1. Impact-Oriented Project Planning
Session 9. The use of Logical Framework to identify competence, attitudes, indicators for performance assessment
5.9.1

2. Objectives of Session Nine
At the end of this session, the participants are able to:
use the logical framework designed in the previous session – at project level - as the tool to identify:
- competence and attitudes of the project leaders and team members responsible for achieving project objective.
5.9.2

3. Objectives of Session Nine (con’t)
At the end of this session, the participants are able to:
2. assess performance of the project staff based on the identified competences and attitudes, and defined indicators
3 discuss the implications to establish a performance management system within the PNG NARS
Go over the schedule of Day 5
5.9.3

4. What is competence?
Is the state or quality of being well qualified to perform a task.
It is synonymous with ability
It is observable or measurable knowledge, skills - enabling the individual to perform
- with a set standard of completeness and accuracy
5.9.4

5. What is Attitude?
Consists of feelings or statements for or against certain issues
Reflect the predisposition of individuals to view their jobs, other people and work in a certain way
Are reflected in people’s behavior
Examples: responsiveness
flexibility; self-confidence
5.9.5

6. What is performance?
Performance is a combination of competence + attitudes
Competence gives a person the ability to perform,
Attitudes give a person the desire to perform
5.9.6

7. Key criteria to evaluate individual performance
It would be the kind of:
individual’s knowledge,
skill
attitude,
behavior,
productivity,
i.e. quality required to perform the functions identified for the implementation of the organizational and programmatic objectives .
5.9.7

8. At the organizational level
The human talents strategy should concentrate on how:
the different teams,
programs,
functions,
systems,
processes and procedures
add value to the organizational performance.
5.9.8

9. Key criteria to evaluate organizational performance
Of an agricultural research organization would be:
productivity,
relevance,
as well as accountability.
5.9.9

10. What is an important component of performance management system?
is its learning and capacity building or capacity development strategy,
including organizational development strategies.
5.9.10

11. Let’s analyze an example: Assume
Why is it important to have a coherently integrated performance management system?
Let’s analyze an example: Assume
your organization adopts an innovation strategy
a strategy that strongly promotes the development of new products, new services, new processes, institutional innovation.
5.9.11

12. Why is it important to have a coherently integrated performance management system?
Example: (cont’d)
Accordingly, your organization should formulate human talent policies that
promote,
develop and
reward the knowledge (technical and non-technical, skills, attitudes, and behaviors) that enable the implementation of the innovation strategy.
5.9.12

13. The research units must include among their programmatic objectives:
Why is it important to have a coherently integrated performance management system?
Example: (cont’d)
The research units must include among their programmatic objectives:
the need to promote innovative approaches, processes, products, and services.
As indicated, the main criteria to evaluate their performance would be productivity, relevance, and accountability.
5.9.13

14. Why is it important to have a coherently integrated performance management system?
Example: (cont’d)
The research projects must include among their objectives researching and developing
new approaches,
processes,
products, and
services.
5.9.14

15. Most likely, the human talent strategy will:
Why is it important to have a coherently integrated performance management system?
Example: (cont’d)
Most likely, the human talent strategy will:
identify employee creativity, and stability
among attributes that enhance innovation as
they motivate innovative research and
development cycles
creativity and stability lead to secure continuity in innovation processes.
5.9.15

16. the performance indicators chosen to measure
Why is it important to have a coherently integrated performance management system?
Example: (cont’d)
the performance indicators chosen to measure
the appropriate performance would be:
sound technical knowledge of a field that is strategic to the organization
modeling skills
experiment skills
5.9.16

17. passion to try new ideas, persistent hard working, independent mind,
Why is it important to have a coherently integrated performance management system?
Example: (cont’d)
originality,
passion to try new ideas,
persistent hard working,
independent mind,
ability to reformulate problems,
nurturing attitude towards others’ ideas,
loyalty and reliability.
5.9.17

18. Why is it important to have a coherently integrated performance management system?
Example: (cont’d)
As indicated, the main criteria to evaluate their performance would be:
productivity,
relevance, and
accountability.
5.9.18

19. How about the work plans?
The work plans of the employees should be in line with the programs’ objectives, as well as the set of criteria by which the employees will be evaluated as mentioned before.
5.9.19

20. The evaluation of an individual
If it indicates a poor performance?
an analysis of the reasons should consider
a learning and capacity building could be designed to correct the performance to improve
technical knowledge, skills or attitudes in the individual
5.9.20

21. The evaluation of an individual
If the individual’s performance is satisfactory or outstanding?
he or she should be properly rewarded.
if a team or unit performs outstandingly, it should be properly and publicly rewarded.
5.9.21

22. Poor performers
If a team is not performing as required, a development program should be included in the human talent strategy.
5.9.22

23. Organizational performance should be evaluated periodically
Including management performance (appropriate methods)
Organizational development programs should be in place to address the development needs of the organization.
They are very appropriate for change initiatives
5.9.23

24. Coherently integrated performance management systems
If properly designed and implemented, can be a powerful tool to bring about:
supportive structures and
enabling organizational cultures that enhance the implementation of the strategic organizational objectives.
5.9.24

25. Critically important to effective human talent management
is to develop and instill core values throughout the organization.
These values include:
- integrity and honesty,
- commitment to the organizational mission,
- accountability for and pride in one’s work
- commitment to excellence, and
- building trust.
5.9.25

26. Performance management supports an organization’s overall organizational objectives
5.9.26

27. Performance management supports an organization’s overall organizational objectives
by linking the work of each individual employee to the overall mission of the work unit.
this is accomplished by establishing individual goals and objectives that are tied directly to the organization’s purpose or direction.
5.9.27

28. Performance management supports an organization’s overall organizational objectives
An effective performance management process generally starts with identifying clear goals,
which are used as the foundation for ongoing coaching and performance review. .
5.9.28

29. Performance management supports an organization’s overall organizational objectives
5.9.29

30. Performance management involves very important organizational practices:
Analyzing the objectives for your thematic areas and ensuring that they relate to the overall goal of your NARS organization;
Analyzing your employees’ skills and assignments as they relate to organizational, thematic area and project objectives;
5.9.30

31. Performance management involves very important organizational practices:
Recognizing and acknowledging the good performance of employees;
Recognizing where performance needs to be improved and providing employees with the necessary support to improve it.
Thank You!
5.9.31