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The Government of Canada has recently released its annual Reports on Plans and Priorities (RPPs), intended at improving planning and resource management processes. For each of the 92 governmental departments and agencies, it has developed such a RPP, containing objectives, indicators and initiatives.
The South African Department of Performance Monitoring and Evaluation in the Presidency (DPME) was instituted in 2010, with the purpose of ensuring continuous improvement in service delivery, through performance monitoring and evaluation. Their key focus areas are built around performance monitoring and evaluation of governmental priorities, assessing the quality of management practices in governmental departments and indicators development.
The 2013 Canadian conference in public sector HR , “Transforming HR for a Changing Workplace”, allowed innovators in this field to bring in a discussion about learning how to do more with fewer resources. Their advice was to focus on the HR processes that deliver the most value and change or cut out the ineffective ones. The picture of fewer resources and growing needs determined innovators to highlight that it’s also time they considered novel methods for improving their processes.
The Government of Sierra Leone has felt the need for improvement and in order to do so, in 2008 it started implementing the Performance Contracts. In this context, all Governmental Institutions, Local Councils and Parastatals Tertiary Institutions have to monitor and evaluate their performance every year. To ensure the success of their own programs, they study Performance Management best practice examples from all around the world and adapt them to their own needs and situations.
The United Arab Emirates Vision is a bold strategy that aims to position the country among the best states in the world by 2021. In order to achieve such an ambitious goal, “an integrated system for managing performance and monitoring the execution of strategic and operational plans” is necessary.
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