Saturday, October 30, 2010
Wednesday, October 27, 2010
Inaugurating ASSOCHAM organized 2nd CFOs Roundtable Conference 2010 here today, Dr. Trivedi also indicated that all 62 government ministries and departments on board have signed the tool called Results Framework Document (RFD) which will set targets for each ministry and will finally be the basis for yearly evaluation. “Results will be our bottom-line just like profits are the bottom-line of the private sector” he pointed out.
The formula of assessing the government employees as proposed by performance management division under the cabinet secretariat, has ruled out “not me syndrome and passing the buck”. The Secretaries in turn will have to set performance levels for the officers below them and evaluation would be from bottom to top. “Once we fix the performance deficit, other things will follow” Dr. Trivedi said elaborating on the causes of performance deficit. He told the audience that had leading private sector CFOs that “private sector will look up to us”.
The Cabinet Secretariat also said that the first round of assessment, initially for three months from January to March 2010, there is a strong possibility that a large number of government employees would receive an extra pay once the new formula is adopted. He also mentioned that the government is extending the performance monitoring and evaluation system to 62 departments from the current fiscal. According to our system, a department sets a target, fixes the weightages of each target, and if it succeeds meeting all its targets, gets a score of 100.
He also highlighted that many countries such as Canada, New Zealand, Australia, Netherlands, Denmark, UK, US and Finland have moved away from the traditional government administrative model to a management model under which officers act like corporate managers as they get greater operational freedom, but are held accountable for results. In fact, New Zealand is considered to be the leader of the pack where performances of government agencies are weighed in by setting targets and adopting regular evaluations. “In New Zealand the Governor of the central bank has his salary linked to inflation level being low and as a result for the last 18 years that country had a low inflation level,” he disclosed.
The various ministries and departments are preparing their Result Framework Documents (RFD) which is to be submitted to this division and the performance of the ministries will be monitored based on these documents only. First, the ministries are themselves setting their targets and secondly they have huge manpower ranging from senior bureaucrats to employees under central secretariat scheme (CSS).
The Government has already established a performance management division within the cabinet secretariat headed by a professional. So, the performance of central ministries is under close watch. By introducing performance-linked payouts, the Indian government is finally going the corporate way which may force central government employees to deliver their best.
Incentive system for Govt staffers next year: Secretary…!
NEW DELHI: An incentive structure akin to one prevalent in private sector could soon be in place for government servants as well, building on the extensive performance review that is already underway for them, a top government official said. “An incentive system is being worked upon as recommended by the sixth pay commission. It could be implemented by next year,” Prajapati Trivedi, secretary, performance management, said at the annual economic editors’ conference.
The incentives would be given out from the cost savings achieved by a bureaucrat in his role and will, therefore, not place an additional financial burden on the government, he explained. Besides, the extensive job performance parameters, these incentives would also depend on cost saving on account of reduction in the use of office stationary and savings in electricity consumption. Cabinet secretary K M Chandrasekhar has already written a letter to all secretaries to the government of India on their performance targets.
A mid-year review of the performance of government departments and officials is currently underway, that will give them fair idea of how each fare with respect to their agreed goals. The government had put in place a performance monitoring and evaluation system following an announcement in this regard by the President in her address to both the houses of Parliament on June 4, 2009. The first evaluation was carried out last year which was limited to only three months of the fiscal.
The current year’s evaluation would be the first comprehensive exercise, which will be illustrated in a report card. This report card will be finalised by May 1 each year. The new policy is designed on what is already in place in many countries. New Zealand, United Kingdom and USA carry out extensive performance reviews of their government departments.
The results framework document of each ministry or department will be put on its website to ensure stakeholder participation and transparency of the exercises. The concept is based on a paper prepared by the IIM, Ahmedabad.
Tuesday, October 26, 2010
Friday, October 22, 2010
Thursday, October 21, 2010
Wednesday, October 20, 2010
Government employees cannot be denied the opportunity to appeal against adverse Annual Confidential Reports (ACRs), on the grounds that such reports would not be ignored while considering them for promotion, the Delhi High Court has ruled. A bench of Justice Pradeep Nandrajog and Justice MC Garg reversed the Central Administrative Tribunal's (CAT) directive to a departmental promotion committee to ignore the adverse ACRs of five Indian Revenue Service (IRS) officers while considering them for promotion. The order came on five petitions filed by the Centre against the CAT's orders asking that some ACRs be ignored, while considering IRS officers Krishna Mohan Dixit, K. Hari Prasad Rao, R. Bala Naik, Devinder Singh Choudhary, Ravindra Kumar Rai for promotion. The CAT wanted the adverse ACRs (below benchmark of "very good") to be ignored, as they were not communicated to the IRS officers in question at the relevant time. Some of the ACRs were three years old at the time of holding the committee and could not be taken into account in view of the May 11, 1990, Memorandum of the Department of Personnel and Training (DoPT). The CAT said there was no point in making any representation in view of the retirement of reporting and reviewing officers. However, after analysing the Supreme Court judgments in the cases of UP Jal Nigam, Dev Dutt and Avijit Ghosh Dastidar, the HC said: "The question of ignoring adverse ACRs instead of giving a chance of making representation does not arise." The Bench said, "All ACRs are to be communicated to the incumbent." It said in the case of ACRs being below the benchmark, the affected person could make a representation that would be considered by the relevant authorit, which would be superior to the authority, which gave the adverse ACR. The high court said the May 11, 1990 DoPT Memorandum, was issued before the recent SC rulings. A new memorandum has already been issued on April 13, 2010, which made it mandatory to communicate to the employee an adverse ACR.
Source: Hindustan Times