The Prime Minister stated that the successes of departments/departments and the achievements of national development were closely linked. General national development could be affected if one department does not keep pace or makes progress with others. That`s why a results-based performance management system is essential. Each agency uses performance agreements to define accountability for certain organizational objectives and to help its leaders bring their day-to-day operations in line with the Agency`s objectives. Performance agreements such as performance evaluation plans define individual employees` performance expectations and set results-based goals. When the Agency adapts executive performance agreements to its objectives, leaders can better understand the relationship between their organization`s day-to-day operations and the achievement of the Agency`s objectives. Superiors can call underperformance procedure management at any time if a performance issue is identified. During the evaluation discussion, the employee and the line manager should strive to reach agreement on overall performance and to account for the outcome in the rating of overall performance by the line manager. The discussion should include a benefit assessment that identifies all specific circumstances or other factors (for example.
B medical issues or personal circumstances) that may affect the achievement of agreed work objectives. The Line Manager can, if necessary, get advice from his HR partner. Staff members who are absent as a service for the entire 12-month evaluation period may benefit from a performance and development stage without evaluation under the APA, provided this is eligible, unless it is a posting or study leave (see corresponding paragraphs in this proceeding). It is the responsibility of the supervisor to determine the role structure and the evaluation and reward mechanisms applied. Prolonged absence of work will reduce staff`s ability to meet the work objectives agreed upon under the APA process for a ”normal” evaluation period. The type of leave determines how work objectives are treated to assess the effectiveness and progress of the development stage. In some cases, this is a mix of leave, so it may be necessary to apply more than one of the following principles during an APA evaluation period. Although the new officers will not follow a full cycle in the initial year, they may be considered at the end of the cycle for the performance and development stages if the evaluation period is long enough to allow their superiors to conclude that the required level of performance (with respect to work objectives and functional spatial classification standards) has been achieved and should be continued.
Look at the details of the new employees appointed in the stages of performance and development, the procedure. GPMS consists of a series of processes that help government organizations optimize their business performance. It provides a framework for organizing, automating and analyzing business methods, metrics, processes and systems that increase business performance.