TRAINING PROGRAMME ON STAFF PERFORMANCE MANAGEMENT SYSTEM

About Lekma, News — January 13, 2015 at 2:40 pm Print This Post Print This Post | Email This Post Email This Post

TRAINING PROGRAMME ON STAFF PERFORMANCE MANAGEMENT SYSTEM As part of the on-going restructuring of the Local Government Service, all staff of Metropolitan, Municipal and District Assemblies (MMDA’s) are to be assessed twice in a year by their supervisors. Non performing staff will be sanctioned while staff that deserve some capacity building training will be trained to further enhance their work. Heads of departments and units of the Ledzokuku-Krowor Municipal Assembly (LEKMA) attended a two-day training workshop in the new Performance Management System in the public sector at the LEKMA Assembly Hall from 29th -30th December 2014. The objective of the workshop is to take participants through the new performance planning, review and appraisal form so that they can use it in January 2015 for all their subordinates. Mrs. Moira Nancy Ewa, the Municipal Coordinating Director, in an opening remarks before the commencement of the training gave a brief overview of what the new system of appraisal is all about. According to her, it is to ensure that all staff are accountable and put up their best at work. She added that it is also to enable Management identify staff who need training since the new system also deals with an aspect of staff management. She advised all participants to pay attention and ask all necessary questions so that after the programme, they can also impart the knowledge to the staff in their various departments and units. Mr.George Gyapani Ackah, the resource person, explained what performance management is and how different it is from performance appraisal. Reasons for the appraisal system and its benefits to both the employer and employees were also clearly stated by the resource person. PHASES IN THE PERFORMANCE MANAGEMENT SYSTEM Participants were made to understand that the whole process involving the performance management is in phases. Phase one involves performance planning and this is to be carried out in January 2015. With this phase, planning and setting of individual performance targets from the Assembly’s Annual Plan and Medium Term Plan is to be done in an interactive discussion between the supervisor and the employee. Phase two is performance execution. This is a progress review phase. Regular discussions and communication in the progress of work should take place between the employee and the supervisor. At this phase, the targets could be reviewed upwards or downwards if necessary. All these should take place in July. Phase three has to do with the review and appraisal in December. Supervisors are to evaluate employee’s performance at the end of each year. The rating and evaluation is also part of this phase. The evaluation process looks at three key areas of performance with the weight assigned against them as follows: • Performance in Targets Set – 60% • Performance in Core Competencies – 30% • Performance in Non-core Competencies – 10% With the ratings, every score (ranging from 5 as the highest to 1 as the lowest score) should have a corresponding explanation as to why that score was given. Phase four is the last phase in the process. The supervisor is to decide on a course of action, which are recognition or reward, training, promotion, career development, counseling and sanctions if necessary. Vetting of all forms shall be undertaken by the Human Resource Unit to ensure that all scorings have been done fairly in accordance with the provided guidelines and devoid of subjectivity. Again, the Human Resource Unit is to communicate annual performance results to all appraisees. A photocopy of the performance form is given to the appraisee while the original is kept in his/her file at the Human Resource Unit. AVENUES FOR GRIEVANCES Avenues for grievance resolution (appeal) for any appraisee who is not satisfied with the results or process exist. In the event that an appraisee is not satisfied with the assessment, the first place to appeal to is the Human Resource Unit. If the apraisee is still not satisfied, he/ she may appeal to the Municipal Coordinating Director (MCD) who may appoint a competent three-member

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independent committee to review the case. The unsatisfied appraisee after appeal to the MCD could also appeal to the Head of Service (Local Government Service) who may equally appoint an independent competent three – member committee to review the case. Finally, an appeal to the Head of Service, the Local Government Council would be a last resort. The council may set up an independent panel which would be chaired by a member of the council to review the case. The participants were divided into smaller groups and given tasks on the Public Service Performance Management Form. Group representatives gave their presentations and the rest of the participants asked questions and made some contributions to the presentations. The Municipal Coordinating Director, Mrs. Moira Nancy Ewa, thanked Mr.George Gyapani Ackah on behalf of the staff and Management of LEKMA for taking time off to train the participants on such an important topic. She was also appreciative to the staff for their attendance. Mrs. Ewa used the opportunity to wish all present a happy new year. AJARA SOALI (MIO)} else {

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