Performance Management Officer

Key Responsibilities

Management/Administrative: 

• Participates in the development of the Division’s Corporate/Operational Plans, Budget and Individual Work Plans; 
• Represents the Director/Manager at meetings, conferences, workshops and seminars;
• Prepares reports and project documents as required; 
• Prepares and delivers Performance Management/PMAS presentations as needed;
• Supports and maintains customer service principles, standards and measurements. 

Technical/Professional: 

• Participates in the implementation of performance management and improvement frameworks for NEPA, that leads to the proper alignment of individual work plans with the Divisional strategic business plans and priorities; 
• Collaborates with Strategic Planning Branch to develop an annual work plan for the oversight of the operation of the PMAS in the Agency; 
• Co-ordinates PMAS orientation and refresher sessions for all categories of employees in NEPA, ensuring thorough understanding and re-enforcement; 
• Administers monitoring and evaluation tools to gage the effectiveness of the PMAS orientation and refresher intervention; 
• Supports Managers/Directors and Supervisors in preparing Work Plans, to ensure that they are completed in the required standards for all relevant staff members within the agreed timeframes; 
• Executes Performance Management and Appraisal System (PMAS) related change management initiatives, in collaboration with other stakeholders, both internal and external; 
• Maintains a comprehensive register of employees, as well as their Appraising and Reviewing Managers/Directors; 
• Analyzes Divisional/Branch plans and work plans against performance reports for the staff in assigned Divisions or category of workers of NEPA to ensure alignment;
• Recommends the implementation of remedial and corrective action to Managers and Directors in assigned Divisions, to address poor performance of employees;
• Escalates complex performance management challenges impacting divisions to the Manager, HRD & PM for more robust interventions; 
• Disseminates approved customized manuals and forms with PMAS Guidelines;
• Tracks the deployment and alignment of performance management activities;
• Provides feedback to employees of the status of their performance queries;
• Assists in developing customized PMAS materials for employee orientation session;
• Identifies skills gaps and recommends appropriate training; 
• Updates and maintains performance appraisal records, and generates/compiles reports to inform HR decision making; 
• Examines the performance management and appraisal systems to determine systematic weaknesses e.g. subjectivity, lack of equity and fairness, lack of proper measurement tools, as well as activities that do not add value to the process by: 
  • Conducting interviews with staff; 
  • Reviewing the Agency’s Strategic Business Plans; 
  • Administering questionnaires; 
  • Reviewing previous reports. 
• Conducts research to support the development and maintenance of NEPA’s Competency Framework; 
• Updates the employee competency database to facilitate succession planning and career pathing; 
• Updates a confidential register of performance ratings and applicable awards/sanctions;
• Generates the relevant reports that will facilitate employee increment and performance incentives payment, as well as to trigger the Agency’s rewards and recognition initatives;
• Assists with the planning and hosting of employee rewards and recognition events;
• Keeps current with emerging HR changes, legislative and industry requirements to deliver high level support. 

Human Resource: 

• Contributes to and maintains a system that fosters a culture of teamwork, employee empowerment and commitment to the Division’s and organization’s goals;
• Assists with the preparation and conducting of presentations on role of Division/Unit for the Orientation and Onboarding programme;
• The incumbent may, from time to time, be assigned duties not specifically outlined within the job description but are within the capacity, qualifications and experience normally expected from a person occupying this position. 

Required Knowledge, Skills, and Competencies

• Knowledge of HRM&D/People Principles and Techniques 
• Knowledge of Performance Management principles and practices/approaches;
• Knowledge of the Government of Jamaica’s legislative arrangements underpinning the HRM&D/People functioning, for example Public Service Regulations, Records and Information Management Policies, Access to Information, SHRMD Policies, etc.
• Strong ability to synthesize multiple ideas and complex information into a coherent summary, as in reports and briefing notes, and to make cogent recommendation for the modification or creation of legislation, policies and programmes 
• Good verbal and written communication skills, with the ability to deliver presentation with tact, clarity, enthusiasm and accuracy to widely varied audiences 
• A high level of initiative and self-motivation 
• Demonstrated interpersonal and negotiation skills 
• Aptitude for developing and maintaining collaborative relations with team members both within and outside the Agency 
• Knowledge of computerized systems and software, with an emphasis on the MS Office suite and projects 

Minimum Required Qualification and Experience

• Bachelor’s Degree in Human Resource Development/Management, Management Studies, Public Sector Management, Public/Business Administration, or a related discipline; 
• Three (3) years’ related experience in a Human Resource Management/Development /Performance Management environment. 

OR 

• NVQJ Level 5 in Human Resource Development/Management, Public Sector Management, Public/Business Administration, or a related discipline; 
• Three (3) years’ related experience in a Human Resource Management/Development/ Performance Management environment. 

Please note that only shortlisted applicants will be contacted.