Microsoft Word - APAM-2 4.1.doc

Figure 12.2 Revised performance review and appraisal model

employee rating is completed for decision making that will lead to action as a way

of feedback for each of the components in the model.

Policy implications for Africa
Although recruitment and performance appraisal practices are well backed up in institu-
tional support, regulations, and procedures, there is no substantial effort to address em-
ployees’ job and life expectations as critical components in the effort to encourage em-
ployee commitment to an effective performance management system. The public ser-
vice reforms should address these ever changing employee expectations as employers
demand, objectives, targets and expectations unfold through continuous review of job
descriptions, specifications, and appraisal systems.

Reform agenda

Ministries, Departments and Agen-

cies’ mission, goals and objectives

Public Service Charter

Strategies, plans, activities, targets

and standards

Joint agreement on employer expec-

tations for the job based on realistic

and well reviewed and defined job

descriptions and specifications

Joint agreement on employees’

expectations on performance

facilitation from the employer

Joint agreement on the realistic

process of facilitation of achievement

of both employee and employer

expectations

Joint agreement on how

employee expectations

will be met

Performance on Public Service

Charter

Joint performance review and im-

provement of employee and em-

ployer expectations

RATING

PERFORM-

ANCE

APPRAISAL

DECISIONS

Required individual job objectives

and outcomes

National Performance Feedback