A new performance appraisal system in the Maltese public service : evaluation and development

Abstract

Performance management has always been in my interests throughout all my career experience in management. As a process in which managers and employees work together to review and monitor the work objectives and the employees’ overall contribution to the organization has always been a main area of Human Resource Management which made me think whether the traditional performance management had any values or can induce development in anyone’s career. The traditional Performance Management Programme (PMP) was suspended on 1st January 2016, as part of the process for the introduction of the new system which is part of the Government’s commitment towards the improvement and strengthening of the operational competences of the Public Service employees as well as the continuous development. During this period, the Interim Performance Management Programme Form was to be used as a substitute for PMPs which had the same purpose as any PMP document. On 1st August, 2016, the new Performance Appraisal System was launched within the Public Service. The fully automated and web-based system, will allow users to log into the system through their login and password. Then one fills-in the details related to their appraisal directly into the system. The main aim of this performance appraisal is to provide a holistic approach towards performance management and strengthen the relationship between appraises and their managers. It will enhance transparency and accountability and identifies needs for training and any gaps with regards motivation and engagement of the employees. The main of this PA is to improve the effectiveness of the organisation and get high-quality standards. Whilst doing this study, in 2016, PAHRO, as it was formerly known, continued to progress from the traditional concept of micro HR Management, towards more to change management, and changed its structure and concept to People and Standards Division under the remit of the Office of the Prime Minister. As a regulator rather than operator it will promote more leadership development and act as a monitor and evaluator of HR operations and planning within line Ministries and Departments. The idea to evaluate the impact of PA on the Public Service employees as well as Managers came through being an innovative idea which will improve values in respect of Performance Management reviews. It is a way forward of good governance in operations and principles as well as part of the key performance indicators as a SMART measure to evaluate the success of both the organisation and the employee.