Transcript Ministry of Education & Youth

The Performance
Management And Appraisal
System (PMAS)
Workshop Objectives
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To recognize the importance of having a performance
appraisal/ evaluation programme for Principals
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Develop skills in observing and giving feedback,
listening and asking questions, for effective coaching
and improved performance
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Identify an effective interview process and have the
opportunity to practice the process in a supportive
atmosphere
Performance Management
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The means by which managers ensure that
employees’ activities and outputs are aligned
with the goals of the organization.
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Performance management is fundamental to
gaining competitive advantage and
organizational effectiveness
Performance Appraisal IS NOT!!!
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A routine, pointless form-filling exercise
checked off and forgotten
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It is not an instrument used to weed-out or
punish staff that is not performing up to
standard
Performance Appraisal Defined
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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
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STRATEGIC
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ADMINISTRATIVE
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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
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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
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Creates basis for high performance
Enhances understanding of employees’
attributes
Assessment of training and development needs
Strengths
Weaknesses
Purposes/Applications of Appraisal
(cont’d)
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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
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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)
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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
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Can be destructive to individual being reviewed
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Can leave employees bitter, crushed, battered
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Can be detrimental to teamwork
Pitfalls In Performance Appraisal
(Cont’d)
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May foster rivalry, politics and fear
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May fail to align individual with corporate
performance
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May cause individuals to ‘play it safe’
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The measure may discourage quality
THE END