Poorly performing govt officials risk risk losing jobs

SENIOR Government officials who perform poorly at their stations risk having their contracts terminated under a new performance appraisal system which seeks to ensure all State departments execute their duties effectively.

The appraisal system, which is currently being crafted and is expected to be put into effect soon, will spell out the mandate of permanent secretaries and other senior staffers who are expected to ensure the Government delivers its pro-people mandate.

This comes as Government is considering awarding non-monetary benefits to its employees to complement the much-awaited salary increment.

In an interview last week, Civil Service Commission (CSC) chairman Mr Mariyawanda Nzuwah said the appraisal system for permanent secretaries would be unveiled before the end of the year.

"We are currently working on the draft appraisal system for permanent secretaries and it will be unveiled soon; before the end of the year," he said.

"The structure of this system will be based on the guidelines of the Public Service Act as well as the new Constitution, which both provide for this system."

Dr Nzuwa said the performance appraisal system entails a periodic review of workers' performance.
He said if employees do not work according to agreed benchmarks, Government would consider cancelling their contracts or reviewing their roles.

He also said the Commission would conduct consultations and hold strategic meetings in crafting the appraisal system.

"Permanent secretaries will be particularly under the microscope. There will be no room for incompetence. The draft that we are working on will articulate everything.

"However, the fundamental aspect of the system is that employees have to perform and modalities will be put in place to ensure that they do so. If they do not perform their duties according to expectations, they risk having their contracts terminated."

Top human resources expert Mr Memory Nguwi said the appraisal system would improve Government performance if it is implemented accordingly.

"The advantage of the appraisal system is that it holds people accountable. It also gives workers motivation to achieve set targets and also gives them confidence that they are doing the job accordingly," he said.

Mr Nguwi said the appraisal system had proven to be effective in the private sector, where the remuneration of managers is based on their respective company's performance.

"The studies that we have done show that most of the companies that are performing well have put in place effective appraisal systems. It was long overdue for this system to be adopted by Government.

"The critical issue now is to implement the system by setting the targets in advance so that it becomes easy for assessment. Also the period for review should be limited to short-term periods which can be quarterly, for example."

On the non-monetary benefits, Dr Nzuwah said Government had identified this area as a top priority.
"President Mugabe has already set the tone that everyone in the administration of Government should assist civil servants. We are happy that we have agreed with the workers that when we are looking at their plight, we will not only look at the salaries that they are taking home but their overall welfare, their basic needs and their aspirations.

"As such, the issue of non-monetary benefits will be a top priority as we consider the cost of living adjustment for the workers."

The performance appraisal system has proven to be effective for governments in many other countries.

In Africa, Kenya has adopted the system to good effect as it is one of the reasons why the country's economy is the best performing in East Africa.