Strengthen Executive Development Program 2010 Strengthen coordination of HRDU with Aid Donors & HRO (Overseas training). January 2010 Restructure of Ministries End of 2010 Chairman quarterly meetings with DG/Directors Beginning January 2010 Chairman visits with Ministers Beginning January 2010 Annual Retreat for DG/ Directors June 2010 Ministry HRO visits to provinces (2x annual) Program done before December 2010 Strengthen HRO Beginning Jan 2010 Strengthen PSC visits to Province Program done before Jan 2010 Key Issue Priority Actions Estimated Time Frame Leadership & Management (continued) Review recruitment process for Temp, Daily rated, Contract staff. June 2010 Review selection panel process June 2010 Performance Management Simplify & strengthen Performance Management System December 2010 Directors, HRO & Head of sections capacity building (discipline, etc) March 2010 Learning & Development Induction & Orientation training (PSC Act, PFEM Act, Code of Conduct) December 2009 HRD / Succession Plan for each Ministry June 2010 Planning & Budget Issue instruction / circular for all Heads of Departments to include provincial heads in consultation March 2010 Pay & Conditions Review of housing allowance 2010 PSC to develop Housing Scheme Long term Enforcement & review of current policies regarding Temp, rated, Contract status Present Review of traveling allowance & policies March 2010 Review working June 2010
Only around 12% of respondents indicated that they receive regular performance feedback from their supervisor, while over a third (36%) indicated that they never receive feedback. for those who did receive performance feedback, only around half (52%) agreed that the feedback was constructive and helped them to improve their work performance. One in four respondents (25%) felt that they did not get adequate recognition from their supervisor when they did a good job. Grievances While the majority of respondents (59%) felt that they could raise grievances without fear, only around a third (36%) thought that grievances were dealt with in a timely manner. Team work and absenteeism Almost two-thirds of respondents (64%) rated the teamwork in their area as above average or excellent (around 9% rated it as below average or poor). More than two-thirds of respondents (68%) agreed that absenteeism was affecting the ability of their team to meet its goals. Awareness of obligations and entitlements The survey data suggest there is a need for public servants to receive further training or guidance in key government policies, particularly the Public Financial Management Act. Table 7. Awareness of obligations and entitlements Awareness of obligations and entitlements GOVERNMENT POLICY Yes, fully understand No, need more training N Public Service Staff Manual 56.4% 43.6% 472 Code of conduct 43.3% 56.7% 450 Public Financial Management Act 23.9% 76.1% 451 What you told us performance management… The following section provides a more detailed analysis of survey feedback on performance management issues. Table 8. Most frequent performance management issues raised ISSUE / CONCERN Number of comments 1. Performance management 89
Slow internet access resulted in a high drop-out rate for those completing the survey over the internet. As a result, all responses needed to be screened to check for duplicates. B - Feedback on the survey Sample of unsolicited comments received: “This is a good initiative taken by PSC. Thank you PSC.” “Thank you for giving us the opportunity to be able to provide feedback to our employer ! Well done your unit should be congratulated for this initiative ! Et bonjour la confidentialité!!!!!!!!!!!!!” “Fully support.” “Very supportive of initiative taken by PSC for this survey. It is about time !!!” “Congratulations PSC! We all welcome the PSC Survey and look forward for everyone's contributions for a more productive service to all of us! I am pleased! May God enlarge all your visions to our nation's growth and wealth for a fruitful service for all! God bless you all!” “Emi stret me really appreciatem chance ia thats why me reply quik from janis blong traem lukluk back long wanem ol stap finis mo how blong improvem or changem depends long ol issues raised.” “An excellent approach by PSC. Thanks a lot.” “I wish PSC all the best with this survey and pray for a better PSC for tomorrow.” “Thanks for a given opportunity to provide some feedback. Good going.” “Thank for giving the opportunity to express myself for the first time ever in this survey to improve PSC and my Department.” ANNEX C - Statistical Annex Table C1. Hard copy survey distribution to provinces Province Number Responses Torba 30 0 Sanma 60 41
19. The feedback I receive on my performance is constructive and helps me to perform my job better: Strongly Neutral Disagree Strongly Disagree Not applicable 20. I get adequate recognition from my immediate supervisor when I do a good job: Strongly Agree Agree Neutral Disagree Strongly Disagree Not applicable 21. I rate the teamwork in my work area as: Excellent Above average Average Below average Poor 22. Frequent absences (people taking time off work) are affecting the ability of our team to meet its goals: Strongly Agree Neutral Disagree Strongly Disagree 23. I am aware of my obligations and entitlements under each of the following government policies: Yes, understand No, need more training Public Service Staff Manual Public Service Act Code of Conduct Public Financial Management Act