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

• 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

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

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

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

What are the components of P.M.A.S?

• Defining Performance• Measuring Performance? (Appraisal)• Providing feedback• Closing performance gap• Planning career development• Rewarding performance

P.M.A.S. Focus

• STRATEGIC

• ADMINISTRATIVE

• DEVELOPMENTAL

STRATEGIC:- Link employees’ activities to the strategic goals of the organization

- Assesses & deploy skills in the organization

- Conduct effective job analysis

ADMINISTRATIVE- Compensation management

- Promotions

- Retentions/Appointments

DEVELOPMENTAL- Diagnose strengths & short comings

- Improve performance

- Staff / Career development

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

Purposes/Applications of Appraisal

• Creates basis for high performance• Enhances understanding of employees’

attributes• Assessment of training and development

needs- Strengths- Weaknesses

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

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.

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

Discussion on how the appraisal process could produce unwanted results and how toavoid the pitfalls

Pitfalls In Performance Appraisal

• Can be destructive to individual being reviewed

• Can leave employees bitter, crushed, battered

• Can be detrimental to teamwork

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

THE END