CHIEF WELCOMES NEW RECRUITS

The Office of Censorship officially welcomed its new hires on Friday the 3rd of November 2017 with an in-depth introduction into the structure of the organization. Each Divisional Heads presented the functions, roles and objectives of the respective divisions.

The Office of Censorship was established under the National Executive Council’s (NEC) Decision No: 38/89 – dated 18th March, 1989. Prior to the decision, the censorship function was with Bureau of Customs (PNG Customs Services). However, Parts IV & V of Customs (Prohibited Imports) Regulation Charter 101 was repealed to enable the establishment of the Office of Censorship.

On 4th December, 1989, National Parliament passed “Classification of Publication (Censorship) Act’’with an absolute majority vote which enabled the creation of the Office of Censorship. On 18th December 1990 the establishment structure of the Office approved with a staff ceiling of twenty (20) positions, however, only six positions were filled in 1990 through the revitalisation exercise carried out by the National Government.

The Office has gone through establishment restructure in 2011 & 2015 which saw the approved establishment of sixty (60) positions.
In September 2017, there was a mass recruitment of thirty five (35) new hires on top of the existing twenty five (25) staff bringing the current manpower strength to sixty.

According to the Chief Censor Mr Steven Mala, the main objective of this major recruitment was to engage young intellectual minds who can be able to relate easily with technological changes and can be able to achieve better results to the growth of the organization.

Amongst other things, the Chief Censor challenged the new recruits to be punctual and to maintain a high standard at their work place. He further elaborated that interaction between new hires and existing staff is of paramount importance to develop cordial working relationship and to share knowledge and learn from each other.

Mr Mala also stresses the importance of customer service when attending to our clients. He advised staff not to tell a client to come the next day because the particular officer is not available. The cultural tendency in the Public Service for clients to come next day due to the unavailability of a particular officer should not be practised in the organisation.

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