E-PAS: A VITAL TOOL FOR PERFORMANCE MANAGEMENT
The Performance Appraisal System (PAS) is an important tool of Performance Management, which is relevant to staff member at all levels in the United Nations, and other Specialized Agencies within the United Nations Common System. It provides consistency in documenting staff performance in the yearly PAS cycle including job performance, recognition, and response to individual developmental needs through discussions, training, continous learning, improvement and achieving goals.
N.SYED, HRMS / UNOG
The Human Resource Management Service
(HRMS) helps coordinate by linking and
aligning individual, team and Organisational
objectives and results. The objectives of the
System are:
To provide staff with a sense of their work
accomplishments relative to Goals/Performance
Expectations based on the work
plan of the unit.
To provide staff development through
discussion of assigned opportunities and
training, meeting the objectives of job profiles
and related to the UN Core Values
and Competencies.
To keep lines of communication open, and
avoid confrontation.
To provide the option to document performance
related to specific accomplishments
during the e-PAS cycle.
The HRMS is responsible for establishing the schedule for the process and notifying supervisors and managers, performing periodic control checks of completed e-PAS evaluations and ensuring that the process is being properly applied and also providing guidance and counselling to related Services and staff regarding performance communication, administration, and staff performance issues and ensuring that the system is being administered in accordance with all applicable staff rules and regulations.
The PAS process involves analysing the staff work performance during the review period related to specific indicators and overall rating in Goals/Performance expectations and Core Values and Competencies. For example, in communicating, organizing as well as supervising, how effectively the staff member perform advance preparation for carrying out assignments, and demonstrates the ability to anticipate what might otherwise be overlooked in the planning process.
In-depth knowledge of the job can demonstrate
a good understanding of the technical,
managerial and organizational aspects
and help them in their development plan,
continuous learning activities planned for
the e-PAS cycle in the achievement of their
goals, for example:
Analysing and building on this understanding
to set goals that are meaningful to
the job profile,
Prioritize goals based on new understanding
and reforms, for example Mobility in
the United Nations,
Define daily exercises which help to overcome
the mental blocks associated with
the achievement of the goals,
Track the progress, and motivate as needed
to stick to the goals,
Document feedback, training, and support
from SDLS, Service or Section over the
course of the goal.
The PAS process articulates the standards of work expected and the values that staff behaviour should reflect to fulfil their respective roles outlined in their job descriptions to best serve the broad goals of the Organization. It is important for staff members to understand what work they do well, where their development needs are, and how they can improve their performance.
The staff who is presently working on whatever post he/she, which has a generic job description, the Career Development&Carreer Aspirations can help the staff to identify the areas to change (e:g going for technological training or any other) and also helps in setting his/her future career goals. In order to effectively administer e-PAS, it is important that the staff understand their job expectations and goals, and the ways in which they relate to the overall performance – which could be accomplished through direct ongoing communication between the staff and their supervisors.
The new perspective on the Performance Management of the United Nations, which is a comprehensive process of planning, managing and reviewing performances, underlines that each part of this process is equally important to the success of the PAS system. The e-PAS serves as an important tool for the reliable performance assessment and successful execution of strategies for the Organization and its committed staff members.
The new Chief, HRMS, UNOG, Mr. Ivan Koulov has stressed that e-PAS has to be taken seriously as it can deliver full-system benefits by better interfacing of Organizational goals with those of its staff members.
