Joint Annual Performance Review 2007 - Ministry of Health

The Ministry of Health Performance Management System was developed under the
supervision of the High Level Working Group by the Department of Personnel, with support
from OPM, through a consultation process across the central Ministry. The approved
Performance Management System was launched by the Minister for Health on 23 rd January
2006.
The Performance Management System was implemented in all departments within the central
Ministry of Health in February 2006. A workshop was held for all Directors and Team
Leaders to introduce the PMS, followed up with hands-on support in each department. In the
first quarter, most teams developed Team Annual Objectives and Team Quarterly Work
Plans.
In April 2006 with further hands-on support from OPM, teams conducted first quarter reviews
(where team quarterly work plans were available) and second quarter Team Quarterly Work
Plans were developed. At the end of the second quarter in June 2006, a PMS refresher
workshop was delivered in each department, and some departments were trained on the
implementation of individual quarterly work plans for the third quarter. Further support was
provided in the review and development of team and individual quarterly work plans.
Ongoing support is being provided to review quarterly work plans as well as to establish
Quarterly team and individual work plans. The progress is reviewed every quarter with all the
departments and this programme has been well received by many departments at the central
MoH .During December, 2006, Department of Personnel with technical support from OPM
organized one day workshop to review the Quarter-3 and the progress of the Quarter -4 plans.
Performance management system shall be an integral part of MBPI scheme.
The recommendations of the functional analysis carried out during 2005 will be key basis for
the development of department organizational development plans for the implementation of
MBPI Scheme during 2007.
Constraints/Lessons learned
Reported constraints contributing to non-achievement of targets vary among the activities.
The shortage of funding, staff capacity and limited time for operational activities are
frequently quoted. This is a challenge for the MoH and it is hoped that the continued
strengthening of the planning process through medium-term and annual planning coupled
with the introduction of the Performance Management System will help to address this.
The process of the implementation of the MBPI scheme has given several lessons : clarity ,
understanding and agreement of the concept ; design in particular revised pay bands and
structure ; management of the non selected staff ; the funding arrangements and the
mechanism and the operation of the scheme among the key stakeholders : MoH ; CAR ;MEF
and Health Partners.
Priorities for 2007-2008
Priorities and targets have been developed for 2007-2008 for each of the strategies. These
build on the work already initiated and also represent some new initiatives. The priorities for
2007-2008 for the Institutional Development Working Group are:
1. Prepare and disseminate the Institutional Development Plan to provide guidance on the
roles and functions throughout the MOH and incorporate any changes in management
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