Sunyani (B/A), May 13, GNA – A three–day workshop on training needs assessment and staff performance appraisal for local government personnel in under way in Sunyani
It is aimed at addressing issues bordering on local government service.
Mr James Oppong, Human Resource Director of the Local Government Service, said the main factors for organising the workshop, among others, was the need to improve the performance of all staff of the metropolitan, municipal and district assemblies, as well as introducing a new appraisal instrument.
He reminded Coordinating Directors, Directors and Heads of Department of their roles of ensuring that the staff performed its mandated duties as expected of them.
“We have no justification whatsoever for non-performance either in the assemblies or in their departments”, the director stressed.
Mr Oppong said organizational performance was premised on three main elements, notably, ability, motivation and opportunity, the effective combination of which should yield an expected performance outcome.
He noted that inadequate resources, socio-cultural practices and work ethics of staff and management militated against effective performance.
The Human Resource Director charged the Directors and heads to provide the right environment for effective performance of respective task, stressing that “directors are to shape the organizational culture to align the total workforce to the achievement of organizational goals”.
Mr Oppong emphasized that “reneging on this means, we are disappointing the very people we have been called to serve.
“Training needs appraisal and staff appraisal will help us to identify how we are performing and what needs to be done; how we can develop the skills, competences, knowledge and attitude needed for effective performance”, he stated.
He said training needs assessment and staff appraisal needed to be seen as supportive, developmental, a shared responsibility for organizational performance and an opportunity for objective interaction between the superior and the subordinate, not a forum for victimization or penalizing staff.
Mr Akwasi Opong–Fosu, Head of Local Government Service, said throughout the world, in both developed and developing countries, there was an increasing pressure on public services delivery organizations to make a difference in the lives of those they served, through effective and efficient service delivery.
He explained that there was emphasis on effectiveness or outcome measures of performance as against activity or process measures of performance, which could not be demonstrated to have proven results.
The Public Services Commission has responded to the challenge by coming out with a performance management policy for the public services to ensure an effective performance culture that sets objectives, targets and aligns staff performance to organizational and national development goals.
He said the local government service was in the process of developing a performance–based management system framework to be implemented in the service, which would ensure that officials were held accountable for results since it will be linked to performance agreements, staff development, rewards and sanctions mechanism.
Mr. Opong–Fosu, said the Functional Organizational Tool (FOAT) was activity based and aimed at building the organizational capacity of MMDAs to deliver on their mandate, indicating that the sanctions mechanism was not targeted at non–performing officials but rather the citizenry who lost substantial development funds as a result of the non–performance of officials.
Whilst the local government performance based management system framework will reward results–oriented officials through various schemes, it will have no place for non–performing officials, he added.
Participants at the workshop are district coordinating directors, district heads of department and district finance officers in the 22 districts of Brong–Ahafo.
Mr. Felix Chaahaah, Brong–Ahafo Regional Coordinating Director, who presided, urged the officers to be equipped with the qualities of adding knowledge and capacity building to enable them to perform effectively.
He commended the local government service for organizing the workshop and urged the participants to be committed to their work.
Mr. Chaahaah advised them to be honest, courageous, fair and to exhibit integrity particularly the managers since all the work started with them and encouraged them to reward staff, not necessarily with money, but they could shower praises and recognize their efforts and not to sanction them.