Right Indicators in Government Performance

Measuring the Right Indicators in Government Performance

Performance Management involves a set of activities that aim to ensure that goals are consistently being met effectively within an organisation. In many processes, the matter of performance measurement is often placed near the end. However, it should in fact be positioned near the beginning and ideally be an integral part of the overall strategy within every organisation. Measuring performance is imperative within any institution, as it helps to improve effectiveness and efficiency. This is particularly important within Government institutes, due to the fact that they impact all members of society, to some degree. Thus, it is extremely important to establish benchmarks that can be effectively measured in order to examine how far objectives are being met. Performance measurement also acts as an effective learning tool, as it helps to create a better understanding of what works, what doesn"™t, and why. Measuring the right indicators can therefore help governments to enforce effective policies and strategies.

Each country has different priorities and its own unique situation, however it can be argued that the approach to choosing and establishing the correct indicators to measure performance is somewhat universal. It is important to ensure that performance measures are relevant to the government"™s priorities and that each indicator chosen is the most appropriate way to assess the performance of the output/impact/outcome. Indicators must be extremely well-defined, and therefore easy to understand in order to ensure that data can be collected consistently and measured easily. In addition, it"™s important to ensure that data for each indicator can be produced frequently in order to be able to track progress, or lack thereof.

How to Pick the Right Indicators

Performance indicators chosen should be:

  • Comparable: so that measurements can be compared to past periods or similar projects.
  • Attributable: highlighting how much change can be attributed to different factors, in order to efficiently assess the workforce.
  • Reliable and adaptable to change: it is important to consider the sample size of each measurement in order to ensure complete effectiveness.
  • Verifiable: backed up with clear documentation so that they can be validated.

Performance Management Frameworks

Performance management frameworks integrate organisation strategic management, performance measurement, monitoring, evaluations and reporting. An example of this process is the Employee Performance Management System (EPMS); a framework that can be implemented by governments in order to engage employees in planning and setting objectives that aim to increase job satisfaction, productivity, and commitment. Performance effectiveness measurement is based on achieving its objectives. Employees are also given fair, accurate and proactive feedback from line managers in order for them to develop and enhance their performance.

How MENTOR Can Help

MENTOR can design Government institutes, in addition to any company, at all levels of the process. Whether you need help in the planning phase, indicators selection, delivery, monitoring, reporting, or evaluation, MENTOR designs custom solutions and tools to facilitate the process.

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