PERFORMANCE MANAGEMENT AND DEVELOPMENT SYSTEM

1
PERFORMANCE MANAGEMENT AND DEVELOPMENT SYSTEM

• FOR PUBLIC SERVICE STAFF
• ( Salary level 1 to 12)
• INSTITUTION - BASED

2
Agenda

• INTRODUCTION
• PURPOSE
• PERFORMANCE AGREEMENT
• PERFORMANCE REVIEW
• ANNUAL ASSESSMENT INSTRUMENT
• RATING TABLE DEFINITIONS
• INCENTIVE BONUS POLICY
• COMMON ERRORS WHEN FILLING REPORTS

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

4
Overview

• PEFORMANCE AGREEMENT
• contract
• Period
• PERFORMANCE REVIEW
• Verification
• Only onces in September
• ANNUAL ASSESSMENT
• Verification
• Assessment of work done

PERFORMANCE DEVELOPMENT PLAN
5
PERFORMANCE AGREEMENT APPENDIX ASELF
ASSESSMENT AGAINST THE PERFORMANCE WORK PLAN (TO
BE COMPLETED BY THE EMPLOYEE)
6
PERFORMANCE REVIEW APPENDIX ASELF ASSESSMENT
AGAINST THE PERFORMANCE WORK PLAN (TO BE
COMPLETED BY THE EMPLOYEE)
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.

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

9
ANNUAL ASSESSMENT INSTRUMENT APPENDIX ASELF
ASSESSMENT AGAINST THE PERFORMANCE WORK PLAN (TO
BE COMPLETED BY THE EMPLOYEE)
10
ANNUAL ASSESSMENT INSTRUMENT APPENDIX B
SELF ASSESSMENT AGAINST THE CMCS OR GAFS (TO
BE COMPLETED BY THE EMPLOYEE)
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 CMCs or GAFs
• 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 CMCs or GAFs
• 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 CMCs

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 CMCs or GAFs
• 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 CMCs or
  GAFs AND maintained this achievement in all
  areas of responsibility throughout the
  performance cycle.
•  

13
INCENTIVE BONUS POLICY
14
DOS/DONTS 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
  KRAs 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/ GAFs and weights for
  your salary level
• Do ask for assistance if something is not clear

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, KRAs, CMCs, GAFs, 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

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

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.a
  sp
•  
•  
•  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

18
PMDS

• THANK YOU!!