Muscat: On Sunday morning, the Ministry of Education, through the Directorate-General of Administrative Affairs (Office of Individual Performance System), commenced a training program called 'Performance Management According to the Proficiency System for Measuring Individual Performance.' This two-day program is specifically designed for 60 employees of the Directorate-General of Administrative and Financial Affairs and was held at Muscat Hall in the Ministry's General Diwan.
The training program is being conducted by several trainers from the Office of the Individual Performance System and the Specialised Institute for Professional Training of Teachers.
The program covers various topics, including an introduction to performance measurement and the OKRs methodology. It also focuses on implementing the strategy, identifying the sources of the basic employee plan, understanding its elements and classifications, and setting standards for its formulation. Additionally, the program delves into the main results and characteristics of the plan, as well as different types of indicators. Participants will learn about the conditions to consider when choosing an indicator and will be guided through practical steps to help determine the most suitable one.
Furthermore, the program covers the final (annual) evaluation and its controls, the steps for approving the evaluation results, and the definition of feedback. Participants will gain insights into the stages of feedback, strategies for providing it, and techniques for addressing and developing performance.
The program also includes sessions on dividing the results, steps to address low performance, and analyzing it using a radical analysis method. In case the development plan is not successful, proposed solutions will be discussed. Participants will also be introduced to Ejada kit tools and visual displays for evaluating the role of the direct official and the employee.
The main objectives of the program are to enhance the formulation of goals and main results in the individual plan, improve the selection of weights, indicators, and logical targets for measuring goals and main results, identify the roles of the direct official, and calculate the actual performance evaluation at the end of each (semi-annual) evaluation cycle.
