Policy on performance management system for federal public service
Date
2022
Journal Title
Journal ISSN
Volume Title
Publisher
Abuja: The Presidency Office Of The Head Of The Civil Service Of The Education
Abstract
Introduction; rationale for a new PMS; policy goal and objectives; guiding principles; scope of the policy; policy focus areas; whole of government approach to performance management; alignment of key policy instruments; commitment for results; performance incentives system; capacity building for PMS implementation; citizens engagement in GPMS ; automation of PMS; knowledge management; linkages of PMS to other key HR processes; institutional framework: roles & responsibilities; policy monitoring and evaluation; compliance; change management and communication strategy; policy review and approval.
Description
This is the policy on performance management system for federal public service document provides information on the underlying principles guiding Performance Management System and strategies for its implementation in the Federal Public Service of Nigeria.
The Office of the Head of the Civil Service of the Federation (OHCSF) developed
the Federal Civil Service Strategy and Implementation Plan 2017-2020 (FCSSIP20),
and its successor plan, the Federal Civil Service Strategy and Implementation Plan
2021-2025 (FCSSIP25), as part of its efforts to reinvigorate the Service. The plans articulated prioritized interventions that could drive high impact within the Service
in the short-term and outlined supporting strategies for managing the associated
changes.
One of the prioritized interventions is institutionalisation of a modern Performance
Management System (PMS) as a tool for appraising employees' performance in the
Federal Public Service. This became imperative in order to address the
shortcomings associated with the Annual Performance Evaluation Report (APER) -
the performance appraisal tool hitherto used in the Public Service. The modern
PMS provides a systematic process of planning work, setting targets, providing ongoing support to employees and measuring expectations. It also provides the
framework for continuous tracking of employees' performance, for developing and improving their capacities to perform on their jobs and for motivating them for
ìincreased productivity.