31 March, 2011 CIRCULAR STANDING INSTRUCTION NO.1 OF ...

3.0 THE REWARDS AND SANCTIONS FRAMEWORK
In order to address the above shortcomings, a Rewards and
Sanctions Framework has been developed to provide a range of
rewards and sanctions to be enforced in the Public Service. The
Framework provides the principles and the criteria to be followed as
well as the Institutional arrangements. Specifically the Framework
shall:
a) facilitate recognition of employee performance, achievements,
innovations and contributions;
b) guide the management and sanctioning of poor performance at
the corporate, team and individual levels;
c) support a working environment that values employees and
facilitates a workplace that motivates and encourages high
performance; and
d) Provide for rewarding and sanctioning of Public Officers as
individuals or as members of a team.
4.0 OBJECTIVES OF THE FRAMEWORK
4.1 Overall Objective
The overall objective of the Rewards and Sanctions Framework is to
create a competitive work environment that supports a culture of
continuous search for improvements in performance, productivity,
innovation and service delivery.
4.2 Specific Objectives
The specific objectives of the framework are to:
a) enhance consistency, transparency and objectivity in application
of rewards and sanctions in the Public Service;
b) introduce sanctions to promote better performance;
c) promote innovation in public service performance and delivery;
Page 3 of 21