepared to part with their properties, they cannot even find ready buyers. Culture of opportunity Just to assure my parliamentary colleague, Mayor Matthias Yao, I am not advocating for subsidies or freebies, as we do not want, as the Finance Minister had said, to breed a "culture of entitlement�?.But, as the Finance Minister had correctly said, "We must foster a culture of opportunity. Encourage Singaporeans to see Government support as a chance for them to concentrate on acquiring new skills and jobs, and get back on their feet again.�? Alas, for many in this sandwich class, new skills acquired have not landed them on new vocations as they are deemed to be "over-qualified�? by employers because of their sins of being in high executive jobs in the past. Many in this group who had lost their jobs, have lost them for good! Sir, the ComCare Fund should not just target at meeting the needs of the heartlanders but deserving cases amongst the retrenched PMEs should also have access to some form of financial assistance.There should be a visible and structured approach to facilitate the PMEsinto economic contribution again. Perhaps a Cooperative of sorts will be able to do that. This is in line with MCYS' recent promotion of social enterprise programmes.”
“Mr Speaker, Sir,the 2005 Budget is a cautiously generous budget. It underlines a Government that has a heart for the needy, notwithstanding its practical ways in making and embracing change for economic success. I would like to tug at the heartstrings of the Finance Minister to consider reallocating some goodies into the empty pockets of the sandwich class so as to achieve the inclusive society that he has been advocating. Here,I refer to the set up of a Bridging Seed Loan and Mindset Training Fund. At the same time, I also like to suggest the adoption of eight Enablers to further enhance the economic welfare of the mature unemployed workforce, facilitate a culture of opportunity, strengthen learning and sharing, and to appreciate diversity so as to further energise our economic performance. The Enablers are: (1) Provision for higherCPF contribution for those above 55; (2)Tax Incentives and elderly employment quota to facilitate rehiring of retirees and jobre-creation; (3)Campaign and champions to promote re-hiring of older employees; (4)Learning Circles and Learning Trips on elderly employment programmes; (5)Raising the retirement age; (6)Human Factor – A Plus for Efficiency; (7)Expanding the concept of Public-Private-Partnership (PPP)to create a community of learning, sharing and ownership; and (8)Casino – additional offering to tourism and employment. Sir, my recommendations will fall under the three categories of: (a) A caring and inclusive society; (b) A lean and effective Government; and (c)A dynamic and entrepreneurial economy. A caring and inclusive society On a caring and inclusive society, the Finance Minister hasreached out to almost all segments of Singaporeans with his practical and prudent programmes in the 2005 Budget.”
“In conclusion, Sir, I see our uniqueness as Singaporeans in our supreme mastery of one language, ie, English, plus our proficiency in speaking and reading a mother tongue language in multiracial Singapore. In such a multi-racial context, how can we do it? Sir, we can do it primarily because of our "salad bowl" philosophy versus the "melting pot" philosophy. Unlike, the melting pot philosophy, the salad bowl philosophy does not attempt to assimilate anyone but instead allows an integration based on mutual respect for each other's race, language and religion where, even in the rojak salad bowl, we each retain our own character, despite the constant tossing of different fruits and yet, together, we look an appetising salad! Sir, I am grateful for the clear vision set by Minister Mentor, whose experience with the learning of languages has provided us with a practical guide for Singaporeans, ie, to master in the English Language for survival and acquire proficiency in mother tongue, so that each multi-racial group will continue to use its mother tongue to anchor its own cultural roots but coexist harmoniously with one another as Singaporean citizens. Sir, on this note, I support the motion.”
“Sir, whilst the intention of the impending changes really is to facilitate learning of the language in a more utilitarian way, it is important that the message going through to parents and the students be clear that it is not a change about lowering the standard of CL, but rather a more creative and effective pedagogy of teaching and learning the language without compromising the standard. Of course, this brings to question what is a right or correct standard, as raised by Mr Low Thia Khiang. We had also in the past been confronted with similar questions when we debated on good English and whether Queen's English is the acceptable and correct English standard that we must pursue. For the utilitarian purpose of learning to speak a language, I reckon the importance of the ability to communicate the language at a standard that is clear and comprehensive to the users in the local and international environment. In other words, we need not speak and write Queen's English to be understood and, therefore, we need not speak and write perfect Mandarin to be understood. What we require as a common standard is a reasonable standard acceptable and understood by the international community using the language for business purpose. Therefore, I urge MOE to focus its message on an acceptable standard that will be clearly understood by parents, students and the society at large. This standard must be redefined and defended to ensure that, going forward, students will not be learning the language at a lower standard but will prioritise learning CL competencies according to individual needs. It is important that these issues be aired and addressed so that we can quickly clear the doubts and focus everyone's attention to roll out the changes as stakeholders.”
“From security to education, ask any Singaporean on the street as to the challenge they face, they will typically answer, "The Government is taking care of it for us." Good and yet not good, if we want a more robust younger generation. Sir, will the Minister for Education consider integrating this younger generation to evolve their own solutions and coping skills to survive? Why not let them be part of the solution rather than the problem? In this way, we include our children in the process of reform rather than just be the recipients. The second concern, Sir, has to do with how we manage the implementation of the changes. Certainly, the Steering Committee to be set up to oversee the implementation will consider feedback and put in place a two-way communication to resolve issues and challenges along the way. Just as we would manage change taking place in any other situation, it is imperative that we convince and persuade for acceptance, selling the merits and winning over owners rather than coercing for compliance and, in the process, producing resisters. The process of implementation of changes must, therefore, be robust, and inputs from parents and students must be acknowledged and considered to ensure better ownership. In this, I urge the MOE to set up more dialogues for parents and students at the local school level, and to ensure that only trained MOE officials be presiding over such dialogues to ensure consistency in the message. Will the CL standard be marginalised?”
“Only time can tell. What we know for sure is that we will have a large majority of a generation who can converse well but may not be able to write and read proficiently, unless there is motivation to pursue this as a life skill. Whilst past Government policies had been rigid and rigorous on the learning of CL, perhaps our socio-economic scenario then left us with very little choice but to pursue the path that we took. So it was not about having a wrong policy in the past because, if you see this generation who had gone through the rigours of past Government policies on CL, we have survived and have not been made worse off. In my own experience, I may have abandoned the language for the approach that it was taught but, in my adult life, thrown into a Mandarin-speaking environment in Boon Lay constituency, I started to learn and appreciate the beauty of the language in the way it is spoken, and I have no regrets having to learn Mandarin now in my adulthood. Sir, one aspect about this change, as is perceived by the more critical Singaporeans, is that the Government has again taken the approach to "nanny" us, although it has said many a time that it would leave us to eke out our survival. So, are we underestimating the potential threshold and capabilities of this generation or are we again taking charge because we just cannot seem to be weaning off the paternalistic inclination of protection and, therefore, doing our best to ensure the survival of the generation? Sir, if we so desire for a resilient generation and would wish for them to grow up rough and tough, will making everything simpler and easier for them leave them with anything worth striving for when they need to do so?”
“I also hope that the Minister will explore how this lifelong learning for CL - and for that matter, the other mother tongues - can be realised by integrating our students with the community network and establishing a continuous network-wide linkage with the heartland community which is often proficient in CL and other mother tongue languages. Sir, next, allow me to share the response from some Singaporean parents and students who will be impacted by these changes. Would parents worry that they will see a lowering of the standards through this change? Some are, therefore, beginning to load their children with additional lessons and tuition, in order to jia yu. Will this not lead to more stress for our children? And if we go by the experience of the adult CL learner I had mentioned earlier, it would definitely seem so, since the new system appears to be a more relaxed system. Another perception is that the change will make it easier to learn the language and, with a de-emphasis on the written CL usage, parents worry that it may set in complacency and lack of discipline in learning the language. To this, it is important to continue to assure Singaporeans that a high standard is maintained as we roll out the revised CL curriculum. I would like to share this observation. My youngest child, who is going to Primary 6, has somehow refocused her learning interest to speaking and listening in the context of the impending changes. Unlike her elder brothers, who were schooled under the old system and are able to speak and read as well as write, provided that they continue to sustain their interest in CL in an on-going environment, she may not write as well as her elder brothers but may be able to listen and converse more eventually. Is this good or bad, right or wrong?”
“What I'm wondering is this - if someone like me - who has gone through the "old" supposedly "harder" system of learning Chinese, and managed to get fairly decent grades in it (B3 for "O" and "AO" levels) - now currently has the level of language ability that I do (that is, can converse but struggle to read and write) - will the children undergoing the new system really do any better, or even be able to converse at the desired standard in the long run, seeing that they will be learning much less? It would be undesirable to have a generation of "guinea-pigs" handicapped by an experimental policy." Sir, such a perception is serious food for thought. The point is that, in the past, many of us had learned CL because of the compulsory requirement for a good pass at different levels of our education. So, when the CL examinations are over and the necessary grades are attained, we bid goodbye to the language. How can we sustain the motivation and interest of our students in the language? How can we create an ongoing environment for the constant practice? Whose responsibility is it to create such an infrastructure? What kind of mother tongue learning culture are we building so as to ensure that learning and usage of CL does not stop at school but will be a lifelong journey? I would like to ask the Minister for Education whether the changes are only poised to remedy some of the pitfalls in the curriculum, pedagogy and assessment methods for CL, or should the changes not be extended to cultivating learning CL as a lifelong skill for the long haul.”
“This is what she said: "What I've come to realise is this - language learning has to be something ongoing, and there must be constant exposure and usage. I remember learning 200 idioms for PSLE (I got an "A"), and for "AO" Chinese, I remember writing countless reviews of newspaper articles ("jian bao du hou gan" - for which I got a B3) - but most of this has been forgotten ever since formal Chinese education ended at "AO" levels. Like most people from English-speaking homes, I have had no opportunity to use or practise the language (apart from perhaps ordering food from the hawker centre!). Listening to the news in Chinese is something I try to do regularly on my own, but attempting to read the Chinese newspapers on my own is an arduous task - besides, I won't even be sure if I'm reading it correctly!" She carried on: "While I applaud the changes in the methodology of teaching and emphasis on making it more enjoyable and less stressful, I wonder if cutting the syllabus really is the solution to effective language learning for the long run - after all, we should be looking beyond helping children to cope with exams, to learning the language as a life-skill. It's quite natural that one does not retain 100% of everything one learns, especially if the knowledge is not applied regularly.”
“MM has simplified the matter by telling parents to take a considered decision and make a stark choice on the learning outcomes of their children. It was useful clarification when he explained our relationship with the language, in terms of the role of custodians and users. And because we are users, and not custodians, we need to take a practical and flexible approach. In other words, we will have a collection of shoes of different sizes, and not just a Cinderella size, so that, ultimately, there will be a good fit for everyone as provided in this change with a modular approach. Nonetheless, Sir, because we are turning around an entrenched methodology and tradition of teaching and learning CL, it is only natural and indeed healthy that Singaporeans are ventilating their views. I would like to raise three fundamental concerns which many Singaporeans have talked about. I term them as "fundamental" because they have been there all this while and will continue to remain so. The first concern deals with the response of Singaporeans who were schooled under the old system. Sir, we are fortunate to have the hindsight of those who were subjected to a tough and rigorous system. In this, allow me to share the views of an adult CL student who is doing her postgraduate in Law and has offered a language module in Chinese on Chinese Legal Traditions and Language. This adult student, who has gone through the old system, has difficulty in recognising words, that is, reading. However, if someone reads the materials to her, she understands them, and can probably hold a pretty decent oral discussion of the issues. Sir, I note that these skills - listening, speaking and reading - are what the new reforms hope to target. Sir, let me quote further from this 28-year-old adult CL student.”
“Sir, the debate in the last few days has confirmed the mood for change in the CL curriculum and pedagogy necessitated by a changed socio-economic environment. As so succinctly put across by MM, a sea of options are available for the learning of CL and parents will have to make a stark choice depending on their assessment of the abilities and inclinations of their children. Sir, the changes in CL are viewed differently by Singaporeans. Some described the changes as radical and, for many from the old system, incomprehensible. These changes have certainly evolved over the last 40 years since the bilingual policy was passed in the 1960s. What has remained intact, is the Government's policy on bilingualism and the mother tongue language which serves to preserve our Asian identity and values, and at the same time create a competitive advantage for Singaporeans to capitalise on China's growing global influence. This breadth of fresh change will hopefully motivate learners to pursue CL differently from those under the old system. For those who will be impacted, it will be freedom from the frustration trap that their predecessors had endured during the old system. Sir, I commend the Committee for taking a holistic and integrated study and review for a new CL curriculum and pedagogy, which has put in place an inclusive policy, which gives to each his own fair share of learning outcomes according to the differing needs and motivations. Yesterday, MM has helped to clear the confused state of mind of many Singaporeans who, for many months, were grumbling and asking what was MOE trying to do with its latest change in the CL teaching and what is expected of them as parents.”
“I would like to ask the Minister whether there is a difference between a VWO cooperative and a social enterprise. What are the main differences? In other words, can the business operations of a VWO cooperative in a way be classified as the business operations of a social enterprise?”
“In view of the competitive environment that we are encouraging in Singapore and the recent calls for flexibility in our work patterns, will the Ministry actually be working out some schemes to provide some guidelines on how flexible working hours or flexible work week can actually be implemented in organisations?”
“I would like to ask the Minister whether the Ministry will consider making such facilities accessible at community clubs and community centres, so that on a more macro level we can better reach out to students who are living within the community.”
“I would like to ask the Minister whether the Immigration and Checkpoints Authority was alerted to the fact that Took was actually called up by the Police to assist with the investigations of the case. Assoc. Prof. Ho Peng Kee: Sir, like I have said, the case is still being investigated and the case will come before the courts.It is better for that process to be completed before we discuss any details.”
“I would like to ask the Minister, from the positive feedback that he has received with regard to all these communication sessions that have been organised for stakeholders, how does he assess the position of the ownership of these changes in the education system with regard to these stakeholders? In other words, does he feel very positively that these stakeholders indeed feel owners of these inherent changes that are going on?”
“I would like to ask the Minister, in view of the heightened security in Singapore, what plan or measure is there to ensure that safe deposit items are scanned for dangerous items?”
“Sir, I would like to ask the Minister how many of the new found jobs had actually gone to the PMETs - the professionals, managers, executives and technicians. Is there any specific programme or assistance that will be targeted at this group of people as well other than the low-skilled workers?”
“Two supplementary questions for the Minister. How can the Government actually strike a balance between transparency and the need to protect our currency from speculative attack? In an era of liberalisation and transparency, how strong and relevant are Minister Mentor's two previous observations on this subject? One is about the unflinching integrity that stands at the core of our GIC, and two is that there is a system of checks and balances within the Government to keep the GIC in line.”
“Sir, I would like to ask the Senior Parliamentary Secretary how the outcomes of the trainees are to be measured. Eventually, who will actually be measuring these outcomes? Mr Hawazi Daipi: It is early days yet, Sir. We are still piloting it. We have just started. We will do this until the end of the year and we will roll out the whole scheme in January 2005. Workers who undergo the employability skills training will be assessed before their training starts and at the end of the training course. This will be conducted by the trainers. RETAILING HEALTH FOOD AND SUPPLEMENTS (Guidelines for medical practitioners) 8. Mdm Cynthia Phua asked the Minister for Health (a) what are the guidelines for medical practitioners who retail health food and supplements on a franchise basis; and (b) whether shops and clinics involved in multi-level marketing of medical and health products must seek prior approval or register with a medical watchdog body.”
“Sir, I would like to ask the Senior Parliamentary Secretary who were the employers and industries that were involved with WDA in this project, and how were they selected. What are some of the workforce development best practices around the world on which this particular model was supposed to have been benchmarked against? Can the Senior Parliamentary Secretary enlighten the House as to what are some of Singapore's workforce specific development needs? And how are these needs being addressed by this particular programme?”
“Sir, with regard to the Minister's answer that the philosophy of teaching is a service of love, I certainly support. I am just wondering whether the Minister has gotten the support and understanding of the teachers' union in this respect.”
“Sir, I have two supplementary questions for the Minister. Following an earlier supplementary question, with regard to involvement in unstructured activities, I think, inevitably, the teaching staff as well as non-teaching staff may be involved if they are required to help to organise some of these ad hoc activities on Saturdays. In the event of this, how would the teaching and non-teaching staff be compensated? My second question is: how can MOE more actively promote a partnership of school CCAs with the community so as to better reinforce the sharing of infrastructure facilities?”
“Mr Speaker, Sir, I have three supplementary questions for the Minister. One is that it was reported in the papers by Senior Minister that there is an indication by Mr Abdullah Badawi for an issue-by-issue negotiation of our outstanding issues. I would like to ask the Minister whether there was this preferred indication in the past and, if not, why are we conceding to this request. The second question would be: with this shift in negotiation from a total package to an issue-by-issue approach, would there be an impact on the outcomes of our settlement and would it be against the interest of Singapore in any way? The third question would be: how can we ensure that agreements reached between leaders would be kept in good faith subsequently?”
“Sir, I have not served National Service. But I am interested to know whether the nurturing of character development is part of the programme during the course of National Service training. And if indeed it is, would the shortening of six months in any way compromise the continuous training of this aspect of the training for the National Servicemen? RAdm Teo Chee Hean: Sir, character development is an important part of National Service training. It is certainly a critical part of the training of our commanders, particularly of our officers. I think all parents know that their sons go into National Service as boys and come out as men ready to defend the nation. Will the six-month cut affect that? Of course, from a purely defence point of view, I would like to have as long a time as possible, but it is incumbent upon the Ministry of Defence when we have a National Service system to ensure that the length of National Service is always sufficient to meet our defence needs but, at the same time, it is not longer than it is necessary for our defence needs, and that must be the primary consideration.”
“I would like to ask the Minister to what extent have collaborative efforts been mounted in schools to educate girls and boys on the issue of drugs. Assoc. Prof. Ho Peng Kee: Certainly, Sir, working with schools has been an approach that has been adopted all these years. In fact, a collaborative approach is taken. CNB and Police officers are tasked to go to schools not just to address the drug problem but also the juvenile delinquency problem. Over time, experienced officers go there to reach out to the youths. Certainly, going to schools to talk to students about this problem to deter them is an important approach which we will continue to take. MINISTERS ON PENSION SCHEME 8. Mr Steve Chia Kiah Hong asked the Deputy Prime Minister and Minister for Finance what is the justification for keeping Ministers on the pension scheme when all other public and civil servants have been converted to the Central Provident Fund scheme.”
“I would like to ask the Minister, with regard to the fact that we are trying to encourage more students to pick up Mandarin by making the Chinese Language easy, what kind of programmes will be put in place to ensure that certainly the level of interest, the standard of Chinese as well as the number of Singaporeans being schooled steeply in the language, will continue to be sustained and, if not, grow over the years.”
“I would like to ask the Minister how long it will take to work out the criteria.”
“(3) If the answer to point (1) above is in the negative, would a group of untrained, unqualified soldiers - officers no doubt - be adequate to understand and adjudicate over arguments on issues of laws or procedures or evidence, as may be raised by counsels from time to time? Should we not consider that where a panel court martial sits, that only officers, regardless of rank, with university degrees, be appointed to sit as members to better ensure their comprehension of laws and legal arguments which may be placed before them by counsels for determination? While it seems that this suggestion does sound prejudiced and is biased against non-degree holders who concededly may be good officers, it is at least a starting point, as a line has to be drawn somewhere and, as we all know, legal arguments and applications are not necessarily the easiest of theory to understand at times. Sir, I urge the Minister to consider my inputs before the Bill is passed. On this note, I would like to support the amendments in the Bill.”
“Such an introduction of "panel court martial" may undermine the quality of courts martial hearing, since it is being deprived of the benefits of having either a "qualified person" presiding or having the assistance of a Judge Advocate being present. It would also be open to public allegations or give the perception that it is not objective enough - own Singapore Armed Forces personnel judged by their own officers. As it is, the Singapore Armed Forces Court Martial Centre, though an open court, is situated within the premises of a camp and not many public members are aware of it being an "open court" as such. To have a whole court's tribunal members consisting only of Singapore Armed Forces officers and without a "qualified person" currently, generally, being District Judges, as with the proposed "panel court martial", would be a move towards enhancing the public's notion that the military court martial is not necessarily a very objective tribunal. Justice, it had been said, must not only be done but seen to be done! Sir, I would like to highlight the following concerns: (1) Does the Director, Legal Services, of the Singapore Armed Forces, propose that all mentions and hearings of cases where the accused is represented by counsels be directed to be presided and adjudicated by a judge court martial? (2) If the answer to point (1) above is affirmative, does it transpire that the accused who is too poor to engage private defence counsel, as a consequence of which the case would be heard by a panel court martial without a "qualified person" and as such he would be prejudiced by the case being determined by a tribunal of "lesser" quality?”
“Mr Speaker, Sir, I note that the principal change, by way of introduction to the current system of general court martial, is per clauses 80A and 81. The amendment specifies the introduction of either a judge courts martial (clause 81(1)(a) or panel courts martial (clause 81(1)(b)) and where only a judge courts martial would have a "qualified person" as defined by the Legal Profession Act. Does this mean any panel courts martial (convened under clause 81(1)(b)) would constitute entirely military officers with no training whatsoever in law or procedure? Sir, I am of the view that this is inappropriate as it would be no different from a summary hearing by either the junior disciplinary officer or senior disciplinary officer sitting in camp, save for the number of officers present to determine the guilt and sentence. Moreover, unless the Director of Legal Services otherwise directs (per clause 81(10)) that a "judge court martial" be convened whenever an accused is represented by counsel, it could mean that the charge to be filed by general court martial shall always be tried by a panel court martial, without any "qualified person" to determine on law or disputes on procedures as counsels may deem fit to address in court. Sir, I am of the opinion that army officers, albeit as a team, would be inadequate to judge or determine on such legal arguments or points as addessed by counsels. Where an accused elects trial by a court martial as opposed to summary hearings, very often, such decisions may be due to a strong belief, whether rightly justifiable or otherwise, that a court martial presided over by a "qualified person" or judge advocate is fairer or correct than an officer or team of officers untrained at law.”
“Sir, beyond this, I urge the Government to recognise and support our womenfolk as they make more incisive and deeper inroads in their decision-making process so that the right things get done as in item 5 of this Bill. On this note, I support the Bill.”
“One other issue that we need to be concerned about is when the Singaporean mother, who after acquiring the Singapore citizenship for her children from overseas, may choose to continue staying overseas with their families. Given this scenario, does the proposed amendment provide for conditions that stipulate the requirement to return and reside in Singapore for the citizenship granted? Sir, would the current condition that a Singaporean citizen may be deprived of his/her citizenship if he/she has been ordinarily resident outside Singapore for a continuous period of 10 years, and during the period has not returned to Singapore, also apply to this group of foreign children? Also, for these overseas children, who have stayed for a long time overseas, are there plans to require them to demonstrate awareness of the Singapore culture, the way of life and in certain cases, linguistic proficiency in any of the four official languages? This is necessary to ensure that we can re-integrate active returnees into our Singapore society. Sir, just as many Singaporeans have welcomed the proposed amendments with respect to citizenship conferment, many would like to better understand the rules and conditions. What steps would Government take after the Bill has been passed to facilitate public awareness? Would the Government mount an educational programme in its outreach to Singaporeans, both local and overseas? Sir, the Government has taken big steps in the last few years to accord to women more privileges on their rights upon their persistent calls. This can be seen in the redress on the quota for female medical graduates and today, the amendment in this Bill. There is one more item that should be addressed and, that is, accord similar medical benefits to women civil servants.”
“Sir, I join my parliamentary colleagues in support of this Bill and applaud the Government for the long-waited but certainly positive response. As the Government has put it, never mind the waiting, so long as there are results. Many have asked what triggers this change of mind with regard to the amendment. Is it a number game with respect to increasing a declining population? Or it is to grant and restore equality to women, the same right and privilege granted to the men under the Constitution? Never mind that it could be for both reasons. However, some Singaporean women have commented that the changes must be for the right reasons, and not for some purposes. Sir, in particular, the amendment to item 5 has been long debated and awaited. Singaporean women have given their thumbs up for what they call history in Singapore. Going forward, there are issues to tackle especially such as how to facilitate an effective understanding and implementation of the changes to a fundamental constitutional right. Sir, I would like to raise several points for clarification. One of the issues is Government's stand on dual citizenship or foreign nationalities. Another issue has to do with the Government's stand with respect to fulfilment or performance of National Service by these children born of foreign fathers. I understand that these issues can be difficult, complex and even emotional. So, it is paramount that our Government introduces consequential amendments quickly to the respective laws so that Singaporeans can be clear about their obligations and decide appropriately and quickly on the citizenship issue for their children in such predicament.”
“I would like to ask the Minister what recourse would the Singaporean spouses have if they are caught in such a situation with regard to the foreign wives not being able to come to Singapore.”
“Can I ask the Minister how will the deployment of train marshals be carried out such that it will not cause undue alarm among commuters?”
“I would like to ask the Minister to update us on whether there are any guidelines, or legislation, that will be passed to address this issue. Also with the emergence of contingency workforce, how are we reviewing the application of basic benefits, eg, medical, that can be extended? It is important for companies to note that flexible work arrangement can only succeed if it is not imposed or exploited. According to a report released by MOM last year, about 37,000 people in Singapore were reclassified as temporary or part-time employees. This recorded a 50% jump from the number recorded in 1998. Therefore, I urge the Ministry to come up with a framework to facilitate flexi-work. 1.00 pm Sir, in addition to short working-term or part-time working, flexible arrangements come in other forms. They include job sharing, employing agency workers as well as teleworking. Would the Minister like to comment on how such forms of flexi-work arrangements are being promoted to Singapore companies and Singaporeans? Lastly, may I submit to the Minister the following for consideration: (1) To mount a national workshop-cum-seminar with HR practitioners and the industry on flexible work practices and the flexible workforce for the new economy. This will also lend credence to part-time and short tenure vocations for job seekers, casting an entirely new workforce and a new mindset among employers with regard to flexi-work and a flexi-workforce; (2) To promote and showcase the various forms of flexi-work practices to Singapore companies and Singaporeans; and (3) To organise forums and conversations to discuss the challenges posed by flexi-work practices and the solutions to address them. Employment”
“More specifically, as we pursue a "A Great Workforce - A Great Workplace" for Singapore, I would like to ask the Minister if there are plans to study the problems in depth by a Taskforce on the Prevention of Workplace Bullying and to make specific recommendations, even changes in the employment laws, or even to propose for every workplace or organisation a Work Charter on Employee Dignity or some form of anti-bullying policy. Flexible Workplace My last cut is on a flexible workforce. Sir, as a result of the demographic shift in our workforce and population, we have to consider the implication of any policy, in terms of manpower in sourcing and utilisation. For example, we increasingly have to focus our attention on re-deploying the displaced older workers into new industries. In this, we can actually utilise their experience and maturity in infant care and children development centres as well as senior care, including the aspects of health and social concerns. I urge the Ministry to look into preparing this mature workforce with the skills and knowledge for this kind of jobs. Sir, on another aspect, I would like to dwell on flexibility as a way of widening the labour market. Last year, the Enhancing Human Capital Sub-committee highlighted the need to grant companies the discretion to implement work schedules, so that employers can better optimise the use of their manpower resources. In relation to this, may I ask the Minister whether there is a corresponding review of the employment legislation which often limits the implementation of flexible work arrangements. At the same time, the sub-committee had also highlighted that organisations should not use flexible working practices to exploit employees.”
“Sir, I am concerned about the issue of workplace bullying which has been on the rise and reported in the local media. If left unchecked, practices of workplace bullying will have irreparable and serious repercussions on both the victims and organisation. For the victim, workplace bullying causes indescribable pain and suffering that can lead to severe stress and, in extreme cases, suicide. For the organisation, workplace bullying results in negative and destructive organisational effects, often resulting in reduced commitment, poor morale, and productivity to the organisations. Such behaviours of bosses, managers, supervisors and their perpetrators at the workplace bullying have a social cost and may even work against Singapore's push to attract investments, and to create "A Great Workforce". Employers know that the labour market is a buyer's one. As such, some of the more ruthless among them will have no qualms about asking their retained employees to take on additional workload under threat of the sack if they refuse to do so. Sir, I would like to ask the Minister, besides MOM's labour relations conciliation service, whether there are other ways by which the Ministry can look into grievances relating to workplace bullying. Given that the Employment Act does not cover employees in managerial and executive positions, in what ways can the Government lend a helping hand to those in management positions who may be subject to unreasonable behaviour of their bosses?”
“Will MOM consider a framework that showcases this corporate citizenship role in a more focused and holistic manner? Sir, given the strong commitment of MOM to uplift Singapore's HR practices, it is so important for MOM to engage HR practitioners in more visible ways. I would like to ask the Minister how MOM intends to strengthen this partnership with the HR fraternity to help achieve MOM's vision, particularly in the context of a new workplace with uncertainties and an increasingly ageing population. Yesterday, in his reply on how he will tackle job challenges, the Minister has given a very pro-NexGen response. He does not think that it is appropriate to legislate to protect the above 50s in their job fit. My offer to him is to capitalise on the HR fraternity to be the surrogate care taker or bridge builder. In this respect, can I ask the Minister whether he will support such an HR fraternity initiative in a more structured manner with MOM? Quality Workforce My second cut is on quality workplace. Sir, I support MOM's vision of "A Great Workforce - A Great Workplace" for Singapore. And I quote from MOM's definition of a great workplace at the organisational level, and that is, it should balance "against a single-minded push for competitiveness that sacrifices worker rights and well-being in the process". This entails the intangible aspect of how employers or immediate supervisors treat their employees. When dwelling on quality workplace, we should not just be keeping to the obvious with regard to the physical environment. For what the eyes see not and the ears hear not, we must be prepared to sense, so that truly, we are propagating a culture of a great workplace. From the hardware, we must move on to the software.”
“Sir, beyond the company confines, the HRs have a role in the new workplace, characterised by temporary employees and short employment contracts. The new workplace calls for employable workforce which necessitates engaging them in a lifelong training process. So in the transition of the workforce from job to job, HR practitioners can involve themselves as the bridge for this transient workforce to transit to the next job. HR practitioners must see themselves as active agents of the new workplace engaged in nurturing the employability of the transient workforce, and see themselves as the bridge builder, surrogate care taker or matchmaker of the job lifeline. The exemplary employer shall be the one that takes on this caring social responsibility of being interested to take part in the employability of the departing employee. This is beyond retrenchment and severance payments and the model HR practitioners and employers are those who can distinguish themselves with such corporate values of care for the corporate citizens. Central to the recommendations of the ERC is the enhancement of Singapore's human capital and the pivotal role which human resource management plays in enhancing Singapore's strategic standing. In this respect, the HR function has been redefined to represent the interface between the labour force and the Singapore economy so as to create value out of people. Extending beyond this mission, I therefore beseech the Minister to consider a partnership with the HR fraternity to develop this concept of engaging HR practitioners as the bridge builder and surrogate care taker of corporate citizens in the new workplace beyond their traditional HR role. Sir, the HR professionals are well poised to take on this challenge.”
“I suppose I am saying that they rather fall in love back home and keep up their regular correspondence with their sweethearts or lovers over there, rather than fall in love here and create possible difficulties for themselves. So for certain instances, we do want to be somewhat opaque. Mr Speaker, Sir, I will pause here for further cuts.”