To superintend the performance management cycle/ process.

• To develop and maintain required performance management documents, tools and procedures.

• To develop, implement and evaluate metrics used to assess the effectiveness of the performance and recognition portfolios.

• To design and conduct sensitization, coaching and training sessions.

• To manage all communication relating to the portfolio and promote a performance culture.

1. Key outputs

• Work plans reviewed and feedback provided.

• Performance metrics developed and assessed.

• Policies, procedures, forms and manuals developed and maintained.

• Reports prepared and recommendations provided.

• Communication materials developed and disseminated.

2. Key Responsibilities

Technical

• Integrates performance management principles within the culture of the Department.

• Collaborates with managers, supervisors and team members to develop Unit and Individual Work plans to ensure alignment with Operational Plan and other related plans as well as the objectives of the Unit and job.

• Reviews and provides feedback to supervisors and/or team members on all sections of the Performance Management and Review Form.

• Coordinates interim and final performance reviews ensuring supervisors and team members complete the required documents.

• Guides and monitors the performance development process for both high and poor performers to improve/strengthen performance and career development.

• Develop tool and guide supervisors in the use of a performance improvement plan to aid in improving poor performance.

• Collaborates with the Training and Development Unit to ensure training and developmental activities are included on the Training and Development Plan and/ or other related plans as well as to track fulfilment.

• Assists with the maintenance of the Department’s Competency Framework to support performance management, recruitment and selection, training, career development and to reinforce the Department’s core behaviors.

• Coordinates the payment of performance increments for all qualified staff members and inform the relevant HR Officer.

• Implements performance management related change management initiatives in collaboration with other HR Officers and stakeholders.

• Maintains a confidential register of performance ratings and applicable awards/sanctions.

• Conducts sensitization, coaching and training sessions on all phases of the performance cycle.

• Develops, implements and maintains performance management and rewards and recognition documentations and reports.

• Conducts research and analysis and recommends corrective action (s)/ areas for improvement for the performance management and reward and recognition portfolios.

• Develops, implements and monitors rewards and recognition activities, strategies and initiatives.

• Collaborates with all levels of staff to embed a culture of performance and recognition.

• Maintains databases/records for the portfolios.

• Assists the Organizational Development Manager with organization development activities/initiatives as required.

• Any other related duty that may be assigned from time to time

3. Key Performance Indicators

• The job is successfully performed when:

• Performance Management Cycle coordinated within stipulated timeframes.

• Unit work plans reviewed and feedback provided within stipulated timelines.

• Metrics developed and evaluated within required timeframes.

• Improvements recommended based on research.

• Reports, policies, manuals, forms and procedures developed within agreed time-frame and required standards.

• Training conducted within required timeframe and documents are current and comply with established standards.

• Records are current/ maintained in accordance with stipulated timelines and guidelines.

Qualification and Training

• A Bachelor’s Degree from a recognized institution in the disciplines of Human Resources Management; Human Resources Development or equivalent.

Essential Experience and Knowledge:

• At least 7 years’ experience in Human Resource Management, with at least 5 years in a similar or related capacity.

Competencies

• The incumbent is expected to contribute to realizing the goals and objectives of the Department, in a highly dynamic environment. The following competencies are required for the effective performance of this job:

Core Competencies

• Good Oral and Written Communication

• Good Problem Solving and Analytical Skills

Technical Competencies

• Good Knowledge of Research Methods and Data Analysis Techniques

• Strong knowledge of required Legislations, Policies and Procedures.

• Knowledge of Microsoft Office Suite/ Proficient in Microsoft Excel.