Job Purpose
Under the general direction of the Senior Director, Corporate Services, the Manager, Performance Management and Training is responsible for co-ordinating activities for the development, implementation and integration of strategies for the management of staff performance leading to a more efficient and effective workforce and utilization of human resources. The incumbent is also responsible for co-ordinating the activities for the Performance Management System to improve performance.
Key Responsibilities
To implement a comprehensive Performance Management Appraisal System.
- Provides advice to Branch Directors and other Department staff on all aspects of Employee Performance Management;
- Ensures the implementation and institutionalisation of an effective (technology-enabled) Employee Performance Management Appraisal System (PMAS);
- Resolves or escalates any disagreement which may result from the performance assessment process;
- Advices on the development and implementation of an effective Reward and Recognition System;
- Reviews existing arrangements, identifies human resource gaps, and develops proposals and strategies to narrow these gaps;
- Ensures that staff is properly oriented and socialized into the culture of the organization;
- Monitors the administration of PMAS within the Department;
- Periodically reviews and analyses the Department’s structure and manpower needs and makes recommendations to management for adjustment where necessary;
- Ensures that organizational development programmes developed and conducted are aligned to the strategic objectives of the Ministry and that the organization’s needs are met;
- Makes recommendations for the review/development of job descriptions/terms of references for positions to be reviewed and reclassified to ensure currency of jobs in meeting the needs of the Ministry;
- Ensures that the policy framework and their attendant strategies are supported by the organizational structure; makes recommendations for changes to the organizational structure as dictated by the operational direction of the Ministry;
- Liaises with the Ministry of Finance and the Public Service regarding the implementation of revisions to the organizational structure and staffing arrangements;
- Provides the technical inputs to an agenda for business process re-engineering and general modernisation initiatives;
- Reviews and monitors the performance management process on a continuous basis and manages the recognition and rewards system;
- Provides advice to Branch Heads and other staff on all aspects of performance management;
- Ensures the availability of the training and development “interventions” needed to fill identified training and development gaps within the Department;
- Schedules and Chairs weekly evidence-based reviews of the Department’s Performance, where Branch Heads report on performance achieved, identify the root cause of performance gaps and outline how they will get performance back on track;
- Develops and implements operational policies, plans, guidelines, standards, processes and procedures for the delivery of the Department’s Human Resource Performance Management Programme, consistent with the Ministry’s strategic policy objectives and GOJ processes and principles;
- Provides a comprehensive approach to setting performance commitments, objectives, expected behaviours, assessing results and providing continuous feedback and coaching for all employees and managers, ensuring individual work plan is aligned with the Ministry and Government-wide Strategic and Operational goals, so that strong performance is recognized and unsatisfactory performance can be addressed.
Co-ordinates and implements activities geared towards creating leadership and staff development strategies and programmes and a culture of continuous learning aligned with the organization’s strategic direction.
- Oversees the development and implementation of a corporate training plan to meet the needs of the Department in achieving the strategic goals and objectives;
- Provides leadership and guidance in the development, implementation and maintenance of a succession planning programme to ensure continuity of skills and competencies in the Department, including; personnel development and career advancement of employees in collaboration with Branch Heads and managers;
- Oversees the development and maintenance of a skill/competency database including key positions and talents;
- Establishes an employee development programme which provides opportunities for maximizing the potential of employees and identifying career development options;
- Develops an effective policy and associated procedures for succession planning at the Department;
- Establishes the budget to ensure that training needs are adequately funded;
- Works with Line Managers to develop the Learning Objectives for critical Learning Interventions and identifies internal or external Trainers who can deliver the modules;
- Ensures the development and maintenance of a skills database including key positions and talents;
- Conducts Annual Training Needs Analysis (TNA) for the Department;
- Ensures the development of a talent pool or talent pools, to support the long-run viability of the Department buy identifying high potential, high performing staff;
- Manages the booking process for training interventions and maintain statistics;
- Obtains attendee feedback to assess the effectiveness of learning interventions delivered;
- Participates in the deliberations of employee career development and makes recommendations for the implementation of improved HR policies and programmes;
- Ensures that Managers are trained on the Job Evaluation methodology used by the Department and, when required, provides an internal job evaluation service for the Department, to ensure Department-wide consistency;
- Provides guidance, feedback and/or recommendations to Heads of Branches on HR-related issues or concerns;
- Develops and implements knowledge management strategies and processes to ensure consistent capture of intellectual capital to support effective service delivery and improve development of programmes.
To lead and manage the Section to achieve the above-mentioned strategic objectives and ensure that there is a competent cadre of highly motivated staff
- Plans, organises and directs the work of the Branch, including overseeing the creation of the Branch’s corporate and operational plans and budgets and monitoring the Branch’s achievement against them;
- Oversees the Performance Management Process within the Section;
- Conducts spot checks and reviews of work plans and performance reports for the staff of the Branch and ensures that the performance indicators are measurable;
- Ensures that the evaluations are conducted in an equitable and fair manner;
- Resolves any disagreement which may result from the assessment process;
- Recommends strategies to achieve and maintain optimal Human Resource capacity development;
- Co-ordinates the production of reports for the Director in preparation for meetings internal and external to the Department;
- Attends various meetings with internal and external agencies with and on behalf of the Director;
- Maintains effective working relationships with external and internal stakeholders and clients, ensuring that the Branch provides a consistently high level of service to them;
- Ensures that the Branch’s staff have sufficient and appropriate physical resources to enable them to undertake their duties efficiently and effectively;
- Ensures that for staff with “People Development” responsibilities, compliance with all related goal setting, performance management, staff development and succession planning processes of FID is non-negotiable;
- Ensures the management of the performance of the Branch and its staff, including transferring skills, motivating staff, setting performance targets, monitoring performance, providing feedback to staff, and arranging for training;
- Assesses the performance of all staff who report directly to this position;
- Institutes continuous processes to detect whether there are staff of the Branch who have competency and skills gaps and or issues of “fit” with “the FID Way”;
- Provides leadership to staff through effective objective setting, delegation and communication;
- Manages the welfare and development of direct reports through the preparation of performance appraisals and recommendation of required training and development programmes;
- Develops and reviews the Department’s policies, procedures and systems to meet the Department’s goals and objectives;
- Provides guidance to staff through coaching, mentoring and training, providing assistance and support as needed, as well as participate in disciplinary matters for the Branch’s staff in accordance with the policies and procedures;
- Participates in the recruitment and selection of staff for the Branch;
- Ensures that staff is aware of and adheres to the policies, procedures and regulations of the Department and the Ministry;
- Ensures that the staff have sufficient and appropriate physical resources to undertake their duties efficiently and effectively;
- Maintains effective working relations with external and internal stakeholders and customers, thus ensuring that the branch provides a consistently high level of service to them.
Required Knowledge, Skills and Competencies
Core
- Flexibility & Adaptability
- Problem Solving & Critical Thinking
- Stewardship Responsibility & Accountability
- Communication
- Teamwork
- Emotional Intelligence
- Relationship Building & Networking
- Innovative Thinking
- Results-Oriented
- Change Leadership
- Strategic Thinking
- Team Leadership
Knowledge
- ICT literacy and excellent knowledge of Microsoft Office suite especially Microsoft Project.
- Knowledge of Facilitation Skills
- Excellent command of written and spoken English
Minimum Required Qualification and Experience
- Undergraduate Degree in Human Resource Management (HRM), Education, Business Administration, Hospitality Management or related field;
- A minimum of five (5) years of progressive experience in HRM.
- Previous experience in Administering Learning and Development
- Experience in event planning would be a distinct advantage
Special Conditions Associated with the Job
- There are no significant personal security risks associated with performing this role
- May be required to work beyond the normal working hours
- May be required to work on weekends and public holidays
Please note that only shortlisted applicants will be contacted.
