Monitoring &

Evaluation
Line Ministries/MDAs
 Performance Development
Performance Based Systems established for developing, managing, and
improvement of Public Service Performance.

Services PMS Related Activities

1. Performance Coaching and
Mentoring
2. Monitoring & Evaluation of
MDAs Performance
3. Performance Moderation and
Quality Check
4. Systems Improvement
Initiatives
• PMS Work Attachment Programs (internal and
external)
• Outer Islands PMS Assistance
• Performance Improvement Plan (PIP)
• Monthly PMS Information Article
• PMS Handouts/Pamphlets/Posters etc
• PMS Trainings (Awareness, Monitoring & Assessment)
• Other PMS Trainings (JD Writing, AMP Writing etc)
• Status/Quality Checks on PMS Implementation
Progress
• Quarterly reviews and reporting to relevant
authorities
• Moderation of PMS Results
• Non-monetary incentives Program
• Public Service Excellence Initiative
• PUBLIC SERVICE MONTH Initiatives
 Before Status Check…
1. Corporate Plan
2. Annual Management Plan
3. Job Description
4. Transitioned PMS Form
5. First 1-2-1 of Employees with Supervisor (Jan-May)
✓ Task to achieve
✓ KPI for each task
✓ Monitoring Mechanisms
✓ Evidentiary Support
Sign PMS Form After Agreeing A&B
PMS Process
Aug/Sept

Oct-Nov

Dec/Jan
Second 1-2-1
OVERVIEW OF THE
PMS PROCESS
Feb/Mar

Aug-Sep
Jun/Jul
INTERNAL Third 1-2-1
MODERATION
Status/Quality Check Template
Performance Improvement Plan (PIP)
Purpose
Help supervisor monitor & measure unsatisfactory behaviors that result in
failure to attain work output.
Target Audience
Applicable to all employee’s in the Public Service occupying positions at Level
2 to 14 (including daily paid laborers) and is intended for such employee’s
whose standard of performance needs to be improved in order to meet
organizational and divisional output requirements.
When should a PIP be used?
• When an employees overall performance become unsatisfactory and
is below acceptable standard.
• An employee’s annual rating is unsatisfactory and is below
acceptable standards.
• An employee’s low or poor performance in at least ONE
performance area requires the employee to make an adjustment.