2. Effectiveness of the Performance Appraisal System (PAS) in the United Nations.

An effective performance management system was essential for improving both individual and organizational performance, and the PAS was one element of such a system.

Performance appraisal

The Committee encourages the full application of the PAS, including guidelines for the rating of achievement.

10. If it was planned to introduce a system of performance awards and bonuses (A 52 439) the performance appraisal system was the only mechanism by which performance could be properly evaluated.

Having noted that the Fifth Committee had emphasized that an effective and credible performance system was the key for the possible introduction of a pay for performance system, one Commission member recalled that organizations had provided information on their performance appraisal systems some two years before.

7. The Secretary General emphasized that the PAS should be the only mechanism by which performance was evaluated and recognized, but acknowledged that the PAS was not yet sufficiently established to support a monetary award system.

Accountability for results through independent evaluation Internal and external audit a function assumed by UNDP and A staff performance assessment system that links individual staff performance to organizational and development effectiveness.

11. A major organizational objective during the initial phases of PAS implementation was to introduce the overall concepts of the new approach to performance management embodied in PAS, namely, performance planning, prioritization, monitoring, feedback, review and appraisal.

8. It should be borne in mind that the performance appraisal system was not an end in itself but was designed to promote a result based culture of performance.

Performance management improvements in the Electronic Performance Appraisal System

The Electronic Performance Appraisal System (e PAS), the electronic tool employed to make the process of holding staff accountable for their performance more efficient and timely, represents an enhancement of the original performance appraisal system that was introduced after extensive consultations throughout the Secretariat.

Performance Appraisal System monitoring mechanisms

It would also be useful to have more details about the procedures and methodology used to determine how well the system was working.

Another Commissioner held the view that such an update would prove most useful if it were to be carried out simultaneously with the pay for performance review in about two years' time.

An important function of PAS is to promote communication between staff members and supervisors on the goals to be achieved and the basis on which individual performance will be assessed.

Results based budgeting and performance appraisal system

Review and simplification of the Performance Appraisal System

The annual meeting furthermore recommended that a performance review of NEAFC be established.

A performance recognition system that rewards excellent performance, both of individuals and teams, will be launched.

(iv) Implementation of Performance Appraisal System

The e PAS represents an enhancement of the original Performance Appraisal System (PAS), and was introduced after extensive consultations throughout the Secretariat. Incorporated into the revised e PAS system are the following features

3. Recognizes that an effective and credible performance appraisal system is the key for the possible introduction of a pay for performance system, and requests the Commission to ensure that the performance appraisal systems in volunteer organizations are developed, in full consultation with staff members, and are clear, effective and credible for all the parties concerned, including Member States

The findings of the review of the first cycle of the performance appraisal system

Status of implementation of the Performance Appraisal System in the Organization

The findings of the review of the first cycle of the performance appraisal system

78. The performance appraisal system shall be subject to periodic review and audit and comparative statistics should be maintained for review by the General Assembly.

I. Implementation and development of the Performance Appraisal System

5. Notes, in this connection, the phasing in of performance management, including the introduction in 1996 of a new performance appraisal system

Performance reporting has been largely completed for 2005 and has commenced for 2006.

The primary responsibility for implementing and ensuring effective application of PAS rests with heads of department or office and supervisors.

In indicator of achievement (b) (ii), delete against core standards .

The Board considers that the absence of an annual appraisal for every member of staff is inconsistent with sound performance management.

Table 27.11 Objectives for the biennium, expected accomplishments, indicators of achievement and performance measures

Table 23.18 Objectives for the biennium, expected accomplishments, indicators of achievement and performance measures

Table 15.7 Objectives for the biennium, expected accomplishments, indicators of achievement and performance measures

Table 15.10 Objectives for the biennium, expected accomplishments, indicators of achievement and performance measures

The Performance Appraisal System, which was initiated in 1996, was reviewed upon completion of the first cycle.

3. PAS, which is based on performance management principles recommended for the United Nations common system by the International Civil Service Commission (ICSC), is one element of the Secretary General s overall efforts to introduce into the Secretariat a results based culture of performance.

(h) While any performance recognition system must be implemented in the context of the performance appraisal system, it is essential that the new PAS be sufficiently well established throughout the Organization before a Secretariat wide programme is introduced.

It was recommended that the Organization refrain from further modifying the system until the current newly revised system has been fully implemented for a reasonable period of time.

There should be a system of performance evaluation for gratis personnel.

It incorporated the following major changes

The performance appraisal system will be an essential feature of this process.

Table 28G.5 Objectives for the biennium, expected accomplishments, indicators of achievement and performance measures