Transcript Effective Performance Management in the Singapore Civil Service

Effective Performance Management
in the Singapore Civil Service
Conference on Improving Public Service
Performance in the OECS Countries in Times of Crisis
2-3 Nov 09
Outline
• Philosophy
• Performance Management Framework & Cycle
• Key Features of Appraisal System
• Staff Appraisal Process
• Key Success Factors
• Challenges
Philosophy
We start with the belief that every officer has
talents and abilities
If every officer is given the opportunity to make the
best of his/ her abilities:• The officer derives satisfaction from work
• The organisation derives maximum benefits from
its talent pool
Performance Management Framework
DEVELOP
Feedback
REWARD &
RECOGNITION
Feedback
PLAN
EVALUATE
MONITOR
Feedback
Performance Management Cycle:
Planning Stage
How?
• Set Expectations - Work Targets
• Plan Training & Development
Why?
• Strengthens commitment of supervisor and officer
• Ensures that officer understands the work plan
• Helps officer focus on priorities
• Clarifies boundaries of responsibility so that officer can
be proactive in meeting his targets
Performance Management Cycle:
Monitoring Stage
How?
• Focus on updating progress
• Regular feedback
 Principle of ‘no surprises’
• Coaching
Performance Management Cycle:
Monitoring Stage
Why?
• Supervisor benefits from:
 More control and flexibility in managing changes
 Enhanced skill as a people developer
• Officer benefits from:
 Timely feedback
 Less likelihood of unpleasant surprises
 Enhanced performance at current job
 Preparation for future postings
 Learning from experiences
 Greater independence
 Motivation to improve
Performance Management Cycle:
Evaluating Stage
How?
• A Rigorous appraisal system
• Performance and potential Assessment
• Ranking
Why?
• Fair and Rigorous Assessment
• Consolidated Feedback
• Sense of Achievement
• Motivation
APPRAISAL
An appraisal system that is fair and seen to be fair.
Evaluating Stage:
The Appraisal System
Why Appraise?
• To uncover & take stock of talent within the organisation
• To know the strengths and weaknesses of our officers
• To spot talent as early as possible
• To better deploy and develop our officers
What are Appraised?
• Performance
• Potential (CEP)
Evaluating Stage:
Potential Appraisal
What is Potential?
Currently Estimated Potential (CEP):
An estimation of the highest appointment or level of
work an officer can ultimately handle competently
Evaluating Stage:
Potential Appraisal
CEP is the key cornerstone which underpins our personnel
management system. A number of our personnel processes
rely on CEP assessment.
Examples: • Career Advancement / Promotion
• Merit Increment
• Selection for Training Awards
• Succession Planning
Evaluating Stage:
Appraisal Model
• 7 qualities grouped into 3 clusters:
–
Analytical and Intellectual Capacity
–
Influence and Collaboration
–
Motivation for Excellence
Evaluating Stage:
Potential Assessment
Potential (CEP) =
Degree of demonstration of Appraisal
Qualities
+
Assessment of officer’s potential to manifest
Appraisal qualities at higher level
+
Presence of ‘De-railers’ / Mitigating factors
Evaluating Stage:
Performance Assessment
Overall Performance Grade =
Achievement of
Work Targets
+
Demonstration of
Appraisal
Qualities
Evaluating Stage:
Performance Assessment
Individual Work Contribution:
• How well are the targets met?
 Met objectives? Met/Exceeded standards of performance?
 Timely?
 Degree of competency?
 Job scope?
• Valid assessment is dependent on target-setting process.
Evaluating Stage:
Performance Ratings
Performance Ratings
• ‘A’, ‘B’, ‘C’, ‘D’, ‘E’
• ‘D’ is a satisfactory rating
• ‘E’ is an adverse rating
Evaluating Stage:
Staff Appraisal Process
• Complete Staff Appraisal Report
• Open Section for joint discussion
• Closed Section for supervisor’s evaluation
• Conduct Ranking of officers
Evaluating Stage:
Ranking Process
Supervisors’ assessments on
Performance and CEP
Input for Dept Ranking
Input for Ministry Ranking
Endorsed at Personnel Board
Performance Management Cycle:
Developing Stage
PERFORMANCE
MANAGEMENT
CYCLE
Close Gaps
Identify Gaps
TRAINING &
DEVELOPMENT
Performance Management Cycle:
Reward & Recognition Stage
Outcomes of the performance and potential
assessments will impact:
• Promotion
• Performance Bonus
• Merit Increment
• Succession Planning
• Training Awards
Key Success Factors
• Commitment of senior management
• Perception of the appraisal system as fair
• Readiness for officers and supervisors to provide and receive
honest feedback
• Accountability of supervisors for their assessment
Challenges
• Stronger link between pay and performance
• Higher demand for a more open and transparent
system
 Greater transparency
 Clearer feedback
- Johann Wolfgang Von Goethe Treat people as if they were what they ought to be and you help
them to become what they are capable of being.
THANK YOU