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A PROPOSAL FOR BANK OF UGANDA

EMPLOYEE PERFORMANCE PROGRESSION TRACKER

Miria Tukamuheebwa MBA Student (Researcher) Human Resource Management Business Partner May, 2018


Table of Content

1.0 INTRODUCTION.................................................................................................................................3 1.1 Introduction.......................................................................................................................................3 1.2 Problem Statement.............................................................................................................................3 1.3 Objectives..........................................................................................................................................4 2.0 EMPLOYEE PERFOMANCE PROGRESSION TRACKER...............................................................5 2.1 How the system will work.................................................................................................................5 2.2 Word System Structure......................................................................................................................5 2.3 Performance curve sample.................................................................................................................6 2.3 How impact of training will be determined on the performance curve..............................................7 2.4 Benefits of the System to The Executive Committee Appraisal Evaluation.......................................7 Performance related benefits...............................................................................................................7 2.5 Time Reduction benefits....................................................................................................................9 2.6 Benefits of the system to management...............................................................................................9 2.7 Benefits of the system to the bank (Management)...........................................................................10 3.0 REFERENCES…………………………………………………...…………………………12


1.0 INTRODUCTION 1.1 Introduction

Globally, in order to survive and prosper in today‘s economy, the concept of employee training and development and performance management are very important for every organization. (Jan, 2010) However, there is empirical evidence that for a long time, it has been hard for organizations to track post training employee performance. This concept paper presents an employee performance curve intended to record, track and monitor employee performance progress over a period of time 1.2 Problem Statement

The Central Bank of Uganda has made its way to the peak of performance in the country. According to New Vision 2017, the bank has been well known as the best employer and the most efficient for the work done in planning, organising, and controlling of human resource for national financial stability. The central bank has put up several strategies and approaches to achieve high performance. However, the bank does not have a clear performance progress monitoring management system. Employees are appraised and performance evaluation score stored in the data base. The executive committee base on a one year performance score to make decisions of promotions for top performers and warning letters to non performers.


However, a onetime employee excellent performance may not guarantee the bank of excellent progressive performance of an employee neither should the one time performance failure necessitate a warning letter embedded into an employee’s file. Therefore a onetime appraisal shouldn’t be a basis for promotion but rather a constant excellent employee performance progression curve should be considered. The bank has not considered a performance progress monitoring system to track an employees’ performance curve over a period of time. Therefore I propose to develop a PERFOMANCE PROGRESS MANAGEMENT SYSTEM to bridge the gaps of inefficient post training performance analysis, and in efficient employee performance progress follow-up at the bank of Uganda. 1.3 Objectives i)

To monitor employee performance progress over a period of time on a single

ii)

performance curve To compliment the appraisal process and reduce the time spent summarising

iii) iv)

employee appraisal reports for Executive committee for review To reduce paper work during the final stages of the appraisal process to save time To discover the impact of training and development on employee performance at the

v)

Bank of Uganda To enable the training department easily track employee performance progress for purposes of training needs analysis and employee training and development

2.0 EMPLOYEE PERFOMANCE PROGRESSION TRACKER


2.1 How the system will work

The system will supplement the appraisal process for efficiency and effectiveness, So that the performance of an employee is not just recorded, rated and saved on the computer, but rather recorded, rated and tracked on a single performance curve and shared to individual employees, so that an employee is able to monitor his or her performance curve over a period of time. This system will be called ‘BOU EMPLOYEE PERFOMANCE PROGRESSION TRACKER’. The system will be able to track the performance of the employee for the time she/he has been at the bank and for the time to come 2.2 Word System Structure Performance curve title:

Name of the employee

Horizontal axis label:

Appraisal final score

Vertical axis label:

Year of appraisal

Horizontal data type:

Data labels:

Data labels or Values

2010 2011

Number of lines: 0ne line Line1 data values: 56 67 89 49 79 6778 59 78 90

2.3 Performance curve sample


Therefore the appraisal final rating is plotted against the year of appraisal to make a performance curve however, this is done automatically. The system takes the final mark of the employee and it converts it into a performance line. Therefore when the performance is tracked over a period of time, it definitely makes a curve

How impact of training will be determined on the performance curve


On the employees’ performance curve, a coloured star or a dot will be used to mark the time of training. For instance; in the past financial year, Matama Andrew, through his performance evaluation (Appraisal) had issues with performance, he was selected to have a training in January, the bank assumes that’s the training would have a positive impact on Matama’s performance. The BOU EMPLOYEE PERFORMANCE PROGRESSION TRACKER ‘will help the management to track the performance of (MATAMA) the employee before, and after training. This will resolve the challenge of post training evaluations. And also answer the question of whether training is having an impact on employees’ performance. 2.4 Benefits of the System to the Appraisal Evaluation Committee (EXCOM) Performance related benefits

The monitor of an employee’s performance curve for the past performance evaluations on a single line would help the committee to easily track; 

If the employee is continuously over rated based on the performance curve movement

over a period of time? If the employee is constantly under rated basing on the performance curve movement

over a period of time? If the employee is continuously an exceptional performer over a period of time? (80 -100%)

If the employee is continuously exceeding performance expectations over the years? (70

-79%) If the employee is continuously meeting performance expectations? (60 -69%)

If the employee is continuously below the acceptable standards of performance at BOU? (59- 0%)


NOTE 

So that important management decisions like Promotion is not made on a one time performance appraisal review.

WHY 

Because an employee can chose to strategise to perform well for a particular financial year purposely to take on a certain available promotion opportunity. Once that employee

gets the opportunity, she or he may lax on performance. Therefore that’s why track on past performance of every employee is very crucial for

effective management decisions Top performers, Average performers and non performers are identified on a simple curve

2.5 Time Reduction benefits  The performance of an employee over the last ten years is tracked on a single line graph (My Performance Curve) by the appraisal team rather than storing a multitude of appraisal forms for a single employee  It will cut on time taken by the appraisal team to summarise the appraisals of different individuals to be handed over to the Executive committee for review.


 The team instead of reviewing only the appraisal for one financial year, will be able to review an employee’s performance over the last 10yrs in a very short time on a single performance curve automatically generated by the BOU EMPLOYEE PERFORMANCE PROGRESSION TRACKER 2.6 Benefits of the system to management

Policy Formulation to influence Employee performance  

Performance improvement plan policy Performance development plan policy

NB: This system can be integrated with the ORACLE human resource information system that the Bank of Uganda uses

2.7 Benefits of the system to the bank (Management)

Identify bank top performers on a general employee performance performance curve Use the performance curve to create a talent pool for decisions of promotions and career development and building of succession pipelines.

2.8 General Employee Performance Curve Analysis


2.8 Benefits of the system to the employee 

An employee can receive a link on his/her performance curve to keep monitoring her

performance from the time she joins the bank and the time to come An employee can have a copy of his/her performance curve for monitoring so that he/ she can come up with an individual performance improvement plan

Therefore Different Performance Curves Can Be Drawn To Perform A Performance Comparison     

Department performance curve Directorate performance curve Units performance curve Post Training Performance Curve Entry batch performance curve




Entry results performance curve eg. First class employees performance curve and upper



second performance curve compared Individual employee performance curve comparison eg. Employees in the same ranking in different departments.

3.0 REFERENCE

Bank of Uganda Balanced Scorecard based staff performance appraisal Form New Vision 2017 Qualitative Data Collected on Talent management and employee performance, May 2018 (Still ongoing) Tibamwenda; J (2010) Modern management theory and practice, 1ST Edition, Macmillan Uganda


Email: liria.tina@gmail.com Cell phone: +256 779657799 / +256705335075

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