No matter where we stand in the Force, we contribute to its deliverables and services that meet community needs. These deliverables and strategies can be summarised by the acronym, SERVICE, which stands for:

Quality	Service Orientation Effective Multi-level Policing Framework
All-	Round Police and Security Functions
High	Visibility, High Profile Policing
Robust and	Immediate Emergency and Tactical Response, Community Partnership and Focus
Professional	Ethics

Effective Multi-level Policing Framework

All- Round Police and Security Functions

High Visibility, High Profile Policing

Robust and Immediate Emergency and Tactical Response,

Community Partnership and Focus

Professional Ethics

Quality Service Orientation

Dedication to quality service and continuous improvement are one of our core values. The Force is constantly reviewing and improving its procedures, work practices, policies and upgrading its equipment and accoutrements. While SDG as a think-tank sets the policies and priorities and monitors the policing outcomes, the Force has a mechanism, in Support (SUP) Wing, to research and develop better policing and procedural practices for SDG's deliberation and decision.

SUP Wing reviews effectiveness of firearms, equipment, uniforms and operational procedures. It also examines how the Force should support relevant SAR Government initiatives such as occupational safety and health, and personal data protection. Civil litigation and proposals of legislative amendments are likewise within its parameters.

Service quality initiatives promoted in the Force are instrumental in driving cultural change and are improvement-focused. One way of powering cultural change is by organising biennial Living-the-Values Workshops for every serving officer. Work improvement teams, station improvement projects and staff suggestion schemes are instituted to drive continuous improvement.

While placing a high demand on officers delivering quality service, the Force provides strong support mechanisms to make this possible. On the human side, the Force invests extensively in developing the much-needed competencies in its workforce. The Force has a holistic human resource framework that takes care of officers throughout their career and up to and even after their retirement. In the human resource framework, there are six functions:

* Workforce planning: recruitment, succession planning and service conditions;

* Learning and development: management development and career development;

* Performance management, promotion, discipline and motivation;

* Staff relations and communications;

* Personnel services, and

* Health management.

Training and development in the Force is competency-based. The Force's competency framework includes core, functional and psychological competencies. The training philosophy of the Force is to foster a lifelong learning culture and realise the potential of its officers.

On equipment, the Force strategically develops information and communication systems and officers on the beat are linked to an array of Force support systems. Currently, Force systems are consolidated into five-pillar applications of operational support, crime investigation, human resources, organisation (Force wide) and accounting/inventory.

Further Reading (Available in the Force Library)

* HKPF (2006) "A Focused Structure to Serve the Public" in Hong Kong Police Review 2006, pp. 70-81.

"Policing in Hong Kong" Report Series 4 of 11