Performance Appraisal System monitoring mechanisms

Results based budgeting and performance appraisal system

Performance management improvements in the Electronic Performance Appraisal System

Review and simplification of the Performance Appraisal System

(iv) Implementation of Performance Appraisal System

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

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

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

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.

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

I. Implementation and development of the Performance Appraisal System

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.

(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.

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.

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.

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

(c) Performance evaluation for all officials, including senior officials, with objectives and performance indicators the development of the Performance Appraisal System (PAS) is an essential part of this evaluation process

(ii) Evaluation of the new performance appraisal system (decision 51 469 B)

It provides information on the measures taken to refine and simplify the performance appraisal system, in particular its administrative aspects, the current status of PAS implementation in the Organization, the monitoring mechanisms in place with a view to ensuring consistency of application, and staff development programmes supporting performance management.

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.

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

(x) Linguistic qualifications in the context of the performance appraisal system and the recruitment and promotion policy

The e PAS system also, for the first time, gathered all performance appraisal data into a single database, allowing supervisors to view the status of staff members' appraisals at one glance.

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.

(x) Linguistic qualifications in the context of the performance appraisal system and the recruitment and promotion policy

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.

6. Requests the Commission, when conducting its review of the pay and benefits system, to bear in mind necessity for performance management systems to be fair and transparent

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.

The PAS was only one element of an integrated effort to create that new culture.

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

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

With respect to performance management, she indicated that it was within the prerogative of executive heads to decide how to evaluate their organizations' performance appraisal systems.

2. The Performance Appraisal System was introduced into the Organization pursuant to General Assembly resolution 49 222 A of 23 December 1994, in which the Assembly requested the Secretary General to introduce a new performance appraisal system that would hold managers and staff accountable for their individual performance.

44. In the context of the Secretary General s efforts to introduce a performance based culture, a significant step has been taken with the introduction of a new performance appraisal system, which ultimately must provide the basis for any system of recognition and rewards.

Reforms to patronage systems most often produce bureaucratic merit systems.

Subsequently, they will be used as a base on which to build other human resource systems such as recruitment, placement, development and performance appraisal.

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

The new appraisal system would contribute to merit based career development and thus to more transparent personnel management.

74. Paragraph 79. The Secretariat has been requested to prepare a report on a system of performance awards and bonuses in the context of the performance appraisal system, for the fifty third session of the General Assembly.