“One of the hallmarks of a functional PMS, is that in which employees face sanctions for non-compliance with procedures or get incentives for high performance.” Dr. Yemi-Esan..
Performance Management Sysyem is one of the key strategies toward ensuring better employee performance and the Head of Civil Service of the Federation, Dr. Folasade Yemi-Esan has reiterated the commitment of her office to sustaining and strengthening its structures, in line with Pillar 2 of the Federal Civil Service Strategy and Implementation Plan 2021-2025 (FCSSIP 25).
Dr. Yemi-Esan, disclosed this at a One-day Retreat for Federal Transformative Permanent Secretaries on the Status of the Implementation of PMS in Ministries, extra-ministerial Departments and Agencies (MDAs) in Abuja.
She explained that the purpose of the Retreat was to evaluate the progress so far, after the last one, and to adopt the Service wide Key Result Areas (KRAs) for the 2024 Performance Management circle.
In a keynote address delivered at the occasion, she stated the importance of Performance Management.
“It is essential in evaluating, as well as managing employees performance. It is also key to creating a work environment that encourages improvement, which in turn, motivates employees to be more productive,” she stated.
In a statement signed by M. A. Ahmed, Director Communications, Dr. Yemi-Esan disclosed that a robust institutional arrangement guarantees effectiveness in government performance management. And this comprises of the mechanism, rules, polices, guidelines, informal practices and culture that promote the effective implementation of PMS, as a globally accepted management tool.
She further stated that in the emplacement of PMS within the implementation framework of FCSSIP 25, an important building block that Chief Administrative and Accounting Officers must begin to accord due priority, is an effective Incentive and Consequence Management system.
One of the hallmarks of a functional PMS, according to her, is that in which employees face sanctions for non-compliance with procedures or get incentives for high performance.
She reiterated the need for the Transformative Permanent Secretaries to prioritise the professional growth and development of Staff, in order for the Service to remain adaptive and resilient in the face of any opportunity or challenge.
While welcoming the participants, the Permanent Secretary, Career Management Office, OHCSF, Mr. Adeleye Adeoye affirmed that the Retreat was to deliberate on the Service wide Key Result Areas (KRAs) for the 2024 Performance Management circle.
Mr. Adeoye urged the Permanent Secretaries to, collectively, define the parameters that will guide the performance management efforts in the year ahead. He stated that it is imperative that they approach the task with diligence and foresight, ensuring that KRAs align with Public Service goals, as well as national priorities.
A detailed and graphic presentation on the status of PMS implementation in the various Ministries was delivered by him.
