Assessment of the perception and understanding of the performance management system at the Department of Planning, Monitoring and Evaluation (DPME)
Year: 2020
Type: dissertation
Study design: Observational Study
Abstract: Using state assets in an effective, efficient and economical way in order to provide quality services to the community is key in the public sector.In order to manage performance in the public sector, a framework to monitor, review and assess performance was introduced so as to achieve the core mandate of the public sector.As such, Performance Management Systems are regarded as an integrated system and a continuous process to measure the performance of the institution and that of its personnel.The purpose of this study was to assess perceptions of the employees and to gain an understanding of the effectiveness of the performance management system (PMS) at the Department of Planning, Monitoring and Evaluation in office of The Presidency in relation to employee performance.The focus was to establish whether the processes were effective in encouraging individual performance.Both quantitative and qualitative methods were used for this study.Findings deduced from the study revealed that though the PMS is well understood and implemented in the department, there are, however, major concerns and dissatisfaction with regard to the ability and competency of managers to play the role of mentoring and coaching in the implementation of PMS in the department, as these contribute in developing sub-optimal performance and achievement towards organisational performance.It was further revealed that rewarding performance with bonuses and notch increases is not sufficient to reward the employees and encourage performance; more non-financial rewards would encourage performance as well.Despite the fact that the findings show that the majority of employees in the department are content with the implementation of the PMS, the recommendations that are made, are intended to ensure that the department will be able to sustain and maintain the current performance trajectory.They are also meant to address some of the gaps in PMS implementation that were highlighted by participants.It is recommended that line managers become more empowered in effectively implementing the PMS and that the PMS policy and the system be used more effectively in implementing a reward system.
Author: Nokuthula Pumane
Language: English
Subfield: Public Administration
Field: Social Sciences
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W3138348035