Civil servants demerit system not a punitive tool, says Chief Secretary
PUTRAJAYA: The Demerit Performance Evaluation (DEEP) implemented for senior public service management is not intended as a punitive measure against officers who fail to meet the prescribed performance standards.
PUTRAJAYA: The Demerit Performance Evaluation (DEEP) implemented for senior public service management aims to improve leadership, not punish officers, says Chief Secretary Tan Sri Shamsul Azri Abu Bakar. The system is part of public service reform to enhance leadership quality among senior management. He clarified this after the 2026 Public Sector AI Seminar and AI Nexus Challenge awards.
Shamsul Azri emphasized that DEEP is not meant to punish, but to improve public servants, particularly senior management. When asked about officers failing to meet the merit threshold, he reiterated the system's purpose, stating it's not punitive but to improve. The Public Service Department (PSD) is reviewing weightings for ministerial secretaries-general to ensure the performance assessment system remains holistic and relevant.
Shamsul Azri wants the system to consider both high-impact and people-centric projects, as well as digitalisation, such as transitioning to paperless operations. Performance assessments should focus on actual outcomes and impact.
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