Results based budgeting and performance appraisal system

The Commission noted that in the comparator's system, even under a pay for performance system, employees with dependants ended up with higher net pay than those without dependants.

The tests should also incorporate scientific and rational performance appraisal criteria, which would reflect the spirit of performance management and facilitate the implementation of the pay for performance system.

Under the new regulation, employees no longer have to pay income tax based on the pay as you earn (PAYE) system.

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

She considered it discriminatory that an employee with dependants should receive higher pay for performance based on his her marital status.

Where a certified performance management system was in place, the current SES pay range had been set as 107,550 to 162,100 and as 107,550 to 149,200 where there was no certified performance management system.

(ii) The other which would link the common system grades with the comparator's performance based SES salaries

System performance

Japan welcomed the ongoing efforts to implement the pilot study on broadbanding pay for performance and expressed general support for the introduction of those initiatives as a means of ensuring that the pay and benefits system reflected staff performance.

Nevertheless, based on the practices of others with operating pay for performance systems, tax differentiations between single staff and those with dependants remained and were reflected in net take home pay.

The human resources module of the information technology system is unable to accommodate an objectives based performance appraisal system preliminary steps to revise the performance evaluation report for manual completion will, however, go ahead.

Pilot study of broad banding pay for performance

Having noted that the Fifth Committee had emphasized that an effective and credible performance system was the key for the possible introduction of a pay for performance system, one Commission member recalled that organizations had provided information on their performance appraisal systems some two years before.

A department would not be allowed to utilize the full SES pay range unless a certified performance management system had been implemented.

To strengthen the performance based reward system, a broad banding initiative will continue to be piloted in 2006 2007.

The system has the basic objective of creating a fair, equitable, transparent and measurable system of performance management in support of a results based culture that recognizes and rewards excellent performance while adequately addressing underperformance.

Under a performance pay system, an individual was rewarded for work and should receive a salary increase based solely on his her performance, not on his her family situation, that is, the increase should not be on a salary band structured to include additional costs because of the employee's family situation.

One member considered that it would be worthwhile to develop separate pay for performance systems for managers in the United Nations system, as accountability and effective performance were critical for these positions.

Performance management improvements in the Electronic Performance Appraisal System

8. It should be borne in mind that the performance appraisal system was not an end in itself but was designed to promote a result based culture of performance.

The Japanese delegation supported broadbanding and the establishment of a performance based salary scale, but it was also essential to establish a fair and reliable system for evaluating professional performance.

Objective 2 application system performance.

Performance Appraisal System monitoring mechanisms

With regard to the pilot study on broadbanding reward for contribution, his delegation was concerned about the lack of an adequate performance appraisal system and about the possible financial implications of introducing performance related pay.

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

3. PAS, which is based on performance management principles recommended for the United Nations common system by the International Civil Service Commission (ICSC), is one element of the Secretary General s overall efforts to introduce into the Secretariat a results based culture of performance.

(b) Monitoring of the pilot study on broadbanding pay for performance

E. Enhancing the Performance Appraisal System

(iv) Implementation of Performance Appraisal System

44. In the context of the Secretary General s efforts to introduce a performance based culture, a significant step has been taken with the introduction of a new performance appraisal system, which ultimately must provide the basis for any system of recognition and rewards.

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

It recognizes that 100 per cent compliance is a prerequisite for a performance based reward system as well as effective staff development and training.

The report indicated that discussions had been held with the United States Office of Personnel Management during which it had been noted that the application of performance pay was contingent on certification of the department's performance management system.

6. Requests the Commission, when conducting its review of the pay and benefits system, to bear in mind necessity for performance management systems to be fair and transparent

As some departments would receive more resources than others, some differences in application of the pay for performance system could arise because of budget availability and organizational culture.

II. System of performance awards or bonuses

The new system (Documents Control and Performance Monitoring System (DCPMS)), has the functionality of DRITS as well as performance monitoring capabilities.

79. The General Assembly shall request the International Civil Service Commission to prepare proposals for a possible system of performance based remuneration for its consideration.

C. Review of pay and benefits system

Let our future commitment be result based and performance oriented.

UNRWA is considering the introduction of an objectives based performance appraisal system. Preliminary steps will be taken to expedite the revision of performance evaluation reporting to provide for recording and discussing training needs and personal development plans.

Portfolio risk analysis and performance attribution system ( 875,000)

Review and simplification of the Performance Appraisal System

X based system monitor