Performance Management for public officers

Course Objectives:

By the end of the Employee Performance Management training program, participants will be able to:

•          A complete understanding of performance management and different performance management systems to increase performance in the public sector.
•          Knowledge of how to identify the correct performance indicators, set the correct targets, effectively link individual performance to organisational goals and objectives, thus setting up the most efficient performance management system to suit the organisation.
•          Strategies to engage employees and build their accountability towards their work, their organisation and the public.
•          Capabilities to positively impact public quality of life through improved, highly efficient, high-quality services.
•          Exposure to help one upskill self and others to build a promising career in public services.
•          The necessary support and training to handle additional responsibilities in one’s domain.

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

Key Principles for Building Accountability in the Public Sector

•          Responsibility of top management to lead by example
•          Willingness among employees to accept responsibility
•          Clear and transparent communication among all stakeholders
•          Clarity of roles and responsibilities and expectations towards the achievement of organisational goals and objectives
•          Empowerment of the customer–the public–through feedback systems