Transcript Ministry of Education & Youth

The Performance Management And
Appraisal System (PMAS)
Ground Rules
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Participation by everyone
Speak what's on your mind
Have an open mind
Equality for all
No cell phones
Have a good time!!!
Workshop Objectives
• To recognize the importance of having a performance
appraisal/ evaluation programme for Principals
• Develop skills in observing and giving feedback,
listening and asking questions, for effective coaching
and improved performance
• Identify an effective interview process and have the
opportunity to practice the process in a supportive
atmosphere
Performance Management
• The means by which managers ensure that
employees’ activities and outputs are aligned
with the goals of the organization.
• Performance management is fundamental to
gaining competitive advantage and
organizational effectiveness
Performance Appraisal IS NOT!!!
• A routine, pointless form-filling exercise
checked off and forgotten
• It is not an instrument used to weed-out or
punish staff that is not performing up to
standard
Performance Appraisal Defined
• Performance Appraisal is a powerful management
tool; it is a formal assessment/evaluation of the
performance of an employee/employees; it
determines whether the employee's performance
meets the required standard of the post which
he/she occupies.
• It is designed to measure objectively and
systematically an individual’s performance with a
view for feedback and action
• It identifies the strengths & shortcomings of
employees and assist them in attaining maximum
potential
What are the components of P.M.A.S?
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Defining Performance
Measuring Performance? (Appraisal)
Providing feedback
Closing performance gap
Planning career development
Rewarding performance
P.M.A.S. Focus
• STRATEGIC
• ADMINISTRATIVE
• DEVELOPMENTAL
STRATEGIC:
- Link employees’ activities to the strategic
goals of the organization
- Assesses & deploy skills in the organization
- Conduct effective job analysis
ADMINISTRATIVE
- Compensation management
- Promotions
- Retentions/Appointments
DEVELOPMENTAL
- Diagnose strengths & short comings
- Improve performance
- Staff / Career development
NOTE
• This evaluation will determine whether the
principal’s performance meets the require
standards of the post he/she occupies.
• Identify objectively the principal’s strengths
and weakness, record significant
achievements and shortcomings
• Assess principal’s performance in an effort to
identify training needs and to assist with
career development
Purposes/Applications of Appraisal
• Creates basis for high performance
• Enhances understanding of employees’
attributes
• Assessment of training and development
needs
- Strengths
- Weaknesses
Purposes/Applications of Appraisal (cont’d)
• Guide to promotions, transfers, rewards,
terminations etc.
• Validation of personnel selection, training and
development programmes
• Provides disciplinary documentation
• Enhances communication
• Facilitates manpower planning
The Benefits Of Performance Appraisal
• Opportunities to identify and maintain
strengths.
• Opportunities to identify challenges &
improve them.
• Provides a yardstick to measure goal
achievement.
• Opportunities to develop professionally.
The Benefits Of Performance Appraisal
(Cont’d)
• Effective long and short term planning
• Effective deployment and redeployment of
staff
• Measures organizational effectiveness
• Job enrichment and morale boosting
• Monitor outputs
• Provide scientific explanation for promotion
Discussion on how the appraisal process
could produce unwanted results and how to
avoid the pitfalls
Pitfalls In Performance Appraisal
• Can be destructive to individual being
reviewed
• Can leave employees bitter, crushed, battered
• Can be detrimental to teamwork
Pitfalls In Performance Appraisal
(Cont’d)
• May foster rivalry, politics and fear
• May fail to align individual with corporate
performance
• May cause individuals to ‘play it safe’
• The measure may discourage quality
THE END