Governor Subjects Top Officers To Rigorous Performance Appraisal
Updated on: Oct 04, 2020
Governor Ndiritu Muriithi subjected all the CECMs, chief officers and directors to a tough performance appraisal for the year ending June 2020.
The process ended with some departments spending a whole day taking the Governor through their performance.
Individual performance appraisal is an important component of reforms that have been going in the county public service to make professional and world-world class.
By the time the Governor carried out their appraisals, the senior officers were expected to have already appraised the respective staff in their line departments.
As an establishment, we are delighted with the progress we have made especially on behaviour change and the focus on outcomes in our management system, the governor said.
Its through the performance appraisal exercise that HR actions such as promotion, demotion, reprimand are based on. The exercise which is carried twice a year zeroes in on lax and non-productive officers as well as those who are productive.
All the county staff were subjected to the exercise with a stern warning that those whose performance would be found to be wanting would be dismissed while those meeting targets would be promoted.
According to the county secretary Mr. Karanja Njora, results of the appraisal will inform critical human resource decisions such as promotions, dismissal or reprimand.
There will be several promotions for officers who have proved to have performed well. Similarly, the exercise has brought to the fore a number of officers whose performance is wanting and will therefore exit the service while others will get a warning, the county secretary said.
The county embraced results-based management system three years ago as part of reforming the county public service. Under the system each employee is required to have a work plan with specific targets which are measured during an appraisal by their supervisor at the end of the financial year.
Each of the executive committee members, their chief officers and directors were required to present evidence of how they were transforming the lives of the county citizens especially through enterprise development.
As a government, we are emphasizing on enterprise development being a catalyst for job creation and growth of incomes as a strategic objective of each department attracting the highest score, Mr Njora said.
The county workers will present work plans with target for this financial by Friday next week. From January, the appraisal will be migrated to an online platform that also includes filling of weekly timesheets.
The county government has been seeking a fiscal balance between workers salaries and development by increasing the productivity of employees through the reforming that involve staff rationalization, redeployment, retraining, among others.
The process ended with some departments spending a whole day taking the Governor through their performance.
Individual performance appraisal is an important component of reforms that have been going in the county public service to make professional and world-world class.
By the time the Governor carried out their appraisals, the senior officers were expected to have already appraised the respective staff in their line departments.
As an establishment, we are delighted with the progress we have made especially on behaviour change and the focus on outcomes in our management system, the governor said.
Its through the performance appraisal exercise that HR actions such as promotion, demotion, reprimand are based on. The exercise which is carried twice a year zeroes in on lax and non-productive officers as well as those who are productive.
All the county staff were subjected to the exercise with a stern warning that those whose performance would be found to be wanting would be dismissed while those meeting targets would be promoted.
According to the county secretary Mr. Karanja Njora, results of the appraisal will inform critical human resource decisions such as promotions, dismissal or reprimand.
There will be several promotions for officers who have proved to have performed well. Similarly, the exercise has brought to the fore a number of officers whose performance is wanting and will therefore exit the service while others will get a warning, the county secretary said.
The county embraced results-based management system three years ago as part of reforming the county public service. Under the system each employee is required to have a work plan with specific targets which are measured during an appraisal by their supervisor at the end of the financial year.
Each of the executive committee members, their chief officers and directors were required to present evidence of how they were transforming the lives of the county citizens especially through enterprise development.
As a government, we are emphasizing on enterprise development being a catalyst for job creation and growth of incomes as a strategic objective of each department attracting the highest score, Mr Njora said.
The county workers will present work plans with target for this financial by Friday next week. From January, the appraisal will be migrated to an online platform that also includes filling of weekly timesheets.
The county government has been seeking a fiscal balance between workers salaries and development by increasing the productivity of employees through the reforming that involve staff rationalization, redeployment, retraining, among others.
