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Performance Based

Reward System

An Introduction

Vision PBRS

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Performance ManagementSystemNational

Development

Plan Ministry

Strategic Plan

and APP

Individual Job

Responsibilities

and Objectives

Performance

and

DevelopmentPlan

Performance

and

Development

Review

Individual

Reward

Risk ManagementMonitoring

TrainingCoaching

Motivation

Problem SolvingDelegation

Feedback

Change Management

Performance

Based Reward

System

Vision PBRS

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PBRS DESCRIPTION A process that allows a linkage between

PMS and individual accountability throughdevelopment and review of individualperformance objectives.

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PBRS Structure/Roles

Vision PBRS

1. PSP

2. PS

3. Auditor General

4. DPSM

5. Director, Ministry Management

6. Directors/HODs

7. Supervisors

8. Employees

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PBRS Principles

Vision PBRS

1. Accountability

2. Collaboration

3. Excellence

4. Growth

5. Transparency

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PBRS: Key Attributes Simple and easy to understand

Builds from existing capacity level

Aligned to Ministry Strategic Goals

Portability

Participatory

Results driven

Reduces subjectivity

Cost efficient

Integrative features

Fluid

Vision PBRS

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Why PBRS is

important for

employees Rewards reflect performance results

Manage career

Clarify work expectations

Develop talents

Solve work problems

Improve work environment

Grow with performance feedback Set work and training decisions with supervisor

Vision PBRS

Rewarding good

performance keeps us a

jump ahead.VISION PBRS PROJECT

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Why PBRS is

important for

managers Opportunity to motivate employees

Better utilization of scare resources

Opportunity to promote the vision of the

government and align objectives

Opportunity to build capacity

Builds employee accountability

Builds team congruency Help build employee retention

Vision PBRS.

Measuring

performance will

make us better at

what we do.

VISION PBRS PROJECT

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Why PBRS is

important for the

organization Enhances the accountability framework

Improves alignment

Provides meaningful performance base reports

Establishes communication channels across the

organization

Builds a continuous improvement mindset

Vision PBRS

.

Working together at

reaching goals will improve

the way we do our work.

VISION PBRS

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Key Operatives All good performance should be acknowledged and

recognized.

Positive reinforcement is key to improved performance.

The PBRS Program applies to all permanent or

probationary employees and Officer on contract.

Assessment results contribute to recruitment decisions. Assessment results determines appointment from

probationary staff to permanent staff.

Assessment results help determine training needs.

The achievement of measurable results determines the

performance level.

Vision PBRS

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PBRS: The Process

Review PDP Guidelines

Set work objectives

Set development objectives

Set objectives and measures

Performance and DevelopmentPlan

Review progress withachievements

Record gaps and shifts

Adjust Plan

Check Point Meetings

Reconcile objectives withachievements

Promotion

Learning experience

Appointment to regular staff

Non Monetary award

Summarize and recommend

Performance and DevelopmentReview

PBRS Option 1: Performance andDevelopment Program

Vision PBRS

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PBRS: Steps

3.Performance

and

Development

Review

Annual Performance Plan

1. Performance and

Development Plan

2. Check Point

Meetings

Vision PBRS

PMSStrategic

Plan

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Step 1: PerformanceDevelopment Plan

Vision PBRS

Alignment and Development objectives

12 month period (April 1 March 31)

Bedrock for other two steps

Employee/Supervisor agreement

Requires measures and targets

Documented and signed

1

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Step 2: Check Points

Vision PBRS

occurs weekly from 5 min. on

encouraged to review PDP quarterly

promote dialogue, trust, sharing of

information

important points are recorded in aperformance log

2

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Step 3: PerformanceReview

Vision PBRS

normally occurs at the end of the fiscal

year

NO SURPRISE

completed no later than 30 calendar days

from the end of the fiscal year.

signed by the Permanent Secretary

supervisor selects the rating whereas theemployee selects the reward.

all rewards are non-monetary

3

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Performance Ratings

1. Exceptional (reward)

2. Expected Performance (reward)

3. Marginal/Needs Improvement (reward)

4. Unsatisfactory (no increment)

Unable to Rate

Vision PBRS

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Performance Based RewardSystem

Question

Period