Performance Management for public officers

Course Overview

Public sector organisations have recently been undergoing major reform, given the increasing demands for high-quality services by the public. As such, there is an urgent need to increase accountability, customer orientation and performance of public sector professionals, in order to provide efficient and high-quality services to the public. Effective performance management helps raise the bar for employees and connects their efforts to personal and organisational success, thus building a strong sense of ownership in the process. Research has proven that a highly engaged, high-performing workforce shows the greatest accountability to its roles and responsibilities as well as organisational growth and development. An engaged, performance directed workforce spends time on the correct things, rather than focusing efforts on unfruitful aspects. Building accountability through effective performance management is not as easy as it may seem. Leaders should not just communicate objectives and performance metrics but also help employees meet their performance targets through necessary coaching and mentoring. Regular performance feedback is key. However, there are many challenges that leaders face, including identifying the relevant performance indicators, setting appropriate and realistic targets, linking employee performance to organisational goals and showcasing this for employees to see benefit and feel accountable in their roles, etc.

Course Outline:

Performance Management – Introduction and Definitions

•          Objectives of Performance Management
•          Key Terms and Uses
•          Corporate Values and Their Importance
•          The Annual Performance Cycle 
•          Performance Management 

Establishing Effective Objectives

•          Vision, Mission, and Strategies
•          Performance Criteria – 3 Types
•          The Impact of Critical Success Factors on Performance
•          Key Result Areas
•          Key Performance Indicators (KPIs) and Units of Measure
•          Financial and Non-Financial KPIs
•          SMART Criteria – Establishing Individual Goals and Measures
•          Measuring the Semi-Tangible Factors/Competencies

Managing Performance

•          Statistics on People and Performance
•          Continuous Reviews and Assessments? Performance Gaps
•          Common Causes of Poor Performance
•          Measuring Performance – Scoring Systems
•          Tips for Improving Performance
•          Importance of Communication in Performance Management

The Importance of Coaching

•          Coaching Responsibilities
•          Benefits of Good Coaching
•          Characteristics of a Good Coach
•          Elements of a Good Coaching Session
•          Five Steps of Coaching for Optimal Performance

Conducting Effective Performance Appraisals

•          Planning Performance Appraisals
•          Preparing for the Appraisal
•          Objective not Subjective
•          Conducting Effective Appraisal Meetings
•          Common Appraisal Errors
•          Roles of Employees and Managers

Performance Management and Performance Management Systems

•          Definition of performance management
•          Components of a performance management system
•          Difference between performance measurement and performance management
•          Tools for performance measurement and management
•          Performance management and its impact on increasing accountability
•          Definition of public financial accountability

Key Features of a Successful Performance Management System

•          Alignment of performance management systems and strategies of the organisation
•          Leadership commitment
•          Work culture recognising good performance and fostering training for poor performance
•          Stakeholder involvement
•          Continuous monitoring, feedback dissemination and action from results
•          Agility to change with changing strategies and employee dynamics

Performance Management Challenges to Leaders in the Public Services

•          Changing employee dynamics and organisation structure
•          Clarity on organisation strategy and plans
•          Delayed feedback processes
•          Limited behavioural incentives
•          Lack of efficient and objective performance tracking systems

Key Performance Indicators – Essential Features of an Effective Indicator

•          Objectivity – should be quantifiable
•          Simplicity – should be recallable
•          Relativity – should relate to overall organisational goals and objectives
•          Consistency – should be of consistent importance to help identify individual and organisational progress
•          Agility – to change with change in requirement and behaviour of the organisation
•          Applicability – should indicate the next steps and action