- 1. GTI - MombasaSenior Management CoursesIntroduction to
Performance Management Frameworkin Public Service Gabriel Lubale
Phone: 0726 934441
2. Objectives To explain the concept ofperformance
managementframework in the public service. To discuss the
challenges facingimplementation of PMF in thePublic Service. To
highlight the achievements /Milestones of PMF.2 Copyright 2012
www.gabriellubale.com 3. THEORETIC FRAMEWORK FORPERFORMANCE
MANAGEMENT 4. ManagementPlanning, Organizing, Staffing, Directing,
Controlling, Re-engineering and Budgeting (POSDCORB)Human Resource
Management Human Resource Information Systems (HRIS), Recruitment
and selection, Training and Development, Performance management,
Succession Management, Human Resource Planning,Employee Relations,
Employee Communication and Counseling, Compensation and Benefits
Performance ManagementEconomic PoliciesResult - Based Management
Copyright 2012 www.gabriellubale.comPerformance Contracting,
Rapid4Results Initiative and PAS 5. THEORETIC FRAMEWORK
FORPERFORMANCE MANAGEMENT Definition - Performance This is when an
employee accomplishes duties and produces an outcome a specified
job or activity or task during a specific time.5 Copyright 2012
www.gabriellubale.com 6. THEORETIC FRAMEWORK FORPERFORMANCE
MANAGEMENT CONTD Definition Performance Management This is the
total system of gathering information on performance,
Reviewing/evaluating performance against the set standards,
providing feedback to the individual employees, Storing information
to improve institutional effectiveness.6 Copyright 2012
www.gabriellubale.com 7. THEORETIC FRAMEWORK FORPERFORMANCE
MANAGEMENT CONTD To Introduce and manage a systematic process for
improving organizational performance by developing the performance
of individuals and teams.7 Copyright 2012 www.gabriellubale.com 8.
THEORETIC FRAMEWORK FORPERFORMANCE MANAGEMENT CONTD Purposes of
Performance Management 1.Obtain better results from the
organization, teams and individuals by understanding and managing
performance within an agreed framework of planned goals, standards
and competency requirements. 2.Establish shared understanding of
what is to be achieved. Manage and develop people in a way that
ensures that it will be achieved. 3.Align individual objectives to
organizational objectives and ensure that individuals uphold
corporate core values. 4.Act as a lever for change.8 Copyright 2012
www.gabriellubale.com 9. Characteristics of PerformanceManagement9
Copyright 2012 www.gabriellubale.com 10. The Incidence and the
Features in Performance Management Performance review Objective
setting Performance Management covers all jobs Personal development
plans Performance improvement plans Performance Management in place
for more than 5 years 360-degree feedback Competence Values
Real-time reporting10 Copyright 2012 www.gabriellubale.com 11. The
Key Questions for Performance Management 1.What do we mean by
performance? 2.How can we identify good or poor performance? 3.How
can we establish the cause of good or poor performance? 4.How can
we motivate people to perform well? 5.How do we deal with
underperformers? 6.How can we do all this fairly and consistently?
7.How do we achieve commitment from all the stakeholders?11
Copyright 2012 www.gabriellubale.com 12. Performance Management
Processes12 Copyright 2012 www.gabriellubale.com 13. Performance
Management Processes contd13 Copyright 2012 www.gabriellubale.com
14. Managing High Performing Organizations14 Copyright 2012
www.gabriellubale.com 15. APPLICATION FRAMEWORK FORPERFORMANCE
MANAGEMENT 16. APPLICATION FRAMEWORK FOR PERFORMANCE
MANAGEMENTDefinitionPerformance ManagementThe Public Service
Commission of Kenya (PSC-K) in2006 publication - Human Resource
Audit Manual.(PSC-K) lists Performance management (PM)including
Performance appraisal as a function ofHRM. The other functions of
HRM are HumanResource Information Systems (HRIS), Recruitmentand
selection, Training and development, Successionmanagement,
Harmonizing skills and functions,Human resource planning, Employee
relations,Employee communication and counseling,
Salaryadministration Management of change Compensationand
benefits.16 Copyright 2012 www.gabriellubale.com 17. APPLICATION
FRAMEWORK FOR PERFORMANCE MANAGEMENT Performance Management:
Economic policies and Implementation methodologies Performance
Management in the Public Service is anchored in the National
Economic Blue Prints. The current is Kenya Vision 2030 and the
proceeding was known as Economic Recovery Strategy (ERS) for Wealth
creation and Employment. ERS was implemented from 2003 to 2007. In
2002 General Elections President Mwai Kibaki vied on National
Rainbow Coalition (NARC) and was elected for a term of five years,
which brought to an end the supremacy of the KANU, after being in
power for 40 years without any interruption. Kenya Vision 2030 is
implemented in17 Copyright 2012 www.gabriellubale.com 5-years
phases. We are in first phase 2008-2012. 18. APPLICATION FRAMEWORK
FOR PERFORMANCE MANAGEMENTResult-Based ManagementResult-Based
Management (RBM) is thefoundation of Performance management inthe
public service. RBM is defined as aparticipatory team based
approach designedto achieve defined results by improvingprogramme
and management efficiency,effectiveness, accountability
andtransparency.(RBM Guide, Kenya 2005).18 Copyright 2012
www.gabriellubale.com 19. APPLICATION FRAMEWORK FOR PERFORMANCE
MANAGEMENTThe RBM policy framework in Kenya is based onprinciples
derived from benchmarking with theCanadian and Swedish RBM models.
CanadianInternational Development Agency (CIDA). CIDAdefined RBM as
design to improve managementeffectiveness and accountability by
involving keystakeholders in refining realistic expected
results,assessing and monitoring progress towardsachievement of
expected results, integrating lessonslearned into management
decisions and reporting onperformance.(CIDA 1996).19 Copyright 2012
www.gabriellubale.com 20. APPLICATION FRAMEWORK FOR PERFORMANCE
MANAGEMENTThe three Levels of Results for are
Outputs(Deliverables), Outcomes (Effects) and Impact.
Thesepresented as a result chain.20 Copyright 2012
www.gabriellubale.com 21. APPLICATION FRAMEWORK FOR PERFORMANCE
MANAGEMENTResult-Based Management: implementationmethodologies RRI,
P.C. and PASRapid Results Initiative (RRI), PerformanceContracting
(P.C.) and Performance Appraisal System(PAS) provide a structured
methodology for buildingand practicing Results Based Management
(RBM).This methodology was required for successfulimplementation of
the Economic Recovery Strategyfor Wealth Creation and Employment
(ERS) by thePublic Service. It is also required now us weimplement
the Kenya Vision 2030.21 Copyright 2012 www.gabriellubale.com 22.
APPLICATION FRAMEWORK FOR PERFORMANCE MANAGEMENTResult-Based
Management: implementation methodologies RRI, P.C. and PASRRI or
Rapid Results Approach (RRA) is a results-focusedlearning process
aimed at jump-starting major change efforts andenhancing
implementation capacity. RRI tackles large-scalemedium and long
term change efforts through a series of small-scale,
results-producing and momentum-building initiatives. It thepower
behind the approach is that stimulates group adrenalinwhich is
vital in overcoming inertia in 100 days!Performance Contracting is
a management tool for ensuringaccountability for results by public
officials, because it measuresthe extent to which targeted results
are achieved. After 12months since the Public official signed the
negotiatedagreement.22 Copyright 2012 www.gabriellubale.com 23.
Achievements / key milestones afterImplementation of Performance
Management 24. Results24 Copyright 2012 www.gabriellubale.com 25.
Results . contd25 Copyright 2012 www.gabriellubale.com 26.
Achievements / key milestones1. Gained Political support from the
highest offices.2. released Sector Performance Standards and
benchmarked against Key Results Areas for the various sectors of
the economy. It includes expected outcomes, performance levels,
bases for strategic plans development.3. Engaged in driving
achievement of flagship Kenya Vision 2030 projects e.g. Konza ICT
City, the Lamu Port and Transport Corridor.4. rolled out an
Information, Education and Communication (IEC) Strategy e.g.
Service Charter.5. integrated the work of the Performance
Contracting Department with that of the Commission on
Administrative Justice and the Ethics and Anti - Corruption
Commission for the purpose of enhancing service delivery e.g.
Judiciary Week etc.26 Copyright 2012 www.gabriellubale.com 27.
Achievements / key milestones contd6. On the verge to bring on
board theremaining arms the Government (Judiciaryand Parliament).
7. Simplified and made more user friendlythe performance evaluation
methodology.The evaluation methodology hasprogressed to an extent
that it is almostwholly web-based. Public institutions arenow able
to access the automatedprocessing IT platform and carry out
in-house evaluation .27 Copyright 2012 www.gabriellubale.com 8.
kept pace with global developments in 28. Achievements / key
milestones contd9. Kenya is the leader of Performance contracting
system. This is management accountability framework that has been
tested and recognized in Africa. Tanzania, Uganda, Sierra Leone,
and Nigeria seeking assisted to follow us. 10. Kenya is lead
champion in the implementation of a Performance Management,
Monitoring and Measurement guide in the Continent under the
auspices of the Conference of Copyright 2012
www.gabriellubale.com28 African Ministers of Public Service chaired
29. Challenges facing theImplementation of Performance Management
30. Challenges incidences in FY 2010/111The two corporations did
not give any crediblereasons for failing to yield to evaluation as
is therequirement for all public agencies.1. University of Nairobi
Enterprise Services.2. Media Council of Kenya.The defaulting Local
Authorities are:1. Homa Bay Municipal Council.2. Tabaka Town
Council. A visit to Tabaka TownCouncil by the external evaluators
prior to theevaluation exercise encountered a deserted station,save
for a security guard.30 Copyright 2012 www.gabriellubale.com 31.
Challenges incidences in FY 2010/111The following six (6) State
Corporations did not signPerformance Contracts.1. Kenya Institute
of Supplies Management.2. Policy Holders Compensation Fund.3.
Anti-Counterfeit Agency.4. National Council for Law Reporting.5.
Witness Protection Agency.6. Kenya Sisal Board.31 Copyright 2012
www.gabriellubale.com 32. Big QuestionIs failure to signperformance
contractand/or to submitperformance reports forevaluation is a
flagrantform of impunity?32 Copyright 2012 www.gabriellubale.com
33. Challenges i.Lack of sensitization. ii. lack of resources as
well as late release of funds. iii.sabotage by the Stakeholders.
e.g. public banking and investment sectors.33 Copyright 2012
www.gabriellubale.com 34. Challenges contd iv. lack of a well
thought-out reward system for the best performers by the
Government.v. To fulfill the requirements of the constitution,
mainly the devolvement of the system to serve County Governments,
and the imminent extension to the other two arms of the government
- the Judiciary and the Parliament.vi.To expand from the tertiary
sector to34 Copyright 2012 www.gabriellubale.com cover all manner
of public agencies in 35. Questions and Comments35 Copyright 2012
www.gabriellubale.com
