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PERFORMANCE MANAGEMENT AND DEVELOPMENT SYSTEM

PERFORMANCE MANAGEMENT AND DEVELOPMENT SYSTEM. FOR PUBLIC SERVICE STAFF ( Salary level 1 to 12) INSTITUTION - BASED. Agenda. INTRODUCTION PURPOSE PERFORMANCE AGREEMENT PERFORMANCE REVIEW ANNUAL ASSESSMENT INSTRUMENT RATING TABLE & DEFINITIONS INCENTIVE BONUS POLICY

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PERFORMANCE MANAGEMENT AND DEVELOPMENT SYSTEM

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  1. PERFORMANCE MANAGEMENT AND DEVELOPMENT SYSTEM FOR PUBLIC SERVICE STAFF ( Salary level 1 to 12) INSTITUTION - BASED DESIGNED BY HRM&D

  2. Agenda • INTRODUCTION • PURPOSE • PERFORMANCE AGREEMENT • PERFORMANCE REVIEW • ANNUAL ASSESSMENT INSTRUMENT • RATING TABLE & DEFINITIONS • INCENTIVE BONUS POLICY • COMMON ERRORS WHEN FILLING REPORTS DESIGNED BY HRM&D

  3. Introduction • WHY A NEW SYSTEM • To be in line with other Departments • To evaluate the performance of employees on an equal basis • PURPOSE • To provide more clarity on the filling of the performance reports DESIGNED BY HRM&D

  4. Overview • PEFORMANCE AGREEMENT • contract • Period • PERFORMANCE REVIEW • Verification • Only once’s in September • ANNUAL ASSESSMENT • Verification • Assessment of work done PERFORMANCE DEVELOPMENT PLAN DESIGNED BY HRM&D

  5. PERFORMANCE AGREEMENTAPPENDIX “A”SELF ASSESSMENT AGAINST THE PERFORMANCE WORK PLAN (TO BE COMPLETED BY THE EMPLOYEE) DESIGNED BY HRM&D

  6. PERFORMANCE REVIEWAPPENDIX “A”SELF ASSESSMENT AGAINST THE PERFORMANCE WORK PLAN (TO BE COMPLETED BY THE EMPLOYEE) DESIGNED BY HRM&D

  7. PERFORMANCE REVIEW • Summarized self assessment against work plan (to be completed by employee together with appendix A) School finances administered I was responsible for 90% of all correct payments to service providers. I also managed to collect all school funds. I even managed to obtain some donations for the renovation for the school hall and bathrooms. I also managed to assist my colleague with the capturing of learner records and examination scripts. DESIGNED BY HRM&D

  8. PERFORMANCE REVIEW • Summarized self assessment against CMC/GAF framework (to be completed by employee together with appendix B) Work output My standard of performance is very high as well as the accuracy level because I managed to do my own work excellent and in record time. I also assist my colleague with the capturing of learner records and examination scripts. Performance assessment by reporting officer (to be completed by the supervisor) achievements according to key result areas School finances administered • She is a hard worker and her performance is high • assessment of core managerial competencies or generic assessment factors DESIGNED BY HRM&D

  9. ANNUAL ASSESSMENT INSTRUMENTAPPENDIX “A”SELF ASSESSMENT AGAINST THE PERFORMANCE WORK PLAN (TO BE COMPLETED BY THE EMPLOYEE) DESIGNED BY HRM&D

  10. ANNUAL ASSESSMENT INSTRUMENTAPPENDIX “B” SELF ASSESSMENT AGAINST THE CMC’S OR GAF’S (TO BE COMPLETED BY THE EMPLOYEE) DESIGNED BY HRM&D

  11. RATING TABLE & DEFINITIONS • UNACCEPTABLE PERFORMANCE -1 • Performance does not meet the standards expected for the job. The review/annual assessment indicates that the jobholder has achieved less than fully effective results against almost all of the performance criteria and indicators as specified in the Performance Agreement, Work plan and CMC’s or GAF’s • PERFORMANCE NOT FULLY EFFECTIVE -2 • Performance meets some of the standards expected for the job. The review/annual assessment indicates that the jobholder has achieved less than fully effective results against more than half of the performance criteria and indicators as specified in the Performance Agreement, Work plan and CMC’s or GAF’s • PERFORMANCE FULLY EFFECTIVE -3 • Performance fully meets the standards expected in all areas of the job. The review/annual assessment indicates that the jobholder has achieved as a minimum, effective results against all of the performance criteria and indicators as specified in the Performance Agreement, Work plan and CMC’s DESIGNED BY HRM&D

  12. RATING TABLE & DEFINITIONS • PERFORMANCE SIGNIFICANTLY ABOVE EXPECTATIONS -4 • Performance is significantly higher than the standards expected of the job. The review/annual assessment indicates that the jobholder has achieved better than fully effective results against more than half of the performance criteria and indicators AND fully achieved all other performance criteria and indicators as specified in the Performance Agreement, Work plan and CMC’s or GAF’s • OUTSTANDING PERFORMANCE -5 • Performance far exceeds the standards expected of the job. The review/annual assessment indicates that the jobholder has achieved better than fully effective results against ALL the performance criteria and indicators as specified in the Performance Agreement, Work plan and CMC’s or GAF’s AND maintained this achievement in all areas of responsibility throughout the performance cycle. DESIGNED BY HRM&D

  13. INCENTIVE BONUS POLICY DESIGNED BY HRM&D

  14. DO’S/DONT’S WHEN FILLING PERFORMANCE REPORTS • Do sign all the performance instruments before you submit • Do keep copies of all the performance instruments you submitted • Do not use correction fluid [tippex] on any performance instruments • Do not provide one statement sentences under your KRA’s or under a CMC/GAF if your score is higher than 100% • Do elaborate on your achievements in order for the Moderating Committee to weigh the scoring against your achievements • Do use the correct CMC/ GAF’s and weights for your salary level • Do ask for assistance if something is not clear DESIGNED BY HRM&D

  15. ROLES AND RESPONSIBILITIES • SUPERVISORS • Explain development of Performance Agreement to all employees under their supervision • Develop a Performance Agreement JOINTLY with each employee • Clarifies objectives of unit, its clients, job descriptions, KRA’s, CMC’s, GAF’s, performance measures and performance rating method • Assist employees to identify and incorporate training needs for capturing in Personal Development Plan (PDP) • EMPLOYEES • Clarify with their immediate supervisor the dates and process for developing and submitting their Performance Agreements • Develop draft PA • Present to supervisor for joint agreement on final PA DESIGNED BY HRM&D

  16. ROLES AND RESPONSIBILITIES • HEAD OF HR DEVELOPMENT • Incorporate identified training needs into Training and Development Planning of Department • Develop and implement Departmental Workplace Skills plan in co-operation with HRM component • MODERATING COMMITTEE(S) • Monitor consistent and realistic application of performance management to employees on same level • Refer deviations from norms/standards back to supervisors • Detect potential problems and identify interventions • Review overall assessment scores • Recommend reward levels and remedial action for performance and non performance respectively DESIGNED BY HRM&D

  17. Where to Get More Information • ALL THE PRO-FORMA TEMPLATES OF THE PERFORMANCE AGREEMENT, PERFORMANCE REVIEW, ANNUAL ASSESSMENT INSTRUMENT IS AVAILABLE ON • http://intranet.nwpg/departments/deptedu/default.asp •  FOR ANY ASSISTANCE KINDLY CONTACT: MS S DE MEYER [018] 299 8256 MS A APRILS [018] 299 8251 [POTCHEFSTROOM AREA OFFICE]  MS G NOMANDLA [018] 299 8243 [M/HILSS & MATLOSANA AREA OFFICES] MS RS MOKGOSI [018] 299 8249 - TRAINING DESIGNED BY HRM&D

  18. PMDS THANK YOU!! DESIGNED BY HRM&D

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