By Bahle Gama
The days of slacking off by government employees will be a thing of the past as the government of Eswatini has introduced a system that will gauge their productivity to increase service delivery.
On Thursday, the Ministry of Public Service launched the country’s improved Performance Management System (PMS) and improved model to enhance service delivery in ministries and departments.
The PMS was motivated by an outcry by emaSwati at Sibaya People’s Parliament about government employees who do not take their jobs seriously and ‘hang their jackets’ resulting in poor service delivery.
Yet many find themselves receiving undeserving promotions to positions they have not earned resulting in a failing chain in service delivery.
The PMS is not a new project for the government as it was first started in early 2000 as an internally conceived programme to institute public sector reforms.
Minister Mabulala Maseko said that a ministry responsible for building a highly productive and motivated workforce that is capable of public service appreciates that improvement in the public service can only be realised when there is a system in place.
The system will plan, monitor, measure, and evaluate the performance of those entrusted with the task of service delivery.
“The implementation of the PMS, therefore through the roll-out system is a major priority and milestone for the ministry and government as a whole,” he said.
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The Minister said the newly launched PMS replaces the current annual appraisal system which has limitations in terms of providing an objective assessment of performance based on agreed targets and standards.
The new PMS that has been endorsed by the Cabinet is based on the principles of planning, monitoring, reviewing, and rewarding performance for efficient and effective service delivery.
Maseko said the government has designed a PMS that is transparent and fair to allow recognition and encouragement of good performance while managing non-performance at the same time.
The system provides an appraisal option that will be a basis for rewarding staff with outstanding performance by meeting the required work standards, and to identify those who fail to achieve the basic standards to help them improve.
“As part of the day-to-day management process of the civil service, it will ensure that all staff in the respective ministries and departments perform their work to agreed acceptable standards and targets,” Maseko said.
The Minister said the system will also help to align the employees, financial and material resources including systems to meet strategic objectives.
Designed to apply to everyone in the civil service, the PMS will be linked to the specific ministry and department’s strategic intent to improve service delivery.
It will help in advancing the effectiveness and efficiency through proactive management of staff performance, with the result of service excellence throughout the entire civil service.
“I firmly believe that through the PMS, we can show that we are a civil service that is efficient, effective, and accountable to the public it serves,” Maseko said.
The Minister was echoed by Secretary to Cabinet Victor Nxumalo who said it is generally accepted that with every new programme or system introduced, there will always be teething problems, the same applies to the PMS.
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Nxumalo said although not highly unlikely, employees of the government of Eswatini should take any challenges that may arise positively, learn from them, and seek solutions together as a team until the system is in an almost perfect state.
“When we reach that phase, we shall be happy and proud to have introduced such a system,” he said.
Nxumalo noted the nation’s concerns about poor service delivery in government ministries and departments, therefore the PMS seeks to bring about improved individual and organisational performance for the benefit of emaSwati.
“The PMS will provide a structured framework for evaluating employee performance based on clear and measurable objectives. In so doing, high-performing individuals will be acknowledged and areas that require improvement shall be identified.
This exercise will enhance performance, more so, because employees tend to become more accountable for their work when their performance is regularly assessed and the performance expectations are clear,” Nxumalo added.
