NEW PERFORMANCE APPRAISAL

SYSTEM BRUNEI DARUSSALAM

CIVIL SERVICE COMPETENCY FRAMEWORK WORKSHOP FOR ADMINISTRATORS

ASEAN CORPORATION ON CIVIL SERVICE MATTERS (ACCSM)

31ST OCTOBER 2018

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

Presentation Outline

INTRODUCTION

TOWARDS A NEW PERFORMANCE APPRAISAL SYSTEM

MAJOR CHANGES

KPI (KEY PERFORMANCE INDICATOR)

ROLE COMPETENCIES

HOW DOES IT WORK

OBJECTIVES

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

INTRODUCTION

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

Controlled by:

The Prime Ministers’ Circular 4/2017

(28th February 2017)

It is one of the

initiative to:

Create a Performance-based

Culture in the Civil

Service

It is For:

All the management levels in the civil

Service

Definition of the

System:

To plan, to implement and manage as well

as to assess the

performances of all

employees in the

government and to assess the goals of

organization within a

period of one year

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

TOWARDS A

NEW

PERFORMANCE

APPRAISAL

SYSTEM

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

PERFORMANCE GRADE OF THE BRUNEI

CIVIL SERVANTS YEAR 2016

Total Population of

government employees for

year 2016 = 55,144

92.8% = Grades A and B

23.6%

69.2%

6.9% 0.30% 0.07%

A B C D E

Brunei Performance Grade 2016

37

A 13,022

B 38,143

C 3,777

D 165

E 37

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

MAJOR

CHANGE

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

THROUGH THE USAGE OF KEY

PERFORMANCE INDICATOR (KPI) TO

ASSESS WORK RESULTS OF THAT YEAR

REVIEW AND MODIFY ROLE

COMPETENCIES IN A MORE DETAIL

MANNER

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

ROLE COMPETENCIES

DISCIPLINE & INTEGRITY,

COMMITMENT AND MANAGEMENT OF

WORK

LEADERSHIP, DECISION MAKING, KNOWLEDGE

AND THE APPLICATION OF THOSE KNOWLEDGE,

COMMUNICATION AND HUMAN RESOURCE

DEVELOPMENT

KNOWLEDGE & COMPLETION OF TASKS

GENERAL COMPETENCY

FOR ALL DIVISIONS/ LEVEL OF

MANAGEMENT

SPECIFIC /

SPECIALIZED

COMPETENCIES

DIVISION I & II

DIVISION III, IV & V

HOW DOES IT

WORK?

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

KPI / Results Assessment

DIVISION I, II & III

Atleast

2 KPI

50% KPI

50% Competencies

DIVISION IV & V

Atleast

1 KPI

30% KPI

70% Competencies

ACHIEVEMENT STATUS:

The Overall Marks will only

be given every September

FEB JUNE SEPT

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

ROLE COMPETENCIES

RESULTSOVERALL

PERFORMANCE

Key Performance

Indicators (KPI)Behavior and Skills

WHAT people

achieve

HOWpeople achieve

Formula for Overall Performance

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

GRADE A91% AND ABOVE(EXCELLENT)

GRADE B80% - 90%(VERY GOOD)

GRADE C66% - 65%(GOOD)

GRADE D50% - 65%(NEEDING IMPROVEMENT)

GRADE E49% AND BELOW(UNSATISFACTORY)

OBJECTIVES

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

OBJECTIVES

To measure and to assess the performance of the employees in a systematic, objective

and transparent manner

To identify the competency levels of the employees

To allow assessors to take the appropriate actions to improve and increase the

performances of the employees in the talent management system

To encourage a sense of responsibilities in monitoring performances of the employees

To further improve the performance appraisal system and encourage healthy

competition

Ensure accountability of supervisors in assessing their subordinates

To identify top / high performers and suitable appropriate incentives

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office

Effa Rosfazilah Bte Hj Roslan, Personnel Officer, Research and Planning Division, Public Service Department, Prime Ministers’ Office