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The Performance Management And Appraisal System (PMAS)

The Performance Management And Appraisal System (PMAS). Ground Rules. 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.

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The Performance Management And Appraisal System (PMAS)

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  1. The Performance Management And Appraisal System (PMAS)

  2. Ground Rules • Participation by everyone • Speak what's on your mind • Have an open mind • Equality for all • No cell phones • Have a good time!!!

  3. 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

  4. 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

  5. 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

  6. 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

  7. What are the components of P.M.A.S? • Defining Performance • Measuring Performance? (Appraisal) • Providing feedback • Closing performance gap • Planning career development • Rewarding performance

  8. P.M.A.S. Focus • STRATEGIC • ADMINISTRATIVE • DEVELOPMENTAL

  9. STRATEGIC: - Link employees’ activities to the strategic goals of the organization - Assesses & deploy skills in the organization - Conduct effective job analysis

  10. ADMINISTRATIVE - Compensation management - Promotions - Retentions/Appointments

  11. DEVELOPMENTAL - Diagnose strengths & short comings - Improve performance - Staff / Career development

  12. 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

  13. Purposes/Applications of Appraisal • Creates basis for high performance • Enhances understanding of employees’ attributes • Assessment of training and development needs • Strengths • Weaknesses

  14. 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

  15. 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.

  16. 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

  17. Discussion on how the appraisal process could produce unwanted results and how to avoid the pitfalls

  18. Pitfalls In Performance Appraisal • Can be destructive to individual being reviewed • Can leave employees bitter, crushed, battered • Can be detrimental to teamwork

  19. 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

  20. THE END

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