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Performance Management in BCS: Policies, Process and Tools

# 1.3. Performance Management in BCS: Policies, Process and Tools. Performance Management Policies. Promote merit, productivity and morale Enable fairness in career advancement Organisational and individual effectiveness Positive performance culture PCS Manual 8.1.

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Performance Management in BCS: Policies, Process and Tools

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  1. # 1.3 Performance Management in BCS: Policies, Process and Tools

  2. Performance Management Policies • Promote merit, productivity and morale • Enable fairness in career advancement • Organisational and individual effectiveness • Positive performance culture • PCS Manual 8.1

  3. Performance Management Executives • Secretaries to the government • Once a year by RCSC (also Reviewing Authority) • Tools: Appraisal Form for Secretary & Feedback form • Appraisal Form completed by concerned Minister? • Other Executives • (Heads of Organisations, Agencies, Institutes, Regional Heads, Dzongdags, Dungpas and Drangpons of Dzongkhag/Dungkhag Courts) • Once a Year by the manager(eg RIM director appraised by Chairman) • Tools: Executive Appraisal Form and Feedback Form

  4. Performance Management: General Cadres • Phase 1: Work Planning and Review Phase • Beginning of the cycle • Manager and employee jointly identify Performance Outputs and Competencies for the next six months • Tools: Work Planning and Review Form • Managers monitor progress, give informal feedback and keep notes of contributions made • At the end of six months, they sit again and plan work for the next six months

  5. Performance Management: General Cadres • Phase 2: Summative Review (At the end of cycle-one year) • Employee completes self rating on Outputs and Competencies (Work Planning Forms) • Job Description, employee rated Work Planning Forms and subordinate feedback Forms (for managerial and supervisory positions only) are completed and submitted to manager • Manager compiles his notes and goes through the employee ratings

  6. Performance Management: General Cadres • Phase 3: Performance Appraisal • Employee and manager sit together and review past performance (give formal performance feedback) • Manager gives his/her ratings on Outputs and Competencies (using given rating scale) • Employee agrees and signs. If no agreement employee can appeal to higher authority: PCS- (8.7.1) • Use Work Planning Forms to plan for next six months • Manager compiles ratings. Awards performance increments according to the provisions • Submits to Head of Agency for approval. • Head of Agency can institute a review if he/she feels that review was done done properly-PCS Manual 8.5

  7. Performance Appraisal: Principles • Development based-forward looking • Performance based and not the person • Objectivity in ratings • Transparent

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