Performance Management

We are often called upon by our clients to develop or review their performance management systems.  Such systems are useful in assessing the performance of individual employees, setting future goals, identifying career development needs and skills shortfalls, which are subsequently addressed through training.

Once the system is developed, employees are then trained in using it. Managers and supervisors may also be given training/support in objective setting and in the identification of training needs.

Some of the assignments completed include:

  • African Academies of Science (AAS)

    AAS contracted Adept Systems to review the performance management system for its secretariat and develop a comprehensive competency framework. The assignment required an understanding of the organization as a whole to design a system that is able to address internal inefficiencies as well as staff development.

  • Performance Management System for East African Grain Council (EAGC)

    We developed a performance management system for this regional membership organisation. The process was consultative and the expected result was a system that aimed at building a performance culture within the organisation. We trained the managers and supervisors, supported the objective setting process and the performance review.

  • Performance Management System for Fidelity Shield Insurance Company

    We developed a performance management system for this insurance company that was undergoing a transformation and re-launch. The process was consultative and the expected result was a system that aimed at building a performance culture within the organisation. We trained the managers and supervisors, supported the objective setting process and the performance review.

  • Performance Management Systems for Pioneer Holdings Ltd

    We developed a performance management system for this holding company that was seeking to build a pay for performance culture.  The process was highly consultative and included training the managers and supervisors, supporting the objective setting process and the performance review.

  • EAC Secretariat (Arusha, Tanzania)

    Supporting an EADB led initiative to assist this organisation to implement performance management systems in an effort to improve performance, accountability and resource utilisation.

  • East African Development Bank (Uganda)

    Working closely with this development bank to help the organisation entrench performance management systems in an effort to improve performance, accountability and resource utilisation. Support has included: developing performance management frameworks, training staff and supporting the development of objectives and the review of performance.

  • African Centre for Open governance

    We are undertook a review of performance management for this governance organization that includes staff assessments vis a vis their roles in the organization. We also provided a performance management feedback mechanism and developed a performance appraisal tool.

  • Africa Agricultural Technical Foundation

    We reviewed the performance management system and conducted a COLA survey; this included provision of a performance management process for the Board and staff.

  • For Alliance for Green Revolution in Africa

    We developed a performance management system for the Alliance for a Green Revolution in Africa, an organisation headquartered in Nairobi but with offices in Nairobi and presence in other countries in Africa.  The process was consultative and the expected result was a system that helped to build a performance culture within the organisation.

  • For FDSA

    We developed a performance management system aimed at developing and maintaining a performance culture in the organisation.  All employees were then trained on how to set objectives, track performance and carry out the performance review. The performance system is linked to reward.

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