Managers not doing staff performance appraisals
The lack of commitment by managers in the public service to do staff performance appraisals, has led to a drop in the implementation of the performance management system.
A recently published Public Service Commission report “End of Term and Post Implementation Report - Public Administration Sector Plan 2013/14-2017/18” identified the shortcoming amongst managers, as one of the reasons behind the failure by government agencies to implement the performance management system.
“As part of this role the Public Service Commission carried out its monitoring and evaluation activity for financial year 2017-2018 on two separate periods — with the first from August 28 to September 8, 2017 and the second June 12-22, 2018."
“The intention of the monitoring and evaluation activity looked at identifying current issues and limitations of human resources management practices and to assist ministries in improving the management of its general employees through the effective utilization of the performance management system and recruitment and selection process.”
According to Public Service Commission, while improvements were noted within certain Ministries, the overall findings showed that the implementation of the system had dropped significantly.
“This requires the undivided attention of the Public Service Commission and all agencies to seek ways in accomplishing full compliance in the current financial year (2018/2019). In light of the above findings, the Public Service Commission is coordinating and looking at strengthening efforts towards addressing the issues hindering the implementation of the performance management system, and recruitment and selection process within line ministries."
“The Public Service Commission have identified that one of the main issues for non-compliance, was due to the lack of commitment by managers to carry out the performance assessment for their staff, despite constant reminders to do so."
“It is also important to note that Public Service Commission is working on a performance rewarding policy, which will depend on the willingness of ministries to comply with the performance management system,” stated the commission newsletter.
Despite the low number of line ministries complying with the implementation of the system, the findings showed that there was a slight increase in the compliance with the recruitment and selection process.
“However, there was a lapse in proper documentation and this remains as an ongoing issue. Therefore, all line ministries were strongly reminded that proper filing and documentation is the key to ensure transparency and accountability of their recruitment and selection process,” added the commission report.