The NEPAD Human Resources Division held a two-day workshop - November 5 and 6 -  in Midrand, with the key objective of improving staff performance. Topics for discussion included how best to complete performance appraisal work sheets; managing poor performance and giving feedback; individual work plans, as well as  mid-term and  end-of -year performance reviews. The sessions are part of NEPAD’s Learning, Training and Development Plan  for 2014.

The HR unit shared idea on approaches to assessing and motivating performance and impact.

The workshop was graced by a motivational speaker, Ms Morongwa Makakane, from the audit and human resource management firm KPMG. Ms Makakane said impact and success at work starts with the individual. She underscored the need to have passion and dedication. “Staff should ensure that they achieve their utmost in working towards NEPAD’s mandate,” she said.

Staff introducing each other at the opening of the workshop 

                                                             Ms Morongwa Makakane during her presentation

“A well-informed and highly motivated workforce is key to NEPAD,” said Mrs Fatou Ceesay Jallow, Head of HR. In September this year, they held a staff workshop on the new HR Strategy and Operating Model Project. The idea was to get buy in from all in the organisation. That two day brain-storming also looked at the draft HR Policies and Procedures handbook and the draft Learning and Development Policy.

Mrs Ceesay Jallow explained that performance management is about results, getting the best from staff and helping them achieve their potential. She said it was important for staff to be continually assessed on their strengths and weaknesses, for NEPAD to better deliver on its mandate and achieve its goals.

NEPAD Human Resources Officers Eric Fenu the workshop moderator with  Dora Mwaiseghe

Mrs Rebecca Oloo from HR taking notes

Training, in the form of video presentations, discussions, and group break-out sessions, provided the opportunity to assess good and bad performance appraisal practices. Staff were trained in how to conduct and fill in appraisal forms.

Eva Mashidi Rankoko (PICD Assistant) Unami Mpofu (CAADP Senior Programme Officer) at the workshop opening

Staff raised questions on the user-friendliness of the appraisal forms, the management and effectiveness of the appraisal process and the mind-set of employees.  “It is critical to improve staff culture and mind-set to in turn improve staff performance, we need to encourage staff to work together in order to work effectively” said Ms Unami Mpofu, during group discussions.

New performance appraisal forms to be rolled-out in 2015 were introduced to staff for them to input in order to ensure a better u and ownership and a good understanding of how the forms will work.