CHAPTER 6. PERFORMANCE MANAGEMENT Policy The policy on performance management system (PMS) at BMF is to promote a dynamic work culture in employees are enabled to perform to the best of their abilities. PMS shall be strictly considered as a whole work system toward improving employee performance and sustaining effectiveness to meet the goals and objectives of BMF. PMS is expected to: Clarify and translate annual Foundation targets across the divisions and identify and assign employees their performance targets; Identify performance improvement across the divisions and for individual employees so that development needs are appropriately determined; and Assess, rationalize and evaluate systematic performance measures to recognize and reward annual accomplishments, and to serve as a basis for administering appropriate human resource actions. Actions The following actions be required in order to rationalize the PMS: Development of clear job description; Rationalization of performance standards, required outcomes, and measures; Identification of development needs; Facilitation of on-going coaching and feedback; Review of performance targets and achievements; and Aligning of performance results to variable incentives such as PBVP and annual bonus. Employee performance appraisal PMS apply to all BMF employees and shall be implemented through tools such as the employee performance appraisal, which will be one of the formal, structured systems of measuring and evaluating an employee’s performance.
During the annual performance review, each individual shall identify at least two short-term trainings to be undertaken for that year; Supervisors shall finalize the list in consultation with their staff, and submit the same to AFD; and When employees are appointed to a new role, their skills level and the duties that they are to perform will be assessed and the training/development needs shall be identified. Eligibility: 1 year of successful completion after probation to qualify for any STT outside the country. However, this restriction will not apply, for the private funding or under special case, where the need for training is essential for an employee and the foundation. In such case the Executive Director shall have the authority to approve the training. An employee not be eligible for more than two ex-country trainings under BMF financing in a year; and Short-term ex-training shall not be granted to contract employees in the last six months of their contract tenure unless intended by the employer and employee to renew the contract. An employee shall forfeit two months’ salary if availed training in the last six months of the contract tenure and terminate the contract. Nomination: The training proposal shall be assessed based on relevance and need of the proposed training to the employee’s job in BMF and in accordance with training need identification; The supervisors shall ensure that the knowledge and skills gained out of the trainings shall be used at BMF; The Supervisor shall prioritize the trainings and ensure that the timing of the proposed training does not conflict with important assignments in BMF; and Employees nominated for training shall submit training nomination form (ANNEXURE 7.1) through their supervisors. Approval process: All short-term trainings shall be recommended by the Supervisors, vetted by the AFD and approved by the ED.
The mileage claims shall be paid in accordance with rate approved by the Ministry of Finance. The distance between the different places in Bhutan for the purpose of mileage claims for employee shall be as per the RSTA standards. No minimum charges or ‘halt charges’ per day shall be admissible. an employee does not have access to a personal vehicle BMF may provide a vehicle. Consolidated DSA in Bhutan and India BMF employees on training or official travel in Bhutan or the following DSA shall apply: Position Bhutan India All Places State Capital Other Cities ED Actual lodge for one deluxe room + Nu. 800/- or lump sum Nu. 1600/- Actual Lodge for one deluxe room + Rs. 1,800 or lump sum Rs.4,800 Actual lodging for one deluxe room plus DA of Rs.1, 200 or lump sum DA of RS. 3,600 PS1-PS7 Actual lodge for one standard room + Nu. 500/- or lump sum Nu. 1000/- Actual Lodge for one standard room + Rs. 1,200 or lump sum Rs.3,600 Actual lodging for one standard room plus DA of Rs.900 or lump sum DA of Rs. 2,400 OS1-OS5 Nu. 600/- (Travel) Nu.1000 (Training) Rs. 3000 Rs. 1800 Employees undertaking in-country training will be eligible for the DSA as stated in 3.1 for a period of 30 days or less. For training duration exceeding 30 days, the monthly stipend rates of the Ministry of Finance shall be applicable. shall be entitled to 50% of the DSA while attending training within the same place of posting. This excludes expenses pertaining to tuition fee, meals, refreshments, etc.
Termination of service of a means separation from the services of the Foundation without any post service benefits but with entitlement of his own personal contribution such as PF and life insurance scheme with interest, and shall be effective from the date stated in the written order. The employee shall be given a month’s notice before termination of his service. However, the incumbent employee shall be ordered to stop working as soon as the decision of termination is taken. Appeal Any employee subject to a disciplinary sanction is entitled to appeal against that sanction. Appeals must be made in writing within 10 days of receipt of the initial decision. The appeal must state the grounds for the appeal and should be sent to the Chairperson. Arrangements for the timing and conduct of such appeals will be made as soon as possible. When no appeal is registered within the specified time it will be assumed that the individual accepts the decision. The outcome of the appeal will be final and will be confirmed to the employee in writing together with reasons for the decision. If employees successfully appeal against a decision to dismiss them, they will be reinstated and will be paid in full for the period between dismissal and reinstatement. Grievance procedure It is very important to ensure that employees are freely able to express any grievance they may have, and to have that grievance dealt with expediently. Grievances might include incidents of racial and sexual harassment, concerns regarding workplace practices, suspicions of criminal acts, and dangers to health and safety. Employees are encouraged to attempt to solve problems informally and directly without entering the formal grievance procedure. Where such attempts fail, or where employees feel unwilling, for any reason, to deal with the matter informally, the formal procedure should be used. The workplace grievance procedure shall: Be in writing; Give an employee an opportunity to his or her grievance and to be heard; Enable the prompt and fair resolution of a grievance, arises at the workplace;