Figure 1: Range of learning experiences to support the development of AOs (Reproduced from PSD, 2023) AOs could be posted to private sector companies to better understand businesses and markets, or to the various statutory boards and government-linked Companies. They could also work in other non-Civil Service organizations such as international organisations, and non-profit organisations, or even abroad. Subject to performance, they may also be appointed as directors on the boards of government-linked companies and statutory boards (PSD, 2023). As the AOs are responsible for developing and implementing national policies in consultation with the political leadership, there have been criticisms that they do not have sufficient knowledge on the ground. Therefore, AOs are invited to participate in the Community Attachment Programme (CAP) as part of their milestone training programmes to allow them to appreciate the issues on the ground and needs of the citizens, as well as the role of the grassroots organisations in engaging the residents on their well-being and concerns. AOs will also be required to attend milestone training programmes at the Civil Service College (CSC), the main training institute of the public sector at key stages of their career to equip them with skills and knowledge on policy implementation so that they can take on higher-level appointments. In addition, through the training, they will also be able to network with their peers from other agencies and with key public sector leaders. In addition to local training, they are also sent for study visits abroad to gain exposure and understanding of the political, economic and social developments in the region and the world and learn from leaders from other countries. Each AO will be mentored by a more experienced officer who will guide their personal and professional development in the Administrative Service. They will also be supported by expert coaching to facilitate their professional development. Directors of the departments in Singapore are relatively young in their mid-30s. The top-performing AOs will take up permanent secretary positions in the end. By their mid-30s, if the AOs’ estimated potential is less than deputy secretary of the ministry, he or she would usually be asked to leave the service (Neo & Chen, 2007). A clear benefit of the AS is that AOs’ remuneration sits in a different, higher pay scale, and is not tied to any ministry, hence facilitating a tight network of high-calibre talented officers enabling effective inter-ministry and inter-agency coordination (McNulty and Kaveri, 2019).With the increasing adoption of the whole-of-government approach, AOs are also involved in inter-Agency Project Teams to collaborate with and learn from senior leaders and peers across the Public Service through inter-agency project teams such as in whole of government collaborations like the Singapore Youth Olympic Games and Climate Change Network and whole-of government (WOG) networks such as the Multi-ministry Taskforce on Covid-19 (Lee, 2017; Lee, 2020). By involving in these networks, AOs will be able to provide WOG / strategic perspectives, with the ability to “connect the dots”, and synergise and integrate work across different sectors, by leveraging cross-agency networks and experience.Previously only returning PSC scholars who had completed the 4-year Management Associates Programme and assessment will be considered and appointed as AOs. In recent years, to navigate a more complex and fast-changing environment, the Public Service needs a diversity of strengths and perspectives in the leadership ranks. Therefore, it has opened applications to Singaporeans (in-service and mid-career switchers) who have an outstanding career history, a proven track record of leadership qualities and the desire to contribute to the nation.134
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