Performance Improvement Plan SURESH ADHIKARI
Introduction Performance means assignment on something to somebody as his/her duty. Performance improvement refers to enhancing capacity of employees to perform the assigned duty effectively and efficiently. Extending performance capacity to achieve expected goal within given time frame and allocated resources.
Areas of performance improvement Accomplishing given task. Achieving expected result Minimizing production cost Consumer satisfaction Increasing trust of stakeholders
Broader framework for PI Policy clarity and fixing objectives Structural change Managerial reform Procedural simplification Maintaining ethics
Performance improvement Plan A well designed framework for performance improvement. Performance improvement plan is a constructive framework aiming to achieve expected result from the employees.
Why PIP ? Make personnel able to deliver better services Enhance personnel’s competency for development delivery Improve personnel behavior towards his /her clients For appropriate use of resources Building people’s trust.
Pre-requisite for PIP Assessment of existing performance Assessment of allocated resources Expected performance Gap Analysis ( capacity, resource, support, environment)
Content of PIP Capacity development Plan: Skill development Training Study Research
Cont… Managerial Plan: Job description Contracting out/ out sourcing Management contract Control from clients Team/ task force Personnel swap Flexi time Co-ordination
Cont… Career Development: Promotion, transfer, leadership Motivational plan: PBP, Incentives, work environment, Team work Smartness plan : e-governance friendly workforce Security plan: Physical, Job and social
Pulling force to implement PIP Commitment of leader Motivation to and morale of employees Better work environment Reputation of organization
Pushing force to implement PIP Public hearing Progress report/ periodic review Managerial/ financial audit Public report card
Practices for improvement of performance KIZEN model of Japan Quality Circle Social Audit panel / Charter mark in UK Public Report card Management contract
Do we have PIP in Nepali bureaucracy? Job description of every one Performance evaluation system for measurement of employee’s capacity, behavior and result Performance evaluation for promotion Introducing Performance Contract System (PCS) Some managerial efforts like team formation, group and task force PBP in some organization Intervention through pushing forces
Issues Are the current efforts enough for improvement of performance? Is holistic PIP possible in our context ? Who should take initiatives for improving performance ? Is PIP panacea for better result ? Should PIP be similar for all organizations or should it be specific as nature of organization ?
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