Performance Management for public officers

Performance Management for public officers

 

Course Overview

 

Public sector organisations have recently been undergoing major reform, given the increasing demands for high-quality services by the public. As such, there is an urgent need to increase accountability, customer orientation and performance of public sector professionals, in order to provide efficient and high-quality services to the public. Effective performance management helps raise the bar for employees and connects their efforts to personal and organisational success, thus building a strong sense of ownership in the process. Research has proven that a highly engaged, high-performing workforce shows the greatest accountability to its roles and responsibilities as well as organisational growth and development. An engaged, performancedirected workforce spends time on the correct things, rather than focusing efforts on unfruitful aspects. Building accountability through effective performance management is not as easy as it may seem. Leaders should not just communicate objectives and performance metrics but also help employees meet their performance targets through necessary coaching and mentoring. Regular performance feedback is key. However, there are many challenges that leaders face, including identifying the relevant performance indicators, setting appropriate and realistic targets, linking employee performance to organisational goals and showcasing this for employees to see benefit and feel accountable in their roles, etc.

 

DURATION

 

10 days.

 

Course Objectives:

 

By the end of the Employee Performance Management training program, participants will be able to:

 

       A complete understanding of performance management and different performance management systems to increase performance in the public sector.

 

       Knowledge of how to identify the correct performance indicators, set the correct targets, effectively link individual performance to organisational goals and objectives, thus setting up the most efficient performance management system to suit the organisation.

 

       Strategies to engage employees and build their accountability towards their work, their organisation and the public.

 

       Capabilities to positively impact public quality of life through improved, highly efficient, high-quality services.

 

       Exposure to help one upskill self and others to build a promising career in public services.

 

       The necessary support and training to handle additional responsibilities in one’s domain.

 

Course Outline:

 

Performance Management – Introduction and Definitions

 

       Objectives of Performance Management

 

       Key Terms and Uses

 

       Corporate Values  and Their Importance

 

       The Annual Performance Cycle 

 

       Performance Management 

 

Establishing Effective Objectives

 

       Vision, Mission, and Strategies

 

       Performance Criteria – 3 Types

 

       The Impact of Critical Success Factors on Performance

 

       Key Result Areas

 

       Key Performance Indicators (KPIs) and Units of Measure

 

       Financial and Non-Financial KPIs

 

       SMART Criteria – Establishing Individual Goals and Measures

 

       Measuring the Semi-Tangible Factors/Competencies

 

Managing Performance

 

       Statistics on People and Performance

 

       Continuous Reviews and Assessments ?       Performance Gaps

 

       Common Causes of Poor Performance

 

       Measuring Performance – Scoring Systems

 

       Tips for Improving Performance

 

       Importance of Communication in Performance Management

 

The Importance of Coaching

 

       Coaching Responsibilities

 

       Benefits of Good Coaching

 

       Characteristics of a Good Coach

 

       Elements of a Good Coaching Session

 

       Five Steps of Coaching for Optimal Performance

 

Conducting Effective Performance Appraisals

 

        Planning Performance Appraisals

 

        Preparing for the Appraisal

 

        Objective not Subjective

 

        Conducting Effective Appraisal Meetings

 

        Common Appraisal Errors

 

        Roles of Employees and Managers

 

Performance Management and Performance Management Systems

 

       Definition of performance management

 

       Components of a performance management system

 

       Difference between performance measurement and performance management

 

       Tools for performance measurement and management

 

       Performance management and its impact on increasing accountability

 

       Definition of public financial accountability

 

Key Features of a Successful Performance Management System

 

       Alignment of performance management systems and strategies of the organisation

 

       Leadership commitment

 

       Work culture recognising good performance and fostering training for poor performance

 

       Stakeholder involvement

 

       Continuous monitoring, feedback dissemination and action from results

 

       Agility to change with changing strategies and employee dynamics

 

Performance Management Challenges to Leaders in the Public Services

 

       Changing employee dynamics and organisation structure

 

       Clarity on organisation strategy and plans

 

       Delayed feedback processes

 

       Limited behavioural incentives

 

       Lack of efficient and objective performance tracking systems

 

Key Performance Indicators – Essential Features of an Effective Indicator

 

       Objectivity – should be quantifiable

 

       Simplicity – should be recallable

 

       Relativity – should relate to overall organisational goals and objectives

 

       Consistency – should be of consistent importance to help identify individual and organisational progress

 

       Agility – to change with change in requirement and behaviour of the organisation

 

       Applicability – should indicate the next steps and action

 

Key Principles for Building Accountability in the Public Sector

 

       Responsibility of top management to lead by example

 

       Willingness among employees to accept responsibility

 

       Clear and transparent communication among all stakeholders

 

       Clarity of roles and responsibilities and expectations towards the achievement of organisational goals and objectives

 

       Empowerment of the customer–the public–through feedback systems

 

Factors Influencing Accountability in a Public Sector Organisation

 

       Integrity and performance-driven work ethic and culture

 

       Internal control systems to mitigate risks of corruption and fraud and manage and direct performance and upskilling of employees

 

       Good leadership qualities

 

Ways to Improve Public Financial Accountability

 

       Track assets and liabilities besides cash flow

 

       Conduct overall scrutiny and analysis of all possible financial avenues in the organisation ? Reduce tolerance to corruption and fraud through extensive data analysis and use of Big Data

 

       Publish public statements regularly

 

       Plan for financial reform in a timely and organised manner

 

Stakeholders in Performance Management and Accountability

 

       Management/Leaders

 

       Employees

 

       Human resource professionals

 

       Media

 

       Public and civil society

 

General Notes

 

      All our courses can be Tailor-made to participants needs

 

      The participant must be conversant with English

 

      Presentations are well guided, practical exercise, web based tutorials and group work. Our facilitators are expert with more than 10years of experience.

 

      Upon completion of training the participant will be issued with Foscore development center certificate (FDC-K)

 

      Training will be done at Foscore development center (FDC-K) center in Nairobi Kenya. We also offer more than five participants training at requested location within Kenya, more than ten participant within east Africa and more than twenty participant all over the world.

 

      Course duration is flexible and the contents can be modified to fit any number of days.

 

      The course fee includes facilitation training materials, 2 coffee breaks, buffet lunch and a Certificate of successful completion of Training. Participants will be responsible for their own travel expenses and arrangements, airport transfers, visa application dinners, health/accident insurance and other personal expenses. 

 

      Accommodation, pickup, freight booking and Visa processing arrangement, are done on request, at discounted prices.

 

      One year free Consultation and Coaching provided after the course.

 

      Register as a group of more than two and enjoy discount of (10% to 50%) plus free five hour adventure drive to the National game park, in Nairobi.

 

      Payment should be done two week before commence of the training, to FOSCORE DEVELOPMENT CENTER account, so as to enable us prepare better for you.

 

      For any enquiry to: training@fdc-k.org or +254712260031

 

      Website:www.fdc-k.org

 

 

Start Date: 08/06/2020
End Date 19/06/2020

Course date, duration and fee

Start Date: 08/06/2020

End Date: 19/06/2020

Duration: 10 Days

Cost: USD 2,000, KES 140,000

Upcoming Courses

Performance Management for public officers

Software: Case Studies and Relevant Softwares

Cost: USD 2,000, KES 140,000

Start Date: 08/06/2020

End Date 19/06/2020

View Course Content

Performance Management for public officers

Software: Case Studies and Relevant Softwares

Cost: USD 2,000, KES 140,000

Start Date: 17/08/2020

End Date 28/08/2020

View Course Content

Performance Management for public officers

Software: Case Studies and Relevant Softwares

Cost: USD 2,000, KES 140,000

Start Date: 26/10/2020

End Date 06/11/2020

View Course Content

Download our 2019 course calendar with the list of all course schedule

Our goal is to deliver professional, practical, educational and cultivated training solutions aimed at bettering the performance of individuals and groups within the organization