By Stella Odueme
In line with Pillar 2 of the Federal Civil Service Strategy and Implementation Plan 2021-2025 (FCSSIP 25), the Head of Civil Service of the Federation (HoSF), has held a retreat for transformative permanent secretaries on the implementation of the Performance Management System (PMS) in the service.
Head of Service of the Federation, Dr. Folasade Yemi-Esan maintained that the Office is committed to sustaining and strengthening the structures established to drive PMS).
A statement by the Director, Communications,
Muhammed. A. Ahmed on Wednesday in Abuja said she made the disclosure at a one-day Retreat for Federal Transformative Permanent Secretaries on the Status of the Implementation of PMS in Ministries, extra-ministerial Departments and Agencies (MDAs) in Abuja on Tuesday.
Dr. Yemi-Esan explained that the purpose of the retreat was to evaluate the progress so far made since the last one and also to adopt the service wide Key Result Areas (KRAs) for the 2024 Performance Management circle.
In her Keynote Address, she stated that Performance Management is one of the key strategies toward ensuring better employee performance in sync with organisational goals.
“It is essential in evaluating, as well as managing employees’ performance, she opined. It is also key to creating a work environment that encourages improvement, which in turn, motivates employees to be more productive,” she stated.
The HoSF disclosed that a robust institutional arrangement guarantees effectiveness in government performance management. This she said comprises the mechanism, rules, polices, guidelines, informal practices and culture that promote the effective implementation of PMS, as a globally accepted management tool.
Dr. Yemi-Esan, emphasised that in the emplacement of PMS within the implementation framework of FCSSIP 25, an important building block that Chief Administrative and Accounting Officers must begin to accord due priority, is an effective Incentive and Consequence Management system.
One of the hallmarks of a functional PMS, according to her, is that employees face sanctions for non-compliance with procedures or get incentives for high performance.
She reiterated the need for the Transformative Permanent Secretaries to prioritise the professional growth and development of staff, so that the Service will remain adaptive and resilient in the face of any opportunity or challenge.
While welcoming the Participants, the Permanent Secretary, Career Management Office, OHCSF, Mr. Adeleye Adeoye affirmed that the Retreat was to deliberate on the Service wide Key Result Areas (KRAs) for the 2024 Performance Management circle.
Mr. Adeoye urged the Permanent Secretaries to, collectively, define the parameters that will guide the performance management efforts in the year ahead.
He stated that it is imperative that they approach the task with diligence and foresight, ensuring that KRAs align with Public Service goals, as well as national priorities.
A detailed and graphic presentation on the status of PMS implementation in the various ministries was delivered by him.
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