New Performance Management System
wow
Overview of the Project
Need for closer alignment between the ITCILO administrative rules and practices and those of the ILO, while also considering the specificities of the Centre's operations.
Demand for a targeted and result-based Performance Management approach.
The ITCILO can incorporate performance metrics derived from outcome indicators into its results-based management framework by assigning performance targets to the staff.
The Project
+ info
+ info
+ info
General Principles
The Forms
The Transition
General Principles
The PMF is built on 2 main pillars
Fostering ongoing dialogue and feedback between staff and managers to establish performance requirements, developmental objectives, and to monitor progress and evaluate results
Linking individual results with unit workplan and P&B outcomes based on results-based management principles
General Principles
How is the new PMF structured?
The performance cycle consists of three stages: (I) Beginning of the cycle (II) Mid-term review (III) End of the cycle
During the probation period, officials undergo a multiple-rater feedback exercise.
Upward feedback process where unit staff members provide feedback to their unit manager
All staff with Fixed Term (FT) or Without Limit of Time (WLT) contracts, except those on probation, follow an annual performance cycle aligned with the calendar year.
General Principles
How is the new PMF structured?
General Principles
Opportunities
Challenges
Introduces a comprehensive and continuous approach to managing performance.
Provide training to Managers and Staff (by Units)
Change the mind-set
Fosters dialogue and feedback among all parties involved.
Manage the additional workload during the transition
Establishes upfront performance indicators and guidelines, as opposed to the current practice of evaluating performance retrospectively.
Return
The performance appraisal forms have a similar structure to those used at the ILO. In the next slides you will see the general template structures (not the final versions), which will have to be integrated into the performance management software.
Return
Transitional Measures
All current performance appraisals will be completed by 31 December 2023. Transitional arrangements will apply between 1 January 2023 and 31 December 2023 to the completion of any performance appraisal cycle of officials prior to 1 January 2024.
Officials on probation will complete their 9 month probationary period and realign with the new system in 2024.
Go Live
1 January 2024
Transitional Measures
Training for Staff
General informative session on the new PMS September 2023
Specific training for Managers October 2023
Traning sessions by Units October-November 2023
Transitional Measures
Timeline
Thank You!
Home
New Performance Management System
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Created on June 13, 2023
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Transcript
New Performance Management System
wow
Overview of the Project
Need for closer alignment between the ITCILO administrative rules and practices and those of the ILO, while also considering the specificities of the Centre's operations.
Demand for a targeted and result-based Performance Management approach.
The ITCILO can incorporate performance metrics derived from outcome indicators into its results-based management framework by assigning performance targets to the staff.
The Project
+ info
+ info
+ info
General Principles
The Forms
The Transition
General Principles
The PMF is built on 2 main pillars
Fostering ongoing dialogue and feedback between staff and managers to establish performance requirements, developmental objectives, and to monitor progress and evaluate results
Linking individual results with unit workplan and P&B outcomes based on results-based management principles
General Principles
How is the new PMF structured?
The performance cycle consists of three stages: (I) Beginning of the cycle (II) Mid-term review (III) End of the cycle
During the probation period, officials undergo a multiple-rater feedback exercise.
Upward feedback process where unit staff members provide feedback to their unit manager
All staff with Fixed Term (FT) or Without Limit of Time (WLT) contracts, except those on probation, follow an annual performance cycle aligned with the calendar year.
General Principles
How is the new PMF structured?
General Principles
Opportunities
Challenges
Introduces a comprehensive and continuous approach to managing performance.
Provide training to Managers and Staff (by Units)
Change the mind-set
Fosters dialogue and feedback among all parties involved.
Manage the additional workload during the transition
Establishes upfront performance indicators and guidelines, as opposed to the current practice of evaluating performance retrospectively.
Return
The performance appraisal forms have a similar structure to those used at the ILO. In the next slides you will see the general template structures (not the final versions), which will have to be integrated into the performance management software.
Return
Transitional Measures
All current performance appraisals will be completed by 31 December 2023. Transitional arrangements will apply between 1 January 2023 and 31 December 2023 to the completion of any performance appraisal cycle of officials prior to 1 January 2024. Officials on probation will complete their 9 month probationary period and realign with the new system in 2024.
Go Live
1 January 2024
Transitional Measures
Training for Staff
General informative session on the new PMS September 2023
Specific training for Managers October 2023
Traning sessions by Units October-November 2023
Transitional Measures
Timeline
Thank You!
Home