A key characteristic of the current Strategic Transformation is maximizing on the expertise and knowledge of the staff. As such, performance management will be key in this process. Performance management will be applied to support staff, to motivate and encourage them to excel and to increase productivity. By mapping the work of staff to specific and measurable outputs, performance management will become more meaningful, fair and effective.
UNESCO is in the process of reviewing the performance management policy, which will be implemented from January 2020. HRM has consulted with representatives of all sectors through working groups and with staff, through a Staff Survey. One of the key messages coming out of the consultations is that managers should be a key part in the performance management process and they have to demonstrate a high level of commitment. This will call for improved communication, a change of management culture and adaptation to new processes.
The new approach will integrate the strategy of the Organization into the daily business of all employees to ensure we are working together towards shared goals and to increase the impact of the Organization’s work to those it serves. By increasing the level of feedback between supervisors and their staff members, issues can be more easily and more quickly identified, tackled, and ultimately resolved.
Managers will be encouraged to maximize on the use of existing competencies of their staff and to develop new ones in preparation for possible career move. The greatest change will be the shift to a one-year performance management cycle, which demand the development of more specific and targeted objectives, which are more result oriented.