An innovative approach towards performance management programmes in the Water Services Corporation

Abstract

A Performance Management Programme (PMP) was introduced in 1994 by the Maltese Public Reform Commission for individuals working within the Government service which aims to assess individual performance against approved standards (Department of Policy and Planning, 1996). Performance Management is a continuous cycle of planning, organising, monitoring, supervising, giving and receiving feedback, coaching, and documenting. The emphasis is on actual performance, not on effort, or personality traits (Drumm, 2004). While PMP is usually associated with the Human Resources Division, it is only with the help and knowledge of Operations Management that a proper PMP can be set up and sustained. From the early 90s to date there has been a shift in approach towards PMP where mangers and individuals work together to ameliorate performance (Armstrong, 2000). Thus, there is a shift from a top down to a horizontal approach. This study aims to: • Assess what is being used to measure the performance of employees by the WSC; • Explore different PMP approaches that can be used by the WSC; and • Assess the perspectives of different stakeholders with regards to PMP.