PERFORMANCE APPRAISAL SYSTEM IN UNICEF.

Executed By: Anum Iqbal Sadaf Hameed (BPA VIII)

Introduction
Current appraisal system is linking management and work planning and with organizational performance. In past, not all staff members are aware of the procedure governing periodic reports on their performance

Alignment of performance management and Strategic Plan:

Mission: UNICEF is working on 8 basic Millennium Development Goals for the betterment of mother and children of Pakistan.

Mission of Nutrition Program: Health & Nutrition component falls in 4th and 5th MDGs with purpose of reducing child mortality and eradication of Polio.

Program Assistant: is responsible to locate the budget with committed partners and to guide them properly for funds utilization for different activities (immunization, nutrition component, Infant young Child Survival) of implementation partners.

Performance Management Process:

Performance Planning

Prerequisites

Performance Execution

Performance Review

Performance Assessment

Performance Management Process:

Prerequisites: the HR department hires new employees and do job rotation of existing staff according to the needs. Planning: developmental plan is discussed. Performance Execution: A meeting of project leaders and section heads (in which that project is carried out) and staff is conducted. conducted

Performance Appraisal System

Performance Appraisal Design: e-PAS improved overall organization performance by encouraging a high level of involvement and motivation UNICEF Appraisal Form: UNICEF behavioral as well as results approaches are used

Major Components of Appraisal form

Basic Employee Information: title of post (project assistant MCHC), joining date, grade of post, Appointment type, duties station( Islamabad). Accountabilities, objectives and standards: the key assignments and objectives plan for the period are mentioned.

Cont..
Competencies and Indicators: Technical knowledge, Planning, setting standards and monitoring work (quality of work), Drive for results (quantity of work), Team work, Communication. Major achievements and contributions: Specific recommended learning activities are listed, and at the end of reporting period

Cont
achievements: Developmental Developmental achievements like PROMS training and gender awareness are listed in Part 2. Stake Holder Input and Employee Comments: These components are not available in UNICEF appraisal form. Signatures: Signature of staff members, supervisors and 2nd reporting officer are available in form.

Characteristics of performance Appraisal:

Characteristics: Relevant Detailed Standardization Legal sanction Open communication Employee access to results. Availability:

Critical Analysis:
Part 2 -working Plan-setting objectives and standards; Draft CRQs, PRQs, PGMs and SSAs in PROMs on weekly basis with respect to their priorities. Coordinate with the operation/ supply staff on supply and non supply assistance activities on daily basis in case of emergency situations and on weekly basis in normal circumstances. Assisted in organizing program workshops and arrange meetings with limited budget with time schedule Providing information to hubs for developing PCAs with min error of 1.5% & forward them to peer review group within a week. Reviewing the vouchers and process liquidation and reimbursement to IPs by every Monday.

Cont
PROMs Training Staff Comments Supervisors evaluation degree to which performance is improved
80% training session should be completed in expected date of 3months.

-Completely

ineffective -somewhat ineffective -effective -highly effective -exception.

Reasons for contextual performance

Part 4 in competency areas of employee will be rated on the scale 1- Always 2- very often 3-fairly often 4-occasionaly 5-never Rating is done by staff members and comments

Competency areas
Decision making: most of the decisions and opinions were helpful in the effective achievement of the goals. OCB: voluntarily carrying out task activities that are not formally part of jobs Collaboration: handling conflicts situations in such a way that is agreed upon by every team member.

Performance Review:

The results are reviewed in the panel discussion comprises of chief (health section), supervisor, 2nd reporting officer, staff members and individual being evaluated.

Conclusion:
A combination of three factors allows some people to perform at higher levels than others Declarative knowledge Procedural knowledge Motivation

Purpose Served By Performance Management System. Strategic Informational Organizational maintenance Administrative developmental