Performance Appraisal System monitoring mechanisms

E. Enhancing the Performance Appraisal System

(iv) Implementation of Performance Appraisal System

Results based budgeting and performance appraisal system

Review and simplification of the Performance Appraisal System

Performance management improvements in the Electronic Performance Appraisal System

I. Implementation and development of the Performance Appraisal System

B. Improvement of the gender component in the performance appraisal system

Status of implementation of the Performance Appraisal System in the Organization

(ii) Evaluation of the new performance appraisal system (decision 51 469 B)

2. Effectiveness of the Performance Appraisal System (PAS) in the United Nations.

The performance appraisal system will be an essential feature of this process.

B. Improvement of the gender component in the performance appraisal system . 28 23

The findings of the review of the first cycle of the performance appraisal system

The findings of the review of the first cycle of the performance appraisal system

A performance appraisal system should also be integrated into results based budgeting to improve its implementation.

on the implementation of the performance appraisal system,A C.5 51 55 and Corr.1.

Departments clearly varied greatly, working methods differed and the performance appraisal system should be adapted accordingly.

(x) Linguistic qualifications in the context of the performance appraisal system and the recruitment and promotion policy

X. Linguistic qualifications in the context of the performance appraisal system and the recruitment and promotion policy

(x) Linguistic qualifications in the context of the performance appraisal system and the recruitment and promotion policy

The Performance Appraisal System, which was initiated in 1996, was reviewed upon completion of the first cycle.

The new appraisal system would contribute to merit based career development and thus to more transparent personnel management.

The Electronic Performance Appraisal System (e PAS), the electronic tool employed to make the process of holding staff accountable for their performance more efficient and timely, represents an enhancement of the original performance appraisal system that was introduced after extensive consultations throughout the Secretariat.

Performance appraisal

Performance appraisal

The Organization s performance appraisal system (PAS) has been revised to link performance and staff development more directly to career progression.

2. The Performance Appraisal System was introduced into the Organization pursuant to General Assembly resolution 49 222 A of 23 December 1994, in which the Assembly requested the Secretary General to introduce a new performance appraisal system that would hold managers and staff accountable for their individual performance.

Individual performance appraisal

The Secretary General was requested to monitor the application of the performance appraisal system and to report thereon to the Assembly.

In that connection, a fair and reliable performance appraisal system was indispensable and measures to prevent soaring personnel costs were also required.

The Committee commends management for implementing the performance appraisal system (PAS) as an effective management tool encouraging dialogue between supervisors and staff.

(f) Report of the Secretary General on the implementation of the performance appraisal system (A C.5 51 55 and Corr.1)

5. Notes, in this connection, the phasing in of performance management, including the introduction in 1996 of a new performance appraisal system

2. Encourages the Secretary General to continue his efforts to refine and simplify the performance appraisal system, in particular its administrative aspects

Changes in the Performance Appraisal System and other initiatives are indispensable elements in our efforts to introduce a results based work culture.

Project formulation and appraisal

11. Requests the Secretary General to utilize the performance appraisal system to foster staff management dialogue, including the identification of staff development and career opportunities, and to report to the General Assembly at its resumed fifty first session on the findings of the review of the first cycle of the performance appraisal system

1. Review and appraisal of the system wide implementation of the Council's agreed conclusions 1997 2 on mainstreaming the gender perspective into all policies and programmes in the United Nations system.

Assignments are reflected in the work plan of the newly instituted performance appraisal system (PAS) and are reviewed at least twice a year.

The latest report on the implementation of the performance appraisal system was issued as document A C.5 51 55 and Corr.1.

10. If it was planned to introduce a system of performance awards and bonuses (A 52 439) the performance appraisal system was the only mechanism by which performance could be properly evaluated.

In the subregional Appraisal Committees, members of the United Nations system met together with national experts on violence against women to determine grant allocations.

The e PAS represents an enhancement of the original Performance Appraisal System (PAS), and was introduced after extensive consultations throughout the Secretariat. Incorporated into the revised e PAS system are the following features

3. Recognizes that an effective and credible performance appraisal system is the key for the possible introduction of a pay for performance system, and requests the Commission to ensure that the performance appraisal systems in volunteer organizations are developed, in full consultation with staff members, and are clear, effective and credible for all the parties concerned, including Member States