1. The Performance Management And Appraisal System (PMAS)

2. Ground Rules Participation by everyone Speak what's on your mind
Have an open mind
Equality for all
No cell phones
Have a good time!!!

3. Workshop Objectives
To recognize the importance of having a performance appraisal/ evaluation programme for Principals
Develop skills in observing and giving feedback, listening and asking questions, for effective coaching and improved performance
Identify an effective interview process and have the opportunity to practice the process in a supportive atmosphere

4. Performance Management
The means by which managers ensure that employees’ activities and outputs are aligned with the goals of the organization.
Performance management is fundamental to gaining competitive advantage and organizational effectiveness

5. Performance Appraisal IS NOT!!!
A routine, pointless form-filling exercise checked off and forgotten
It is not an instrument used to weed-out or punish staff that is not performing up to standard

6. Performance Appraisal Defined
Performance Appraisal is a powerful management tool; it is a formal assessment/evaluation of the performance of an employee/employees; it determines whether the employee's performance meets the required standard of the post which he/she occupies.
It is designed to measure objectively and systematically an individual’s performance with a view for feedback and action
It identifies the strengths & shortcomings of employees and assist them in attaining maximum potential

7. What are the components of P.M.A.S?
Defining Performance
Measuring Performance? (Appraisal)
Providing feedback
Closing performance gap
Planning career development
Rewarding performance

8. P.M.A.S. Focus
STRATEGIC
ADMINISTRATIVE
DEVELOPMENTAL

9. STRATEGIC:
- Link employees’ activities to the strategic goals of the organization
- Assesses & deploy skills in the organization
- Conduct effective job analysis

10. ADMINISTRATIVE - Compensation management - Promotions
- Retentions/Appointments

11. DEVELOPMENTAL - Diagnose strengths & short comings
- Improve performance
- Staff / Career development

12. NOTE
This evaluation will determine whether the principal’s performance meets the require standards of the post he/she occupies.
Identify objectively the principal’s strengths and weakness, record significant achievements and shortcomings
Assess principal’s performance in an effort to identify training needs and to assist with career development

13. Purposes/Applications of Appraisal
Creates basis for high performance
Enhances understanding of employees’ attributes
Assessment of training and development needs
Strengths
Weaknesses

14. Purposes/Applications of Appraisal (cont’d)
Guide to promotions, transfers, rewards, terminations etc.
Validation of personnel selection, training and development programmes
Provides disciplinary documentation
Enhances communication
Facilitates manpower planning

15. The Benefits Of Performance Appraisal
Opportunities to identify and maintain strengths.
Opportunities to identify challenges & improve them.
Provides a yardstick to measure goal achievement.
Opportunities to develop professionally.

16. The Benefits Of Performance Appraisal (Cont’d)
Effective long and short term planning
Effective deployment and redeployment of staff
Measures organizational effectiveness
Job enrichment and morale boosting
Monitor outputs
Provide scientific explanation for promotion

17. Discussion on how the appraisal process could produce unwanted results and how to avoid the pitfalls

18. Pitfalls In Performance Appraisal
Can be destructive to individual being reviewed
Can leave employees bitter, crushed, battered
Can be detrimental to teamwork

19. Pitfalls In Performance Appraisal (Cont’d)
May foster rivalry, politics and fear
May fail to align individual with corporate performance
May cause individuals to ‘play it safe’
The measure may discourage quality

20. THE END