Download - PBRS OVERVIEW
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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
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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
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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
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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