NEW PERFORMANCE APPRAISAL SYSTEMipa.gov.bn/Downloads/ACCSM - New Performance Appraisal Brunei...
Transcript of NEW PERFORMANCE APPRAISAL SYSTEMipa.gov.bn/Downloads/ACCSM - New Performance Appraisal Brunei...
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NEW PERFORMANCE APPRAISAL
SYSTEM BRUNEI DARUSSALAM
CIVIL SERVICE COMPETENCY FRAMEWORK WORKSHOP FOR ADMINISTRATORS
ASEAN CORPORATION ON CIVIL SERVICE MATTERS (ACCSM)
31ST OCTOBER 2018
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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Presentation Outline
INTRODUCTION
TOWARDS A NEW PERFORMANCE APPRAISAL SYSTEM
MAJOR CHANGES
KPI (KEY PERFORMANCE INDICATOR)
ROLE COMPETENCIES
HOW DOES IT WORK
OBJECTIVES
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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INTRODUCTION
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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Controlled by:
The Prime Ministers’ Circular 4/2017
(28th February 2017)
It is one of the
initiative to:
Create a Performance-based
Culture in the Civil
Service
It is For:
All the management levels in the civil
Service
Definition of the
System:
To plan, to implement and manage as well
as to assess the
performances of all
employees in the
government and to assess the goals of
organization within a
period of one year
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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TOWARDS A
NEW
PERFORMANCE
APPRAISAL
SYSTEM
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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PERFORMANCE GRADE OF THE BRUNEI
CIVIL SERVANTS YEAR 2016
Total Population of
government employees for
year 2016 = 55,144
92.8% = Grades A and B
23.6%
69.2%
6.9% 0.30% 0.07%
A B C D E
Brunei Performance Grade 2016
37
A 13,022
B 38,143
C 3,777
D 165
E 37
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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MAJOR
CHANGE
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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THROUGH THE USAGE OF KEY
PERFORMANCE INDICATOR (KPI) TO
ASSESS WORK RESULTS OF THAT YEAR
REVIEW AND MODIFY ROLE
COMPETENCIES IN A MORE DETAIL
MANNER
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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ROLE COMPETENCIES
DISCIPLINE & INTEGRITY,
COMMITMENT AND MANAGEMENT OF
WORK
LEADERSHIP, DECISION MAKING, KNOWLEDGE
AND THE APPLICATION OF THOSE KNOWLEDGE,
COMMUNICATION AND HUMAN RESOURCE
DEVELOPMENT
KNOWLEDGE & COMPLETION OF TASKS
GENERAL COMPETENCY
FOR ALL DIVISIONS/ LEVEL OF
MANAGEMENT
SPECIFIC /
SPECIALIZED
COMPETENCIES
DIVISION I & II
DIVISION III, IV & V
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HOW DOES IT
WORK?
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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KPI / Results Assessment
DIVISION I, II & III
Atleast
2 KPI
50% KPI
50% Competencies
DIVISION IV & V
Atleast
1 KPI
30% KPI
70% Competencies
ACHIEVEMENT STATUS:
The Overall Marks will only
be given every September
FEB JUNE SEPT
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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ROLE COMPETENCIES
RESULTSOVERALL
PERFORMANCE
Key Performance
Indicators (KPI)Behavior and Skills
WHAT people
achieve
HOWpeople achieve
Formula for Overall Performance
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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GRADE A91% AND ABOVE(EXCELLENT)
GRADE B80% - 90%(VERY GOOD)
GRADE C66% - 65%(GOOD)
GRADE D50% - 65%(NEEDING IMPROVEMENT)
GRADE E49% AND BELOW(UNSATISFACTORY)
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OBJECTIVES
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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OBJECTIVES
To measure and to assess the performance of the employees in a systematic, objective
and transparent manner
To identify the competency levels of the employees
To allow assessors to take the appropriate actions to improve and increase the
performances of the employees in the talent management system
To encourage a sense of responsibilities in monitoring performances of the employees
To further improve the performance appraisal system and encourage healthy
competition
Ensure accountability of supervisors in assessing their subordinates
To identify top / high performers and suitable appropriate incentives
Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office
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Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office