This standard operating procedure has been developed to provide all RMI public service employees with an
understanding of the purpose and importance of performance management, and how it is managed and applied across the RMI public service. This procedure is to be read in conjunction with the Public Service Regulations, in particular Part III (Grading), Section 30 (Performance evaluation of employees).
THE ROLE OF PERFORMANCE MANAGEMENT
Performance management provides a mechanism for ensuring the roles of individual employees are aligned with ministry, public service and national objectives. It provides mechanisms for ensuring employees are effectively delivering their agreed objectives, in line with expected standards of performance and behaviour. Performance management also provides an opportunity to recognize and reward employees for their contributions to the public services, and a means for identifying learning and development needs to enable employees to better deliver their agreed outcomes. Performance management should not be thought of as ‘confrontation’ and is not something that supervisor or employees should feel they need to avoid. It is a meaningful and productive process, that enables supervisors
to identify opportunities to guide and support their employees, and also enables employees the opportunity to seek guidance and support from their supervisor. This ensures employees are best placed to deliver the outcomes they have agreed to, and ensures the ministry in turn is best placed to meet its priorities.
Evaluation & Appraisal Forms
PERFORMANCE AGREEMENT (JOB DESCRIPTION)
All employees are required to have a job description, which should be developed and agreed in consultation with their supervisor. An employee’s job description also serves as their performance agreement because it sets out what they have agreed with their supervisor to deliver over the next twelve months. Therefore, an employee’s job description also provides the basis upon which their performance will be evaluated. In particular, an employee’s job description (which is also their performance agreement) records the outcomes of a discussion between an employee and their supervisor about:
The purpose of the employee’s role and how it supports the achievement of broader ministry and public sector priorities
The key responsibilities of the employee’s role
The main duties and outcomes through which the employee will ensure their key responsibilities are met
Any desirable requirements (including qualifications and skills) that the employee should ideally have (or develop), that will enable them to perform their main duties and outcomes effectively.
Job descriptions should be reviewed regularly (by a supervisor together with their employees) to ensure they accurately reflect any changes to either the employee’s or the ministry’s planned outcomes and priorities. The end-of-performance assessment period is a good opportunity to formally review employees’ job descriptions. However, they should also be reviewed informally on an ongoing basis throughout the annual assessment period.
All job descriptions (also known as performance agreements) are to be completed in the format prescribed by the Public Service Commission understanding of the purpose and importance of performance management, and how it is managed and applied across the RMI public service. This procedure is to be read in conjunction with the Public Service Regulations, in particular Part III (Grading), Section 30 (Performance evaluation of employees).