# Whole-of-Government Guiding Principles to Manage Workforce Transitions Due to Organisational Transformation and AI Adoption

- Date: 2026-08-04
- Added: 2026-09-04
- Who: Assoc Prof Kenneth Goh · Mr Chan Chun Sing
- Source: https://sprs.parl.gov.sg/search/#/sprs3topic?reportid=written-answer-23851
- sgai: https://sgai.md/debates/written-answer-23851/
- License: sgai-authored content (summaries, translations, analysis) is CC BY 4.0 — attribute and link to sgai.md. Verbatim source text (Hansard, speeches, transcripts, policy documents) remains © its original rights holders and is reproduced for reference only. Terms: https://github.com/meltflake/sgai/blob/main/DATA-LICENSE.md

## Why it matters

The Public Service has set its workforce principle for the AI transition: reskilling and redeployment come first, restructuring only where necessary, and financial support only when no redeployment is feasible.

## Summary

Nominated MP Assoc Prof Kenneth Goh asked the Prime Minister and Minister for Finance in a written question whether the Public Service Division (PSD) has established whole-of-Government principles to guide agencies in managing workforce transitions arising from organisational transformation and AI adoption, including how to balance retraining, redeployment, workforce restructuring, the preservation of institutional knowledge and operational resilience. Coordinating Minister for Public Services Chan Chun Sing, replying for the Prime Minister, said the Public Service continually reviews its organisations, functions, operating models and workforce requirements. Most transformation efforts and workforce changes are made progressively through reskilling, job redesign, redeployment and natural attrition; more significant restructuring is undertaken only where necessary, in response to fundamental changes in an agency's operating environment, mission or operating model. The governing principle is to support affected officers with care and practical assistance: as a fair and responsible employer, agencies prioritise reskilling and redeploying affected officers within their agency or elsewhere in the Public Service, and where redeployment is not feasible provide transition support such as financial support and employment facilitation. He said this approach maintains capabilities, institutional knowledge and operational resilience while the Public Service transforms to stay effective, responsive and future-ready.

## Key points

- The Public Service continually reviews agencies' organisations, functions, operating models and workforce requirements; most transformation and workforce changes are made progressively through reskilling, job redesign, redeployment and natural attrition
- More significant restructuring is undertaken only where necessary, in response to fundamental changes in an agency's operating environment, mission or operating model
- The principle is to support affected officers with care and practical assistance: prioritise reskilling and redeployment within the agency or elsewhere in the Public Service, and provide transition support such as financial support and employment facilitation where redeployment is not feasible
- The Government says this approach maintains capabilities, institutional knowledge and operational resilience while meeting future needs

## Full text

© Parliament of Singapore — reproduced for reference only.

3 Assoc Prof Kenneth Goh asked the Prime Minister and Minister for Finance whether the Public Service Division has established whole-of-Government principles to guide agencies in managing workforce transitions arising from organisational transformation and AI adoption, including how agencies should balance retraining, redeployment, workforce restructuring, the preservation of institutional knowledge and operational resilience.

Mr Chan Chun Sing (for the Prime Minister) : The Public Service continually reviews our organisations, functions, operating models and workforce requirements so that we can meet changing needs and priorities of Singapore and Singaporeans well. Most transformation efforts and workforce changes are made progressively, through reskilling, job redesign, redeployment and natural attrition. More significant restructuring is undertaken only where necessary, in response to fundamental changes in an agency's operating environment, mission or operating model.

In all organisational transformation and workforce transition efforts, the principle is to support affected officers through the changes with care and practical assistance. As a fair and responsible employer, agencies will prioritise reskilling and redeploying affected officers, whether within their agency or elsewhere in the Public Service. Where redeployment is not feasible, we are committed to providing transition support to the affected officers, such as financial support and employment facilitation assistance. This approach ensures that capabilities, institutional knowledge and operational resilience are maintained even as we strive to meet future needs.

The Public Service's purpose is to serve Singapore and Singaporeans. To do this well, agencies must continue to transform and ensure that the Public Service workforce remains effective, responsive and ready for the future, while supporting public officers through change.