This Week: We welcome the launch of the Performance-Based Contract System for Permanent Secretaries

Kelvin ESIASA

By Kelvin Esiasa

Last week the media asked for my comments on the launch of Performance-Based Contract System for Permanent Secretaries. According to the media query the Republican President Edgar Lungu launched the Performance-Based Contract System for Permanent Secretaries. Speaking at the launch held at Government Complex, Mr. Lungu said despite improved conditions of service for civil servants the public had continued to experience poor performance by the public service.

President Lungu explained that government had been prompted to come up with the Performance- Based Contract System in order to maximize the performances of public service workers. He added that the program would extend to other levels of the public service and that the launch was the beginning of the preferred option for improving the quality of services across the continent.

My response on behalf of the Zambian Society for Public Administration (ZSPA) was that as an organization we welcomed the launch. This is because in today’s workplace, performance improvement and the role of performance management is an increasingly popular topic. Performance management system if properly implemented in the public service can help build and maintain trust between employer and employee, and create conditions to allow all employees to maximize their contributions and provide world-class service to Zambia.

Traditionally, performance refers to the results to be achieved, while the process of achieving this performance is performing. This is achieved by defining the role profile of the role holder what is the main output area of the role holder.

Performance is a multidimensional construct, the measurement of which varies depending on a variety of factors. The desired performance is closely related to the organization’s vision: social responsibility, customer orientation, profitability, corporate image, etc. The desired performance of each employee should begin from the pre-recruitment stage. It should be clearly stated in the medium advertising the position for recruitment. This will help prospective recruits and employees of the organization easily identify with the aspirations of the organization at the point of entry.

In the public sector, the vision and purpose of public enterprises are set by legislative instruments. It is the responsibility of the management of the executing agencies or the supervising department or ministry to highlight the desire performance areas of each position in the organization.

A performance management system enables individuals and organization to achieve strategic ambitions through processes that are both systemic and systematic. Performance management systems in the public and private sectors have no differences between them. This is because they both seek to achieve goals micro or macro. Performance management focuses on future performance planning and improvement rather than on retrospective performance appraisal.

Performance management system is also a tool for improving the work performance and productivity of individuals, teams and organizations. It is increasingly important in the public sector in responding to budgetary and fiscal pressures, increasing demands for public services, and the need for more transparency in reporting on the use of government funds.

The fundamental goal of performance management is to promote and improve employee effectiveness. It is a continuous process where managers and employees work together to plan, monitor and review an employee’s work objectives or goals and his or her overall contribution to the organization.

Therefore, for performance management to work among the civil servant President Lungu should be the first President to stop appointing PS through political ranks. He should abolish the system where political sympathizers and cadres find their way as PS even when these people are unable to perform as civil servants. President Lungu should implement the PF policy of having a professional civil service. Then Zambia would see that PS would be able to perform in accordance with performance management system.

Kelvin Esiasa – President for Zambian Society for Public and Society for Family Business