Vision

PBRS

Performance Based Reward System

An Introduction

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PBRS

National Development Plan

Performance Management System

Ministry Strategic Plan and APP
Individual Job Responsibilities and Objectives

Individual Reward

Performance Based Reward System

Risk Management Monitoring Performance and Development Review Training Coaching Motivation Problem Solving Delegation Feedback Change Management Performance and Development Plan

PBRS DESCRIPTION

A process that allows a linkage between PMS and individual accountability through development and review of individual performance objectives.

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PBRS

PBRS Structure/Roles
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

PBRS Principles
1. Accountability
2. Collaboration 3. Excellence 4. Growth 5. Transparency

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PBRS

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

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PBRS

Why PBRS is important for employees

Rewards reflect performance results Manage career Clarify work expectations Develop talents Solve work problems Rewarding good Improve work environment performance keeps us a jump ahead. Grow with performance feedback VISION PBRS PROJECT Set work and training decisions with supervisor

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PBRS
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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
Measuring performance will make us better at what we do.
VISION
PBRS PROJECT

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PBRS

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

Working together at reaching goals will improve the way we do our work.
VISION
PBRS

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PBRS

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.

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PBRS

PBRS: The Process

PBRS Option 1: Performance and Development Program

Performance and Development Plan

Review PDP Guidelines Set objectives and measures
Set work objectives Set development objectives

Check Point Meetings

Review progress with achievements Record gaps and shifts

Performance and Development Review

Reconcile objectives with achievements Summarize and recommend

Adjust Plan
Promotion Learning experience Appointment to regular staff Non Monetary award

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PBRS

PBRS: Steps
PMS
Strategic Plan 1. Performance and Development Plan Annual Performance Plan

3.Performance and Development Review

2. Check Point Meetings

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PBRS

Step 1: Performance Development Plan

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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PBRS

Step 2: Check Points

2
occurs weekly from 5 min. on encouraged to review PDP quarterly

promote dialogue, trust, sharing of information

important points are recorded in a performance log

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PBRS

Step 3: Performance Review

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 the employee selects the reward. all rewards are non-monetary

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PBRS

Performance Ratings
1. Exceptional (reward) 2. Expected Performance (reward) 3. Marginal/Needs Improvement (reward) 4. Unsatisfactory (no increment) Unable to Rate

Performance Based Reward System

Question Period