Reform Actions: A harmonised Performance Management System has been developed by the Federal Civil Service Commission (FCSC), Office of the Head of the Civil Service of the Federation (OHCSF) and the National Planning Commission (NPC) in 2013.
Main Achievements: The President has signed performance contracts with ministers, and the National Planning Commission (NPC) has developed Key Performance Indicators (KPIs) and Ministerial Scorecards. Also, the NPC/ Office of the Head of Civil Service of the Federation (OHCSF)/ Federal Civil Service Commission (FCSC) have formed a tripartite committee and have agreed a harmonised performance management system for the civil service with tools and templates for PMS to commence in October 2014. The performance agreement contracts signed by the president and ministers have increased the ministers’ accountability to the presidency.
Key Challenges: (a) the slow pace of putting in place a robust and credible performance management system for the entire public service;
(b) managing performance fairly and objectively and overcoming the human constraints that limited the Annual Performance Evaluation Report (APER) process;
(c) linking performance to pay and promotion,
(d) develop and implement institutional, departmental, and individual performance measures,
(e) the issue of replacing examinations with outcomes of appraisals or developing and adopting new criteria which factor outcome of appraisals in the promotion of employees,
(f) how to resolve the issue of promotion in PMS pilot MDAs when promotion examinations are still in use in non-pilot MDAs,
(g) the difficulty of applying Public Service Rules (without first being reviewed) in PMS pilot MDAs, and (h) the challenge of ensuring that all issues relating to the professionalisation of Human Resources (HR) are fully resolved.
Reference: Public Service Reforms in Nigeria (1999-2014) - A Comprehensive Review
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