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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.




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






       Human resource professionals




       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: or +254712260031



Start Date: 17/08/2020
End Date 28/08/2020

Course date, duration and fee

Start Date: 17/08/2020

End Date: 28/08/2020

Duration: 10 Days

Fees: USD 2,000, KES 160,000

Online Cost: USD 600, KES 60,000

Upcoming Courses

Performance Management for public officers

Software: Case Studies and Relevant Softwares

Fees: USD 2,000, KES 160,000

Online Cost: USD 800, KES 80,000

Start Date: 17/08/2020

End Date 28/08/2020

View Course Content

Performance Management for public officers

Software: Case Studies and Relevant Softwares

Fees: USD 2,000, KES 160,000

Online Cost: USD 800, KES 80,000

Start Date: 26/10/2020

End Date 06/11/2020

View Course Content

Download our 2020 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