HPA Incentive, APEL.Q Continuation To Spur Civil Servants To Enhance Knowledge

KUALA LUMPUR, Aug 15 (Bernama) -- The introduction of the Academic Recognition Award (HPA) initiative and continuation of the APEL.Q @ INTAN initiative announced by Prime Minister Datuk Seri Anwar Ibrahim today will motivate civil servants to continue expanding their knowledge.

Universiti Tenaga Nasional (UNITEN) vice-chancellor Prof Dr Khairul Salleh Mohamed Sahari said the initiatives also provide civil servants with the opportunity to upgrade their qualifications within their respective services.

“When certain secretaries general hold the title ‘Dr’ after completing a doctorate (PhD), people recognise their reputation and credibility not only within the country but also abroad, reflecting the high calibre of Malaysia’s civil servants.

“This will help elevate the country’s image,” he said as a guest on Bernama TV’s Malaysia Petang Ini programme via Zoom today.

At the 20th edition of Majlis Amanat Perdana Perkhidmatan Awam (MAPPA XX) today, the Prime Minister announced the continuation of the APEL.Q @ INTAN initiative for 2026, with an allocation of RM1.5 million. This initiative will provide tuition fee assistance to civil servants of up to 50 per cent or a maximum of RM15,000, whichever is lower.

Meanwhile, the HPA is a one-off financial incentive for civil servants who complete higher education at their own expense during their service. The incentive amounts are set at RM1,250 for a doctorate, RM1,000 for a master’s degree, RM750 for a bachelor’s degree, and RM500 for a diploma or equivalent qualifications.

Khairul Salleh said APEL.Q offers flexibility to civil servants as the programme takes into account prior learning experience without requiring them to undertake an entire course of study.

On strategies to identify talents among civil servants and ensure leadership continuity in an organisation, he said job rotation should be implemented to allow staff to hone their skills in specific areas.

“We need to implement job rotation so that incoming talents, even if they perform well in their area of expertise or interest, are also exposed to other areas. Without job rotation, we may be denying them opportunities and may not be able to fully develop their potential,” he said.

At the same time, he also said, civil servants should be sent for training in competency, communication and leadership.

“When this is done in a structured manner, we can identify talents, build a talent pool, and nurture the next generation of leaders in the public service and in any organisation,” he added.

-- BERNAMA