1. Performance Improvement Plan
SURESH ADHIKARI

2. 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.

3. Areas of performance improvement
Accomplishing given task.
Achieving expected result
Minimizing production cost
Consumer satisfaction
Increasing trust of stakeholders

4. Broader framework for PI
Policy clarity and fixing objectives
Structural change
Managerial reform
Procedural simplification
Maintaining ethics

5. 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.

6. 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.

7. Pre-requisite for PIP Assessment of existing performance
Assessment of allocated resources
Expected performance
Gap Analysis ( capacity, resource, support, environment)

8. Content of PIP Capacity development Plan: Skill development Training
Study
Research

9. Cont…
Managerial Plan: Job description Contracting out/ out sourcing Management contract Control from clients Team/ task force Personnel swap Flexi time Co-ordination

10. 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

11. Pulling force to implement PIP
Commitment of leader
Motivation to and morale of employees
Better work environment
Reputation of organization

12. Pushing force to implement PIP
Public hearing
Progress report/ periodic review
Managerial/ financial audit
Public report card

13. Practices for improvement of performance
KIZEN model of Japan
Quality Circle
Social Audit panel / Charter mark in UK
Public Report card
Management contract

14. 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

15. 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 ?

16. Thank you for your Kind Attention Any Queries ???