Performance Management for public officers

Public sector organisations are undergoing significant reforms due to increasing demands for high-quality services. As such, there is a critical need to improve accountability, customer orientation, and performance to ensure efficient and high-quality services to the public. Performance management plays a vital role in enhancing the accountability of employees by linking their efforts to both personal and organisational success. This process helps build a sense of ownership among employees, making them more accountable for their roles and responsibilities.

Effective performance management also helps in addressing challenges such as identifying the correct performance indicators, setting realistic targets, and aligning individual performance with organisational goals. Regular performance feedback and coaching are essential to improving employee performance. However, leaders face challenges such as selecting the right performance metrics and showcasing the benefits of high performance to the workforce.

DURATION

10 days

Course Objectives

Gain a complete understanding of performance management systems and their impact on improving public sector performance.
Learn to identify key performance indicators (KPIs), set effective targets, and align individual performance with organisational goals.
Develop strategies to engage employees and foster a strong sense of accountability towards their work and the public.
Enhance the quality of public services by applying efficient performance management practices.
Understand how to upskill employees and develop a promising career in the public service sector.
Receive the necessary tools and support to handle additional responsibilities in performance management.

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 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
Empowerment of the customer–the public–through feedback systems

Factors Influencing Accountability in a Public Sector Organisation

Integrity and performance-driven work ethic and culture
Internal control systems to mitigate risks of corruption and fraud
Good leadership qualities

Ways to Improve Public Financial Accountability

Track assets and liabilities besides cash flow
Conduct overall scrutiny and analysis of all possible financial avenues
Publish public statements regularly
Plan for financial reform in a timely and organised manner

Stakeholders in Performance Management and Accountability

Management/Leaders
Employees
Human resource professionals
Media
Public and civil society

General Notes

All our courses can be tailored to participants’ needs.
Participants must be conversant in English.
Presentations include practical exercises, web-based tutorials, and group work. Our facilitators have more than 10 years of experience.
Upon completion, participants will receive a certificate from Stepsure Training And Research Institute.
Training will take place at our centers, with in-house and online options available.
Course duration is flexible, and content can be modified to fit the required number of days.
The course fee includes facilitation, training materials, two coffee breaks, and a buffet lunch. Participants are responsible for their travel expenses, visa application, and personal expenses.
Accommodation, pickup, and visa arrangements can be arranged at discounted prices on request.
Tablets and laptops can be provided for an additional cost.
We offer one-year free consultation and coaching after the course.
Group discounts of 10% to 50% for registrations of more than two participants.
Payment should be made before the training commences, as agreed upon.