Background
Performance management is the systematic process of:

Planning work in advance so that goals and expectations can be set.
Monitoring progress and performance continually.
Developing the employee’s/consultant’s ability to perform through training and work assignments.
Rating periodically to summarize performance in a summary fashion.
Rewarding good performance.

Performance management is an ongoing, continuous process of communicating and clarifying job responsibilities, goals and priorities and performance expectations to ensure mutual understanding between supervisor and employee/consultant. It is a philosophy which values and encourages employee/consultant development through a style of management which provides frequent feedback and fosters teamwork. It emphasizes communication and focuses on adding value to the organization by promoting improved job performance and encouraging skill development.

Rationale
The purpose of an effective performance management system is for employees/consultants to have a clear understanding of the work expected from them, to receive ongoing feedback regarding how they are performing relative to expectations, to distribute rewards accordingly, to identify development opportunities, and to address performance that does not meet expectations. A comprehensive performance management system empowers employees/consultants to have greater input to their personal career progression and will be based upon an agreed set of criteria.

Policy Statement
The company strives to be an effective organization. Managing the performance of the individual employees/consultants will help us draw out the best from our people in terms of:
Commitment to corporate mission and objectives
Attainment of the highest level of productivity, and
Achievement of personal and professional growth,

Objectives
The Performance Management System (PMS) is designed for people to achieve the following:
Participate and commit in the attainment of their objectives, duties and responsibilities.
Provide them with a continuous assessment/information on their performance, which shall serve as a sound basis for their progress and continuous development in the company.
Serve as a uniform standard to assess their individual performance for employee/consultant action such as promotion, performance bonus, merit increase and/or disciplinary action.

Implementing Guidelines
Overview of the Performance Management Cycle
Performance management starts with a shared understanding of what the company is trying to achieve. This is embodied in the strategy map which incorporates the corporate objectives as derived during the annual planning sessions. The corporate objectives are greatly influenced by the company’s mission, vision and values.

The corporate objectives or key result areas (KRAs) are then cascaded to the executive level, to the managers, to the supervisors and to the rank and file. The individual objectives should clearly be linked to the objectives of the whole organization.