Why the HKMA?

The HKMA is the central banking institution of Hong Kong. In fulfilling our statutory mandate, our people contribute their expertise to the financial community and to Hong Kong.

While the HKMA is an integral part of the Government, it employs staff on terms different from those of the civil service to attract personnel with the right experience and expertise. The staff members of the HKMA are public officers. As a public organisation, the HKMA makes continuous efforts to streamline its work to improve efficiency and cost-effectiveness. The HKMA also aims to maintain a lean and flexible structure and, where possible, to redeploy staff resources to undertake new initiatives and meet the increasing workload.

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  • Remuneration Policies

    Pay and conditions of service for HKMA staff are determined by the Financial Secretary (FS) on the advice of the Governance Sub-Committee (GSC) through the Exchange Fund Advisory Committee (EFAC) taking into account the prevailing market rates and practices.

    Remuneration comprises a total cash package and a provident fund scheme, with minimal benefits in kind. The cash package consists of fixed pay, which is payable monthly, and variable pay, which may be awarded to individual staff members as a lump sum once a year depending on performance.

    Pay for HKMA staff is reviewed annually by the FS in light of recommendations made to him by the GSC through EFAC, taking into account the GSC’s assessment of the performance of the HKMA in the preceding year, the pay survey findings of the financial sector conducted by independent HR consultants and any other relevant factors. Any approved annual adjustments to the fixed pay or any variable pay awards for the HKMA are distributed to individual staff members based on their performance.

  • Training and Development

    We accord priority to capacity development for our staff members to cater for operational needs of organisation and staff’s career development, and increase staff’s adaptiveness to new challenges. Considerable efforts are devoted to training staff’s vertical (or job-specific) and horizontal (or general) skills in accordance with the identified individual and organisational needs.

    The training programmes were organised in-house or by the Government, other central banking institutions, local and overseas universities, consultants and training institutions.

    To facilitate staff to gain more exposure and promote cross-fertilisation of skills and experiences, the HKMA encourages staff to rotate across different job areas and offers secondment opportunities to the HKMA’s New York Office, HKMA-related organisations , other regulatory authorities, or the Government.

  • Equal Opportunities Policy

    The HKMA is an equal opportunities employer. We believe that everyone should be able to work in an environment free of discrimination, harassment, vilification, and victimisation. We are committed to full compliance with the Sex Discrimination Ordinance (Cap 480), the Disability Discrimination Ordinance (Cap 487), the Family Status Discrimination Ordinance (Cap 527) and the Race Discrimination Ordinance (Cap 602), and to ensuring that all staff comply with these ordinances. Our equal opportunities policy applies to job advertisements, recruitment, terms and conditions of employment, performance assessment, promotion, transfer, training, dismissals, grievance procedures and general conduct.

  • Work-Life Balance and Staff’s Well-Being

    The HKMA promotes work-life balance and cares about staff’s health and work safety. Regular talks on healthy lifestyles and workplace safety are organised, ergonomic furniture is provided, and indoor air quality is monitored. Annual on-site medical check-ups and flu vaccinations are arranged. The HKMA also provides an appropriate and friendly environment to support our breastfeeding staff, and sponsors a professional counselling service comprising experienced psychologists and social workers.

    Different activities are organised to enhance staff’s physical wellness, promote their sense of belonging, and foster cooperation and team spirit. Various interest classes are held for staff members and their families. Staff members have opportunities to mingle by participating in inter-organisational, cross-divisional activities such as basketball and football competitions with fellow regulators.

  • Voluntary Work

    The HKMA participates in various community events and fundraising activities organised by the Community Chest of Hong Kong, Hong Kong Red Cross and other charitable organisations.

    An HKMA Volunteer Team formed by a group of HKMA colleagues renders voluntary services outside office hours such as outings, visits and tours, and activities arranged jointly with other service organisations to offer help to people in need.

  • Conduct and Discipline

    The HKMA places great emphasis on the integrity and conduct of its staff, and expects its staff to observe an exemplary standard of personal conduct and integrity and to act in the best interests of the HKMA.

    The HKMA has issued a Code of Conduct, which provides guidance to employees on their ethical and legal responsibilities. The HKMA expects its staff to observe it at all times.

  • Post-Termination Employment Policy

    It is vital to the credibility and effectiveness of the HKMA, and in the interests of staff, that employees who move from the HKMA to other organisations are not placed in actual or potential conflicts of interest. To achieve this, the HKMA has issued Policy and Procedures on Post-Termination Employment of HKMA Staff which set out the details of the arrangements to be applied following the receipt of notice of termination of employment, the procedures for staff at the rank of Senior Manager and above to seek approval for taking up employment in Hong Kong after leaving the HKMA, conditions that may be applied to such approval, and the restrictions on contact of an official nature between a former HKMA employee and serving staff. Staff should make themselves familiar with the policy and observe the procedures.

Last revision date : 26 August 2019