Evaluation of performance management and evaluation system of Indian government

Abstract

Performance Evaluation is a critical process in any organisation. Performance managementsystems consist of the set of activities that help monitor and evaluate employeeperformance, and therefore, organizational performance. Hence, performance managementis conducted at both at the organizational level and the individual level. At the organizationallevel, performance management oversees organizational performance and comparespresent performance with organizational performance goals. The achievement of theseorganizational performance goals depends on the performance of the individualorganizational members. When it comes to an important organisation such as theGovernment, it is critical to have a robust performance evaluation system in place. Thecurrent Performance Monitoring and Evaluation System (PMES) has been followed by theIndian Government since 2009 and involves a Results framework to be prepared and recordagreed objectives, policies, programmes and projects of the ministry and rate them onparameters approved by the Secretariat. The performance agreements are currently signedbetween the departmental Minister and the Secretary of the Ministry. However there are some major issues in government performance are:* Lack of will to perform,* Lack of motivation to perform,* Lack of follow up in the tasks,* Sincere implementation,* Lack of focus,* Lack of accountability,* Lack of specific and defined performance indicators.Performance Management Division in Cabinet Secretariat has been trying to streamline theGovernment Performance with well-defined indicators and accountability and has been ableto achieve a significant progress with a top-down approach. Every Ministry is given a rankingand this will have an impact on budget allocations. But there currently exists a mismatchbetween the goals alignments of the department and the individual government employeesof the department. Hence it is necessary that the existing system should be criticallyassessed and potential areas of improvement need to be identified. The objectives of this CCS area) To understand and analyse the current PMES throughout various levels of hierarchystarting from RFD for secretaries to PR/Confidentiality Report for the ground levelemployees.b) Understand the system from the perspectives of stakeholders at various levels of theorganisation.c) Evaluate effectiveness of the current system and identify the shortcomings.d) Propose methods for improvement. Methodology: The first phase of the project would be to understand the current system in place includingthe Results Framework and employee self-appraisal through literature survey.In the second phase, we interviewed various professors at IIM Bangalore who work withGovernment closely to get their suggestions and opinions.The third phase is to meet Karnataka State Government employees from variousdepartments like DPAR, SAKALA, etc.The fourth phase was to apply the expectancy theory to employee motivation in theGovernment setting and confirm the validity of expectancy theory. This involved collectingsurvey responses from around 20 employees. The effect of expectancy, instrumentality andvalence on work motivation is found out through this study.In the final phase, we proposed various recommendations from the insights gainedthroughout the process.