Performance-Management-_CHRIS-CORDINETE.pptx

Performance Management

1. Chris B. Cordinete, LPT, MPA Performance Management UNIVERSITY OF CALOOCAN CITY GRADUATE SCHOOL DOCTOR IN PUBLIC ADMINISTRATION

2. CONTENTS: Definition of Performance Management Characteristics of Performance Management System Role of Performance Management Performance Management Process Key Frameworks and Initiatives in Performance Management in the Philippines Implementation Challenges in Philippine Government Performance Management

3. What Is Performance Management? Performance Management is a systematic process used by organizations to improve effectiveness, efficiency, and overall performance by managing and measuring employee performance against predetermined goals and objectives. It encompasses various activities designed to ensure that individual and team contributions align with the organization’s strategic objectives.

4. Characteristics of Performance Management Goal-Oriented Continuous Process Performance management focuses on aligning individual, team, and organizational goals. Clear, measurable objectives are established, ensuring that everyone understands their contributions towards achieving the organization's mission. Performance management is not a one-time event but an ongoing cycle. It involves regular monitoring, feedback, and adjustment throughout the performance period, allowing for real-time improvements and adaptations. Data Driven Effective performance management relies on the collection and analysis of data. Performance metrics and key performance indicators (KPIs) are used to assess progress and outcomes, supporting evidence-based decision-making.

5. Characteristics of Performance Management Collaborative Employee Development Focused Accountability and Transparency A core characteristic of performance management is its emphasis on employee development. It includes identifying training needs, providing resources, and supporting continuous learning to enhance skills and competencies. Performance management establishes clear expectations and accountability mechanisms. Employees understand their roles and responsibilities, and transparent evaluation processes build trust and credibility within the organization. Performance management encourages collaboration among employees, managers, and teams. Open communication and shared responsibility for achieving goals foster a supportive environment where individuals can thrive.

6. Characteristics of Performance Management Recognition and Reward Systems Feedback Mechanisms Alignment with Organizational Strategy Effective performance management incorporates recognition and reward systems to motivate and reinforce high performance. Celebrating achievements boosts morale and encourages employees to strive for excellence. Regular feedback is integral to performance management. Constructive feedback helps employees understand their strengths and areas for improvement, facilitating personal and professional growth. Performance management processes are aligned with the organization's strategic goals and objectives. This ensures that individual and team performance contributes to the overall success of the organization. Flexibility and Adaptability Performance management systems must be flexible to adapt to changing circumstances, such as shifts in organizational goals, market conditions, or employee needs. This adaptability enhances resilience and responsiveness.

7. ROLE OF THE PERFORMANCE MANAGEMENT Align Organizational Goals Enhance Employee Engagement Facilitate Continuous Improvement Support Decision-Making Develop Talent Promote Accountability Enhance Communication Recognize and Reward Performance Manage Change Foster a Culture of Excellence

8. PERFORMANCE MANAGEMENT CYCLE Planning Monitoring Developing Reviewing Rewarding Renewal/ Re-planning The 6-step performance management process provides a continuous loop for growth, alignment, and accountability. By following these steps, organizations can ensure that employee performance aligns with organizational objectives, fostering a culture of excellence and continuous improvement.

9. KEY FRAMEWORKS AND INITIATIVES IN PERFORMANCE MANAGEMENT a. Results-Based Performance Management System (RBPMS) The RBPMS was introduced as a standard for performance management in the Philippines' national and local agencies. The system aligns agency performance with national development goals, evaluating agencies based on efficiency, effectiveness, and client satisfaction. It provides a standardized approach, establishing Key Performance Indicators (KPIs) and using the Strategic Performance Management System (SPMS) to track progress. b. Performance-Based Bonus (PBB) The Performance-Based Bonus (PBB) is a program that provides financial incentives to government employees based on their achievements of performance targets. Under the PBB scheme, agencies must meet specific criteria and report results on efficiency, accountability, and client satisfaction. c. Balanced Scorecard Adaptation The Balanced Scorecard (BSC) approach has been adapted in several Philippine government agencies to align operational activities with broader public goals. The BSC focuses on four perspectives: customer (citizen) satisfaction, internal process efficiency, financial management, and employee development.

10. IMPLEMENTATION CHALLENGES IN PHILIPPINE GOVERNMENT PERFORMANCE MANAGEMENT a. Bureaucratic Structure and Resource Constraints Government agencies in the Philippines often operate within rigid bureaucratic structures, which can slow down decision-making and create bottlenecks. b. Political Influence and Short-term Priorities Political considerations sometimes influence the setting of agency goals, which can prioritize visible, short-term projects over long-term, impactful initiatives. c. Geographic and Cultural Diversity The Philippines’ geography and cultural diversity present unique challenges to implementing a uniform performance management system across different regions.

11. Thank You