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Indian Institute of Management Visakhapatnam

National Chengchi University

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Table of Contents

• Overview 11
• Table 1 15
• Performance management: pathways, models, and strategies. 15
• Bangladesh 18
• Table 1 23
• Initiatives introduced at various levels during COVID-19 in Bangladesh. 23
• India 42
• Table 1 51
• Stakeholders designing and implementing the PMS in Indian PSUs, and their roles and responsibilities. 51
• Table 2 53
• List of common KPIs and their measurement across Indian PSUs. 53
• IR IRAN 61
• Table 1 67
• Roles and responsibilities of the Administrative and Employment Organization. 67
• Table 2 67
• Roles and responsibilities of executive bodies. 67
• Table 3 68
• Roles and responsibilities of specialized agencies and experts. 68
• Table 4 68
• Roles and responsibilities of the Shahid Rajaee Festival Organizing Committee. 68
• Table 5 68
• Roles and responsibilities of government officials and employees. 68
• Table 6 68
• General indicators of Shahid Rajaei festival. 68
• Table 7 70
• Specific indicators of the Ministry of Energy. 70
• Malaysia 78
• Table 1 81
• Exemplary practices and roles in implementing career development conversations. 81
• Pakistan 95
• Table 1 99
• Performance management approaches. 99
• Table 2 102
• The strategic roadmap model. 102
• Table 3 104
• Roles and responsibilities of stakeholders of PAs. 104
• Table 4 106
• SWOT analysis of PAs. 106
• Table 5 107
• SWOT analysis of strategic roadmap. 107
• Sri Lanka 138
• Table 1 139
• Administrative structure in Sri Lanka. 139
• Table 3 146
• Measurement of KPIs for process improvement. 146
• Table 4 148
• The SMAIS technique. 148
• Overview 11
• Figure 1 12
• Performance management cycle. 12
• Bangladesh 18
• Figure 1 22
• The Annual Performance Agreement of Bangladesh. 22
• Figure 2 30
• Recommendations for public sector performance management in Bangladesh. 30
• The ROC 34
• Figure 1 35
• The performance management system of the ROC. 35
• Figure 2 39
• Reality versus expectations in digital reforms. 39
• IR IRAN 61
• Figure 1 65
• The organizational performance management process of executive bodies. 65
• Figure 2 65
• The process of evaluating the performance of employees in the Ministry of Energy. 65
• Malaysia 78
• Figure 1 80
• The MyPerformance system. 80
• Figure 2 83
• MyPerformance system’s architecture. 83
• Figure 3 84
• Flowchart illustrating the performance management approach. 84
• Figure 4 85
• MyPerformance process. 85
• Figure 5 85
• A holistic view of feedback and career progression. 85
• Figure 6 86
• Challenges pertaining to consistent and equitable access. 86
• Pakistan 95
• Figure 1 101
• Performance contracting in Pakistan. 101
• Figure 2 103
• Main drivers of PAs. 103
• Figure 2 104
• Status of initiatives taken under PAs. 104
• The Philippines 114
• Figure 1 118
• Results-based management framework. 118
• Figure 2 120
• The Results Framework. 120
• Figure 3 124
• Framework of the Results-based Performance Management System. 124
• Figure 4 124
• Criteria and conditions for the performance-based bonus. 124
• Figure 5 125
• Rates of incentives for the performance-based bonus. 125
• Figure 6 126
• Roles and responsibilities of agencies in designing and managing performance. 126
• Figure 7 126
• The harmonized performance reporting, monitoring, and evaluation. 126
• Figure 8 127
• Key indicators used for the performance-based incentives of national agencies. 127
• Figure 9 129
• Phases of implementation of the RBPMS and the PBIS. 129
• Figure 10 130
• Some results of RBPMS and PBB implementation. 130
• Sri Lanka 138
• Figure 1 148
• The mechanism for improving a process. 148
• FOREWORD 9
• Overview 11
• Introduction 11
• Understanding Performance Management 11
• Why Performance Management? 13
• Paradoxes and Pitfalls of Performance Management 13
• Pathways, Models, and Strategies 14
• References 16
• Bangladesh 18
• Introduction 18
• Methods of Assessment 18
• The Political and Administrative Context 18
• Historical Background of Performance Management 20
• Performance Management Reform Processes and Initiatives 21
• Government Performance Management System in Bangladesh 21
• Policy Initiatives Introduced during COVID-19 22
• Performance Management of SDGs 24
• Current Approaches to Performance Management 24
• Drivers and Motivators 25
• Key Features of the Current Approach: 25
• Roles and Responsibilities of Agencies in Designing and Managing Performance 26
• KPIs and Measurements Involved 27
• Best Practices 27
• Implementation Experience 28
• Assessment and Analysis 28
• Challenges and Limitations 29
• Recommendations and Conclusions 30
• References 31
• The ROC 34
• The Political and Administrative Context 34
• Historical Background of Performance Management 34
• Performance Management Reform Processes and Initiatives 35
• Current Configuration of the ROC’s PMS 35
• Key Reflections on Reform Cases of the Current System 37
• Challenges and Conclusions 39
• References 40
• India 42
• Executive Summary 42
• Introduction 42
• The Indian Context 43
• Public Sector in India 43
• Pro-market Reforms 45
• Methodology 46
• Performance Management in India 46
• Components and Key Features of Current PMS 49
• Drivers and Motivators of Current PMS 50
• Roles and Responsibilities of Key Stakeholders in Current PMS 51
• KPIs and their Measurement in Current PMS 53
• Discussion and Conclusion 54
• Assessment of Current PMS 54
• Challenges and Limitations 56
• Recommendations 57
• References 57
• IR IRAN 61
• The Political and Administrative Context 61
• Historical Background of Performance Management 61
• Performance Management Reform Processes and Initiatives 62
• Current Approaches to Performance Management 63
• Organizational Performance Evaluation System in IR Iran 64
• Individual Performance Evaluation in IR Iran 64
• Drivers and Motivators 64
• Key Features of the Current Approach 66
• Roles and Responsibilities of Agencies in Designing and Managing Performance 67
• KPIs and Measurements Involved 68
• Best Practices 71
• Assessment and Analysis of Progress, Impacts, and Lessons 72
• Recommendations and Conclusion 74
• References 76
• Malaysia 78
• Executive Summary 78
• The Blend of Democracy and Monarchy in Malaysia’s Governance 78
• Evolution of Performance Management in Malaysia’s Public Sector 79
• MyPerformance System: A Paradigm Shift 79
• Performance Management Reform Processes and Initiatives 80
• Current Approaches to Performance Management 83
• Drivers and Motivators 83
• Key Features of the Current Approach 84
• Roles and Responsibilities of Agencies 84
• Best Practices 85
• Implementation Experience 86
• Assessment and Analysis: Progress, Impacts, and Lessons 86
• Integration of Technology in Public Sector Management 87
• Key Agencies and Stakeholders 88
• Challenges and Limitations 90
• Equitable Access and Digital Divide 90
• Resistance to Change 90
• Adaptation to Complex Roles 90
• Recommendations and Conclusion 91
• Accessibility Enhancement 91
• Training and Awareness 91
• Consistent Implementation 92
• Feedback Mechanisms 92
• Engagement and Participation 92
• Research Implications 92
• References 93
• Pakistan 95
• Political and Administrative Context of Pakistan 95
• Historical Background of Performance Management 95
• Performance Management Reform Processes and Initiatives 97
• Modernizing Government: Embracing Reforms and Innovation 97
• Civil Service Reforms: Building a High-performance Public Service 98
• Current Approaches to Performance Management 99
• Performance Contracting with Ministries in Pakistan 101
• Assessment and Analysis 105
• SWOT Analysis of Performance Agreements in Pakistan 106
• Conclusion 108
• Recommendations 108
• References 110
• The Philippines 114
• Introduction 114
• Political and Administrative Context 114
• Historical Background of Performance Management 115
• Performance Management of the Public Sector and Its Organizations 116
• Individual Performance Evaluation 116
• Performance Management Reform Processes and Initiatives 117
• Results-based Management Framework 118
• Organizational Performance Indicators Framework 119
• Performance-informed Budgeting 120
• Strategic Performance Management 121
• Other Reform Initiatives 121
• Current Approach to Performance Management 122
• Drivers and Motivators 122
• Key Features of the Current Approach 123
• Roles and Responsibilities of Agencies in Designing and Managing Performance 125
• KPIs and Measurements Involved 127
• Best Practices 128
• Implementation Experience 128
• Assessment and Analysis 129
• Challenges and Limitations 132
• Recommendations and Conclusion 133
• Annexure 134
• References 135
• Sri Lanka 138
• Brief Note on the Political and Administrative Context 138
• Historical Background of Performance Management 139
• Performance Management Reform Processes and Initiatives 140
• Current Approaches to Performance Management 140
• Submission of Annual Performance Report to the Parliament 141
• Performance Measurement through the Performance Plan Presented by Secretaries to the Ministries 141
• Performance Measurement via National Competitions 142
• Managing for Development Results 142
• Strategy of Action for MfDR 143
• Citizen’s Charter 143
• Integrated Treasury Management Information System 144
• Roles and Responsibilities of Agencies in Designing and Managing Performance 145
• KPIs and Measurement Involved 145
• Best Practices 146
• Implementation Experience 147
• Assessment And Analysis : Progress, Impacts, and Lessons 149
• Weaknesses and Limitations 150
• Recommendations and Conclusion 150
• References 151
• Turkiye 153
• The Political and Administrative Context 153
• Historical Background of Performance Management 154
• Performance Management Reform Processes and Initiatives 156
• Cadre-based Contracted Public Staff Application 156
• Production Incentive Premium of Ministry of Agriculture and Forestry 156
• Performance-based Wage Application of Ministry of Health 157
• Performance Measurement in Municipalities 158
• Individual Performance Measurement of Governors and District Governors Research 158
• Performance in the Turkiye 2023 Education Vision of Ministry of National Education 159
• Current Approaches to Performance Management 160
• Assessment and Analysis 162
• Challenges and Limitations 163
• Recommendations and Conclusions 164
• References 164
• Concluding Observations and Policy Implications 168
• Reform Trends and Developments 168
• Reform Progress and Challenges 170
• Policy Implications and Recommendations 171
• LIST OF TABLES 173
• LIST OF FIGURES 174
• List of Contributors 175