Performance Management

LEARNING OUTCOMES

Persons credited with this unit standard are able:

• To set performance goals and measures;
• To formulate development plans; and
• To monitor and evaluate performance.

COURSE OUTLINE:

PERFORMANCE MANAGEMENT IN THE PUBLIC SECTOR

• Developing a Performance Management system
• Performance Management Policies
• Managing Performance
• Regulatory Framework
• Roles and Responsibility for Performance Management

OBJECTIVES AND BENEFITS

• Key objectives

Key benefits

THE PERFORMANCE MANAGEMENT MODEL
STAGE 1:         CLARITY ABOUT THE JOB

• Job Analysis
• Job objectives
• Key result areas
• Key values.

STAGE 2: SETTING GOALS

• What is goal setting
• Who does it
• Qualities of goals
• Skill of goal setting
• Structuring of goals.
• Performance Agreements

STAGE 3: PERFORMANCE MEASUREMENT AND REVIEW

• Continuous process
• Motivation
• Regular review,
• Sample form
• Review against goals
• Self-assessment
• Give feedback.

STAGE 4: PERFORMANCE ASSESSMENT

• Checklist
• Assessing individual performance
• Discussion structure
• Reviewer preparation,
• Planning
• Focus

STAGE 5: CONDUCTING THE PERFORMANCE DISCUSSION.

• Attitude
• Preparation
• Arrangements
• Ways to involve reviewee
• Individual development
• Honor commitments
• Agree future goals
• Do’s and don’ts
• Record and follow-up.

ESSENTIAL FEATURES

• Links with other HR systems
• Top management commitment,
• Commitment behaviour
• High participation
• Training for managers and reviewees
• Be consistent
• Recognise good performance
• Reward systems
• Conclusions

PERFORMANCE MANAGEMENT SKILLS

• Interview Skills
• Feedback skills
• Coaching and Mentoring Skills

APPROACH

We propose a participative and experiential course with case studies, group discussion, role-plays, as well as analysis of relevant videos, mock presentations and interactive learning experiences. 

Action research will be encouraged in completing each participant’s Portfolio of Evidence.