Individual performance appraisal

E. Enhancing the Performance Appraisal System

(v) Support to managers and staff in the implementation of performance management, including monitoring to ensure consistency of application of the performance appraisal system provision of related training and advisory services

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

(v) Provision of support to managers and staff in the implementation of performance management at the Office, including monitoring to ensure consistency of application of the performance appraisal system Office wide, and provision of related training and advisory services

(b) Provision of day to day administrative support for all issues related to human resources, including recruitment, staff welfare and conditions of service, duties and responsibilities, staff development and performance appraisal, and ensuring the efficient administration of entitlements and benefits under the Staff Regulations and Rules

(e) Conduct an analysis of training needs, as reflected in the performance appraisal system, that will enable the training programme to respond better to staff needs, and particularly the needs of women

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

The Secretariat ascribed the phenomena highlighted by my team to the number of organisational restructurings that had taken place since the introduction of the performance appraisal system, but noted that a performance appraisal campaign will be adopted in May 2005, and yearly thereafter, to address the problem.

In paragraph 174, the Board recommended to adhere to the time frames set out in the performance appraisal and development guidebook.

Disclosure should be made of how the board has evaluated its performance and how the results of the appraisal are being used.

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.

This will be continually done, in conjunction with staff performance reviews.

UNDG organizations should include in the performance appraisal system for the resident coordinator and United Nations country team an assessment of teamwork and horizontal cooperation.

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.

Staff performance appraisals were reviewed by Management Review Groups, which made decisions on which staff to recommend for promotion.

Basic elements of training management such as annual plans, appraisal of training received and keeping staff training records must be put in place.

However, there is no standard system regarding the timing and frequency of performance reports, and it appeared that none of the UNMOs, including senior UNMOs, were quite sure about the distribution process after the performance appraisal reports were completed.

Greater attention has been given to making progress on geographical and gender balance, harmonizing conditions of service of staff assigned to the field, streamlining administrative procedures and increasing the efficiency of existing human resources related information technology systems such as the electronic performance appraisal system and the Galaxy electronic staffing system.

The RCAs of management staff should include gender mainstreaming performance targets and oversight mechanisms.

There is continuous reinforcement of the revised guidelines for special service agreements in regard to the need for a performance appraisal prior to payment for services and rehiring taking place.

In general, staff and managers are ready for and interested in performance management and innovation

92. Requests the Secretary General to invite the International Court of Justice to review its management functions, with a view to introducing a system of results based budgeting, modernizing work flow processes and enhancing the use of information technology for, inter alia, remote translation and the introduction of a performance appraisal system for staff

The Secretariat might also pursue the improvements the External Auditor had suggested in relation to performance management and appraisal in terms of identifying and negotiating goals, job descriptions and reporting cycles.

In paragraph 206, UNFPA agreed with the recommendation of the Board of Auditors to (a) perform yearly performance reviews in a timely manner in order to ensure that relevant and meaningful individual performance plans can be prepared for the following year (b) revise its timelines for the implementation of the Performance Appraisal Review system and (c) regularly monitor the performance system to ensure compliance with established deadlines.

5. Recognizes that measures to improve management capacity and performance among senior staff are highly desirable

As part of the second phase of the human resource management framework, the Director General, through Administrative Instruction No. 15 dated 26 July 2002, introduced a new and simplified performance appraisal system.

UNICEF is discussing the performance reports for staff at the level of Assistant Secretary General and above.

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

The performance appraisal and development system was launched in May 2005 after the UNFPA priority pillars (decided upon by the Executive Committee in February 2005) had been incorporated in each office management plan.

In paragraph 206 of the report, UNFPA agreed with the Board's recommendation that it (a) perform yearly performance reviews in a timely manner in order to ensure that relevant and meaningful individual performance plans could be prepared for the following year (b) revise its time lines for the implementation of the performance appraisal review system and (c) regularly monitor the performance system to ensure compliance with established deadlines.

(c) Performance management to establish and maintain a performance management system for staff that is clear and objective, is free of bias and abuse, encourages dialogue and feedback and is consistent with the strategic objectives of the Agency, thereby ensuring that all staff perform effectively

Analysis of the human resources function documented increased decentralization, particularly in hiring, recruitment, and performance appraisal, but also the fact that Governments had tried different systems and management strategies in their pursuit of effectiveness.

Objective appraisal of jobs. The Committee recalled that the reference in Article 3 of the Convention to objective appraisal of jobs was different from the concept of the performance evaluation of the employee and pointed out that the objective evaluation of jobs involved the adoption of some technique to measure and compare objectively the relative value of the jobs performed.

Objective 1. Promote responsible and sustainable management by combining operational performance objectives, personal development for staff and attention to durability.

The reappointment of five staff members whose performance record had not been confirmed as fully satisfactory had not been approved.

The measures described in the present section of this report are aimed at ensuring that (a) the Secretary General receives the necessary advice to properly assess the performance of senior managers (b) executive level decisions are clearly understood and followed up (c) senior managers understand what is expected from them and (d) the mechanism for formal appraisal of all staff, including managers, is improved.

(ii) Provision of career support programmes for staff at all levels, including programmes to promote mobility and to support performance management

As at the end of April 2005, individual performance assessments had been completed for 79 per cent of its UNFPA staff.

In paragraph 323, the Board recommended that UNICEF file performance reports for all staff members, including at the Assistant Secretary General level and above, in compliance with United Nations staff rule 101.3 (c).

As part of the overall accountability framework, the e PAS is the formal tool employed in holding staff accountable for their performance.

We must also do more to professionalize the Secretariat and to hold its staff and management more rigorously accountable for their performance.

GFPs, preferably senior staff with gender expertise, should have clear job descriptions and performance indicators, matched with allocation of time and resources.

Welcoming the decision of the Secretary General to include, in the performance appraisal of managers, information on the opportunities presented for the selection of women candidates and on progress made in improving women's representation, including efforts made to identify women candidates,

Welcoming the decision of the Secretary General to include, in the performance appraisal of managers, information on the opportunities presented for the selection of women candidates and on progress made in improving women's representation, including efforts made to identify women candidates,