English: Amendment 119 seeks to reintroduce provisions to require principal councils to prepare and publish arrangements for the performance management system of the chief executive. There seems to be a lot of confusion around what 'performance management system' means, but it's actually about supporting employees at every level to their mutual and your mutual interest. During Stage 2 proceedings, Welsh Government amendments removed the duty on principal councils to make and publish arrangements for managing the performance of the chief executive of the council. The Minister argued that this was because concerns were raised about the potential for the provision to give licence for individual performance and capability matters to be played out in public. And, of course, that would be completely unacceptable. However, this amendment focuses on how the performance management of a chief executive is to be carried out. It makes it clear that performance management systems incorporate, but are not limited to, annual appraisals, and that the performance management system for chief executives must consider other appropriate methods. Performance management systems are essential to the effective working of any organisation. However, they're only ever truly effective if they incorporate all employees, including their chief executives. This good practice in human resource management is, by definition, conducted in private as part of a continuous process in which appraisals only play a small part at a snapshot in time. Organisations that fail to provide these performance management systems fail to support, motivate and empower their employees by both acknowledging what works well and what they've done well, but also agreeing with them what needs to be done differently and then supporting them to achieve that. This amendment is therefore essential to this Bill's stated intentions, and not to include this would be to the detriment of any employee in any organisation so affected.
Welsh: Mae gwelliant 119 yn ceisio ailgyflwyno darpariaethau i'w gwneud yn ofynnol i brif gynghorau baratoi a chyhoeddi trefniadau ar gyfer system rheoli perfformiad y prif weithredwr. Mae'n ymddangos bod llawer o ddryswch ynghylch beth yw ystyr 'system rheoli perfformiad', ond mae'n ymwneud mewn gwirionedd â chefnogi gweithwyr ar bob lefel i'w buddiant cyffredin nhw a'ch buddiant cyffredin chi. Yn ystod trafodion Cyfnod 2, fe wnaeth gwelliannau Llywodraeth Cymru ddileu'r ddyletswydd ar brif gynghorau i wneud a chyhoeddi trefniadau ar gyfer rheoli perfformiad prif weithredwr y cyngor. Dadleuodd y Gweinidog mai'r rheswm am hyn oedd bod pryderon wedi eu codi ynglŷn â'r potensial i'r ddarpariaeth roi trwydded i faterion perfformiad a gallu unigol gael eu cynnal yn gyhoeddus. Ac, wrth gwrs, byddai hynny'n gwbl annerbyniol. Fodd bynnag, mae'r gwelliant hwn yn canolbwyntio ar sut y bydd trefniadau rheoli perfformiad prif weithredwr yn cael eu cynnal. Mae'n ei gwneud yn glir bod systemau rheoli perfformiad yn ymgorffori, ond nad ydyn nhw wedi eu cyfyngu i, arfarniadau blynyddol, a bod yn rhaid i'r system rheoli perfformiad ar gyfer prif weithredwyr ystyried dulliau priodol eraill. Mae systemau rheoli perfformiad yn hanfodol i waith effeithiol unrhyw sefydliad. Fodd bynnag, dim ond os ydyn nhw'n ymgorffori pob cyflogai, gan gynnwys eu prif weithredwyr y maen nhw'n wirioneddol effeithiol. Mae'r arfer da hwn o ran rheoli adnoddau dynol, drwy ddiffiniad, yn cael ei gynnal yn breifat yn rhan o broses barhaus lle mae arfarniadau yn chwarae rhan fach yn unig ac yn gipolwg ar amser penodol. Mae sefydliadau sy'n methu â darparu'r systemau rheoli perfformiad hyn yn methu â chefnogi, ysgogi a grymuso eu gweithwyr trwy gydnabod yr hyn sy'n gweithio'n dda a'r hyn y maen nhw wedi ei wneud yn dda, ond hefyd cytuno â nhw beth y mae angen ei wneud yn wahanol ac yna eu cefnogi i gyflawni hynny. Felly, mae'r gwelliant hwn yn hanfodol i fwriadau datganedig y Bil hwn, a byddai peidio â chynnwys hyn yn niweidiol i unrhyw gyflogai mewn unrhyw sefydliad yr effeithir arno felly.