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