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OrganizationThe Sabah Forestry Department came with a new vision, mission statement and objectives of the organization to ensure that the department administration’s and management, is in line with the ‘management challenges’ in the millennium era. With the ten (10) strategic objectives, SFD believes that the department will be able to manage the state forests more effectively and effi ciently.

The ten objectives are:1. To ensure that the management and development of

Sabah’s forest reserves are in accordance with the principles of Sustainable Forest Management;

2. To optimize the utilization of forest resources in order to sustain social-economic benefi ts to the state;

3. To ensure that the development of the forestry industry, corresponds to the long term productive capacity of the state’s forest resources;

4. To ensure suffi cient trained manpower and expertise to implement Sustainable Forest Management effi ciently and professionally;

5. To intensify the R&D program and efforts towards the development and implementation of Sustainable Forest Management;

6. To conserve suffi cient natural forest areas for the protection and maintenance of the environment, water resources, soils and biodiversity;

7. To promote the rehabilitation of natural forests and the establishment of forest plantations;

8. To enhance enforcement strategies to safeguard the forest resources;

9. To increase public awareness on the importance of forests and Sustainable Forest Management;

10. To ensure that suffi cient fi nancial resources, technology, and logistical support, are available for the implementation of Sustainable Forest Management.

These will be adopted offi cially and informalised in the new year.

Quality System Manual & Procedures (MPK & ISO)The SFD MS ISO Certifi cation will be renewed when the new version of the ISO 9000 is released next year (2008). Mean while, the SFD continues running the QMS under the MS ISO 9001:2000. Any amendment regarding the system, which is stated in the quality document, will be recorded and data analysis will continue to be done by the responsible offi cers. Based on the review process on the Department’s Work Manual Procedures (MPK), there are 15 main functions that apply in the Sabah Forestry Department (Table 11.1). The functions are divided into two sub-categories namely (i) Core Main Functions and (ii) Supporting Main Functions. The new department MPK document will be released in August next year (2008).

i. Core Main Functions

1.2.3.4.5.6.7.

Forest Resource ManagementForest Management SectorSustainable Forest Management ImplementationInvestigation, Enforcement & ProsecutionForest Industry Management & ControlForest Research & DevelopmentField Operation Monitoring & Control

ii. Supporting Main Functions

8.9.

10.11.12.13.14.15.

Forestry TrainingFinancial & Expenditure ManagementPublic Service & Project ManagementForest Publication & Public RelationshipsPersonnel Services ManagementHuman Resource DevelopmentQuality ManagementICT

Process Analysis & Work ProceduresThe customer satisfaction survey, which is conducted by the Quality Management Division annually, shows that the Forestry Department delivery services had fulfi lled the quality target. The results once again prove that the SFD achieved the department quality requirement and has given good delivery services to their customers. Chart 11.1 below, shows the fi ve categories of criteria, namely (a) Services, (b) Forestry Department Staff, (c) Offi ces, (d) Communication & Public Relationships, and (e) Customer Services.

Table 11.1: 15 main functions that apply to SFD

Chart 11.1: Customers satisfaction survey chart

Note: Satisfaction Points achieved based on the Quality Objective of Customer Satisfaction was (i) Excellent 4.5 to 5.0, (ii) Medium 3.1 to 4.4 and (iii) Minimum 2.5 to 3.0.

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Based on the statistics analysis (Chart 11.2), it shows that most of (90%) departmental staff and officers, agree with these seven (7) criteria of analysis. The criteria that briefly summarises these conclusions are as follows:

• Criteria 1. Objective /Target – related with the organization vision & mission

The SFD staff and officers, agree with the vision and mission that is legislated by the top management toward the realization of Sustainable Forest Management (SFM) in Sabah, which is the main core function of the department.

• Criteria 2. Structure – the organization restructuring This study also shows that the SFD staff and officers, agree

with the restructuring program on organization which has been implemented step by step by the top management to strengthen the department’s management system and administration in line with the globalisation challenges especially in forest management. The restructuring programs were first applied in 2004.

• Criteria 3. Leadership – level of management The SFD staff also, agree with the leadership of the

department headed by the Director of Forestry and a group of senior officers with talent, innovation and integrity. This is important to ensure that the department is on the right track in implementing its tasks, which have been given by the State Government, especially in generating State revenue.

• Criteria 4. Communication – Internal Interaction between staff-officer, staff-staff

Based on the feedback results, it shows that the internal communication among SFD staff and officers are excellent. Good internal communication influences the work system environment and increases the productivity and the quality of services to the department’s customers. Any important information or message will be delivered in time, speedily and efficiently. And management problems can be solved effectively together, with the preventive action plan to avoid any repeated of non-conforming report.

• Criteria 5. Gratuity In terms of gratuity, the feedback result shows that SFD

staff and officers are satisfied with their salary and the job burden, which was given by top management. This means that SFD has the professional and trustable workers that are willing to work hard and work smart towards the realization of department’s vision and mission.

• Criteria 6. Beneficial Mechanism – interaction between systems used in the management system

SFD staff and officers also agree, with the systems and work procedures, applied in the organization. It shows that SFD staff and officers are knowledgeable, understand and experience very well, every process of work. With the guidelines and supporting documents such as MPK, ISO, and FSC auxiliary, the realization of the system and work procedures will be more efficient.

• Criteria 7. Change Of Attitude – movement of mind paradigm adopting the changes in the work concept and environment

The study result also shows that SFD staff and officers are always positive and committed on any changes, which been planned and implemented by the top management, especially on the department’s management and administration. This kind of attitude will really help the department to smoothly implement any reinventing programme, such as the long term and short-term plans toward the realization of the organization vision and mission.

Customer Counter ServicesThe Forestry Department HQ, has three (3) main service counters that function as the payment or collection counters namely, (i) Finance & Expenditure Counter, (ii) Forest Resource Management Counter and (iii) Economics, Industry & Statistics Counter. All these three counters were upgraded and have a new image with a modern and friendly concept. The Finance & Expenditure Counter is used for the collection and payment /revenue and delivery of any payment of cheques and bills to the department’s customers. The head of division for each counter, is responsible to monitor and make any necessary arrangements to the counter services.

Finance & Expenditure Counter

The Quality Management Division also conducted an internal feedback study analysis titled the ‘Organizational Identification’ which, focuses on seven (7) criteria of data analysis namely: 1. Objective/Target – related to the organization vision and

mission, 2. Structure – the organization restructuring, 3. Leadership – level of management, 4. Communication – internal interaction between officer-staff,

staff-staff, 5. Gratuity, 6. Beneficial Mechanism – interaction between systems used

in the management system, and 7. Change on Attitude – movement of mind paradigm adopting

the changes in the work concept and environment.

Chart 11.2: The organization identification study

Note: Scale of identification was (i) 1-Most Agree, (ii) 2-Agree, (iii) 3-Agree in some part of the statement, (iv) 4-Natural, (v) 5-Disagree in some part of the statement, (vi) 6-Disagree and (vii) 7-Most Disagree.

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Mr. Roslan (2nd from right) & Mr. Benard (3rd from right) together with other SHO participant while visiting the construction area at Kota Kinabalu International Airport (KKIA) being contracted by WTC Engineering Berhad

Key Performance Indicator (KPI)The KPI program that was supposed to be conducted was postponed because of the implementation of reviewing the Work Manual Procedure by the System & Work Procedures Committee (SWPC). This program maybe conducted for next year’s events. The KPI system of analysis has the integration with the work procedure and the work process flowchart, which is now being analyzed in the MPK documentation.

Occupational Safety And HealthThe Sabah Forestry Department, has established the OSH Committee by appointing two of their officers, Mr. Roslan Lalete (KQ) and Mr. Bernard Valentine (PPA), who attended the Safety and Health Officer Course (SHO) at the National Institute of Occupational Safety & Health (NIOSH) Branch at WISMA PERKESO, Kota Kinabalu. The main objective, was to implement the Safety & Health Work Culture in the departmental management, especially in high risk operations such as logging, enforcement and timber mills activities.

Economics, Industry & Statistics Counter

Forest Resource Management Counter

The SHO course is divided into four modules namely (i) Safety & Health Management, (ii) Safety & Health Act, (iii) Hygiene & Occupational Health, and (iv) Occupational Safety. The specific topics that been given in this course whose time frame that took almost one month is as follows:

i. Module 1 - Safety & Health Management• Historical Perspective • Incident Prevention• OSH Management System• Policy Organization & Arrangements• OSH Promotion, Training & Communication• Documentation• Risk Assessment & Management• IT in OSH• OSH Program• Emergency Preparedness & Respond• First Aid• Procurement & Contractor Management• Personal Protection Equipment (PPE)• Auditing• Incident Investigation & Corrective Action• Performance Measurement & Monitoring• Management Review

ii. Module 2 - Safety Health & Act• Introduction to OSH Legislation • Factories & Machinery Act 1967• Safety Regulations Under Factories & Machinery Act

1967• Health Regulations Under Factories & Machinery Act

1967• Occupational Safety & Health Act 1994• OSH (Safety & Health Officer) Regulations 1996• OSH (Safety & Health Committee) Regulations 1997• OSH (Classification, Packaging & Labeling of Hazardous

Chemicals) Regulations 1997• OSH (Notification of Accidents, Dangerous Occurrence,

Occupational Poisoning & Occupational Diseases) Regulations 2004

• Employment Act 1955• Fire Service Act 1955 & Regulations • Society Security Act 1969• Petroleum (Safety Measures) Act 1984 & Gas Supply Act

1993• Case Study• Introduction & Overview of Other Related, Legislation &

Codes of Practices

iii. Module 3 - Hygiene & Occupational Health • Overview of Occupational Health• Overview & Basic Principles of Industries Hygiene • Introduction & Fundamentals of Toxicology• Occupational Health Standard• Chemical Hazard• Chemical Safety Data Sheet (CSDS)• Classification, Packaging & Labeling • Chemical Health Risk Assessment• Chemical Monitoring • Chemical Hazard Management• Ventilation• Indoor Air Quality• Biological Monitoring & Medical Surveillance• Biological Hazard• Examination Briefing Report Writing• Ergonomic

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• Ergonomic Risk Factors• Shift Work• Mental Workload• Occupational & Psychological Stress• Physical Hazards: Noise, Radiation, Vibration, Pressurized

Environment, Thermal Stress

iv. Module 4 - Occupational Safety• Housekeeping & Physical Arrangement• Safe of Hand Tools & Portable Power Tools• Machinery Hazard• Safe Machine Operation• Safe Guarding of Machinery• Maintenance of Machine Guards & Tools• General Area Fencing• Mechanical Handling• Pressured Equipment• Welding Safety• Electrical Safety• Working In Confined Space• Manual Handling• Transport Safety Defensive Driving (Forklift)• Office Safety• Fire Safety• Construction Safety

The first Safety & Health Officer (SHO) course participants photo with Tan Sri Lee Lam Tay, NIOSH Director (front-contre) and DOSH Director (front-right), in the launching of the NIOSH new branch in Sabah.

The Occupational Safety and Health (OSH) program for SFD will be arranged by the Quality Management Division through the OSH Committee, which is chaired by Deputy Director (Development), Mr. Fidelis E.Bajau. The SFD OSH program will be based on the guidelines and formulation

from the SHO program together with the SFD experience in managing forest areas and departmental related activities. The OSH activities will be implemented based on four phases namely, (i) Phase 1 – Establishment of OSH Committee, (ii) Phase 2 – OSH Program, (iii) Phase 3 – Monitoring Processes, and (iv) Phase 4 – Management Review.

Chart 9.3: The process flow of the implementation of the OSH program in the organisation

Source: Abdul Rahman Ibrahim, SHO TMB, NIOSH, 2005