Performance Management Systems Implementation of the Performance Management System Subsequent to the adoption of the performance management system, the municipality should develop an implementation strategy. The strategy will be linked to the municipality’s IDP implementation framework and should include performance management planning, implementation, monitoring and review. Planning for Performance The planning undertaken in the Integrated Development Planning process fulfils the planning stage of performance management. Performance management then translates into the management, monitoring and evaluation of the IDP implementation process. The planning stage entails the setting of priorities and objectives as follows: Setting priorities Priorities are essentially the issues that the municipality pronounces to focus on in the order of importance so as to address the development needs and challenges identified in the municipal area. The priorities may be clustered into the following key performance areas, which represent the broad developmental mandate of local government: Infrastructure and services Social and economic development Institutional transformation Democracy and governance Financial management Some of the priorities may not fit neatly into the key performance areas indicated above. The municipality needs to ensure that theses are also included. Setting objectives The priorities set above, as well as other components of the IDP, including strategies, will be captured as a set of clear and tangible objectives. Concise, unambiguous statements of objectives need to be constructed. The objectives need to be measurable and have clear time frames attached to them. The intention of each objective must be clear and the results desired must be carefully considered. The objectives must be outcome and impact focused and the nature and scope of the change desired must be clear. Well-constructed objectives will facilitate the choice of the most appropriate indicators, which is the next step in the process. Setting Key Performance Indicators (KPI’s) Indicators are a critical dimension in performance management in that they are the measurements that tell whether performance goals and objectives are being met or not. They can be used to translate complex performance concepts into simple, operational, measurable variables and to create a common framework for gathering, measuring and
Performance Management Systems Implementation of the Performance Management System Subsequent to the adoption of the performance management system, the municipality should develop an implementation strategy. The strategy will be linked to the municipality’s IDP implementation framework and should include performance management planning, implementation, monitoring and review. Planning for Performance The planning undertaken in the Integrated Development Planning process fulfils the planning stage of performance management. Performance management then translates into the management, monitoring and evaluation of the IDP implementation process. The planning stage entails the setting of priorities and objectives as follows: Setting priorities Priorities are essentially the issues that the municipality pronounces to focus on in the order of importance so as to address the development needs and challenges identified in the municipal area. The priorities may be clustered into the following key performance areas, which represent the broad developmental mandate of local government: Infrastructure and services Social and economic development Institutional transformation Democracy and governance Financial management Some of the priorities may not fit neatly into the key performance areas indicated above. The municipality needs to ensure that theses are also included. Setting objectives The priorities set above, as well as other components of the IDP, including strategies, will be captured as a set of clear and tangible objectives. Concise, unambiguous statements of objectives need to be constructed. The objectives need to be measurable and have clear time frames attached to them. The intention of each objective must be clear and the results desired must be carefully considered. The objectives must be outcome and impact focused and the nature and scope of the change desired must be clear. Well-constructed objectives will facilitate the choice of the most appropriate indicators, which is the next step in the process. Setting Key Performance Indicators (KPI’s) Indicators are a critical dimension in performance management in that they are the measurements that tell whether performance goals and objectives are being met or not. They can be used to translate complex performance concepts into simple, operational, measurable variables and to create a common framework for gathering, measuring and
EPMLM%20Performance%20Framework%20-%20FINAL%2025-11-10.docx