The purpose of the Performance Management and Development System is to improve the delivery of programmes by optimizing performance at all levels, which it will achieve by: (a) Promoting a culture of high performance, personal development, and continuous learning; (b) Empowering managers and holding them responsible and accountable for managing their staff; (c) Encouraging a high level of staff participation in the planning, delivery, and evaluation of work; (d) Recognizing successful performance and addressing underperformance in a fair and equitable manner.
All staff are responsible for: (a) Understanding the larger organizational goals; (b) Soliciting clarification on individual performance expectations; (c) Participating in discussions with the first reporting officer to facilitate the development and finalization of the individual work plan and maintaining discussions during the reporting period; (d) Taking steps to complete each stage of the process for which they are responsible without delay.
Process
The head of the IM unit should work closely with their HoO and direct supervisor to discuss the work plan of the office.
Translate the unit work plan to individual staff work plans
Meet regularly with the IM team (ideally weekly) to discuss issues and weekly priorities
Use the mid-year review process to modify individual work plans as necessary
Complete mid-year and end of year review process on time.