Performance management system implementation strategy for the National Department of Human Settlements, South Africa

Abstract

Public Performance Management (PPM) is not a new idea or concept in the public service and private institutions. However, according to Chowdhury et al. (2018:01), currently Performance Management (PM) is a source of dissatisfaction in public institutions. The PPM Directives from the Department of Public Service and Administration (DPSA) require that public performance assessment be done against the departmental strategic plan, operational plan and be linked with the budget in the public service. Over the past three years, the National Department of Human Settlements (NDHS) has been faced with dwindling organisation performance. The discourse amongst senior managers revolved around improvement of performance and services delivery in the three spheres of government. The NDHS has been recognising individual good performance through awarding performance bonuses. However, it has been unable to achieve the expected level of overall departmental performance. The aim of this research was to investigate the current nature and the implementation of the Public Performance Management System (PPMS) in the Department. In addition, it aimed to uncover perceptions and challenges that might exist associated with the implementation of the PPMS. The researcher adopted both a qualitative and quantitative research approach, which is generally referred to as a mixed-method design. For data collection purposes, the targeted population comprised 20% senior managers (Directors) and 20% middle managers (Deputy Directors and Assistant Directors). In terms of data analysis, a survey questionnaire was analysed using SPSS software program (Version 27), assisted by the University Statistical Consultation Service of the North-West University (NWU). The study identified challenges, amongst others linked employees’ perception, leadership issues, and organisational structural issues that influenced the commitment to successful implementation of PPMS in NDHS. As a result, a coherent and effective Performance Management System Implementation Strategy has been proposed to senior managers in the Department. Furthermore, the study recommends that in order to implement the proposed PPMS Implementation Strategy, the Department will need to develop a Change Management Approach in order to create awareness for the need to implement innovative ways to enhance the effectiveness of PPMS in the Department. This, in turn, will ensure buy-in from both employees and senior management on the proposed PPMS Implementation Strategy.