Strengthening Systems Of Employee Performance Management & Aligning To Organizational Results
Public Sector Transformation

Project Started on

Jan

2012

Project Ended on

Jan

2012

Current Status

Project status

Green
  • On Track
  • Slightly Off-track
  • Very Off-track
  • Stalled

The vision of the Government of Jamaica (GOJ) is to create a public sector that has a high performance culture. This requires the effective management of individuals and teams and creating clear alignment between individuals and the organisation. A performance culture would result in effective and efficient service delivery.

A robust and effective system of performance management, aligned with organizational strategies and objectives   is central to the success of human resource management. The system developed by the cabinet office , PMAS, has only been implemented in a small number of entities to date therefore the intention is for the roll out to be restarted after the system is reviewed and refined where necessary.

In 2003 the Government of Jamaica developed a Performance Management Appraisal System (PMAS) as a modernisation project with the objective of successfully piloting a more results – focussed public sector. It was expected that the PMAS would help ensure that the dominant performance culture would be one that is committed to providing service in a manner that is user friendly, and delivered with professionalism and integrity through competent staff. A Performance Management Implementation Team (PMIT) was appointed by the Cabinet Secretary in March 2003 to manage and oversee the design, implementation and evaluation of a performance management and appraisal system.

 

Following the establishment of PMIT in 2004, PMAS was piloted in the Office of the Services Commissions (OSC), The Office of the Cabinet (OoC), The Office of the Prime Minister (OPM), the Ministry of Finance and Planning (MOFP), and at the time the Ministry of Housing, Transport, Water and Works (MHTWW). Following the implementation in the five pilot entities, guidelines and manuals were finalized to support the implementation.  These were disseminated within all ministries and placed on the OoC’s website and granting technical support the implementation of PMAS.

 

The OoC in its efforts to monitor and provide technical support to the pre and post implementation of PMAS has recognized that that the system needs reviewing due to a number of shortcomings. Firstly, it was observed that there are a number of approaches and performance appraisal forms distinctive to the PMAS guidelines developed and used by entities. The 2013 Evaluation of the Public Sector Modernisation Programme revealed that only 12 MDAs had implemented the PMAS Guideline System to date. Further, reviews from the Office of the Cabinet indicated that there needs to be greater alignment between the 2010 Performance Monitoring and Evaluation Framework (PMEF) and the PMAS.

Due to these shortcomings and other reported challenges the need for a Rapid Assessment became necessary. It is expected that this Rapid Assessment will garners additional information on the current state of PMAS in Central Government; establish a baseline to inform further strategies and facilitate the development of an employee performance management system. Ultimately, it is envisaged that the information gained will contribute to enhancing public sector human resource management efficiency, by increasing government’s capacity to monitor, manage and ultimately develop employee performance in support of achieving organisational results.

  • To ensure alignment between individual and organizational performance, the operation of the public sector Employee Performance Management and Appraisal System (PMAS) is currently being reviewed. The Cabinet Office is preparing a report with the findings and recommendations for improvement and standardization of the employee performance system.

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