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Performance Management System (PMS)
Performance Management System (PMS)

PMS is a change and quality management process that facilitates a comprehensive management of performance at all levels in an organisation. Public managers must change their mindset and those of their subordinates and design a new paradigm that sets a clear cause for management. 

Why PMS (Burning Platform)

  • Inadequate planning and management of projects resulting in cost overruns.
  • Resource wastage due to inefficiency
  • Public Servants’ insensitiveness to customer needs 

PMS Objectives

  • To improve individual and organisational performance in a systematic and sustainable way.
  • To improve a planning and change management framework that is linked to budgeting and funding processes.
  • To inculcate the culture of performance and accountability
  • To enhance the capacity of the Public Service to deliver its services more efficiently and effectively.
  • To improve the capacity of the Public Servants to be more productive.
  • To focus efforts of the Public Service to facilitate the achievement of NDPs and Vision 2016 
Performance Based Reward System

 Balance Score card

  • BSC is a key part of the PMS process
  • It assists in refining strategic objectives, measures and initiatives.
  • It facilitates effective management of strategic objectives and their initiatives.
  • It focuses on the critical few measures that deliver strategy.
  • It covers critical perspectives to business management, namely Customer, Internal Processes, Learning and Growth, and Finance Resources


Work Improvement Teams

This was introduced to facilitate problem solving through the use of specially trained teams. Teams use tools to solve problems encountered in the undertaking of strategies and make worthwhile recommendations to management. WIT is therefore a necessity than an option for performance improvement in the Public Service. WITS has not only proven cheap for organisations when compared with the engagement of consultants, it has also been a motivation factor to employees who become a part of teams. Through WITS employees are provided with skills on team building, management, problem solving techniques, innovation and continuous improvement processes.  

The Work Improvement Team Strategy (WITS) is a people –centered management approach in the Public Service.

It develops public employees into problem solvers, improvement seekers and team workers who jointly initiate improvements in their respective areas of responsibility.

It enhances organisational efficiency and effectiveness.

This is one of the initiatives deliberately undertaken since 1993 to address productivity related issues in the Public Service.

It is a well tested strategy which can still be used anywhere in the economy.

The Government of Botswana has approved the Strategy for Productivity Improvement in the Public Service based on the Singapore model of WORK Improvement Teams.

Work Improvement Teams are an adaptation of Japanese Quality Control Circles.


Work Improvement Teams (WITS) is a group of Civil Servants or other public officers from same unit, irrespective of divisional status, who meet regularly to:

·        identify, examine, analyse and solve problems pertaining to work in their division/unit.

·        Identify and implement improvement measures. 2- 15 members can form a team.


·        To enhance team spirit and improve human relations.

·        To develop a more positive attitude towards work by employees. People are challenged, encouraged, developed and empowered

·        To create a free flow of communication between management and employees- Participative Leadership and Team work

·        To facilitate the provision of quality service – Strong client orientation

·        To develop problem solving skills – innovative work style

·        To ensure job satisfaction


·        Productivity Improvement Committee for the Civil Service –PIC FORCE

·        The Ministerial Productivity Improvement Committee – MINI PIC FORCE

·        Departmental Productivity Committee - DPC

·        Facilitators, who oversee the formation and operation of WITS and act as link between management and the employees,

·        Team Leaders

·        Members, civil servants of any rank


1.     Plan Do Check Action, PDCA Cycle

2.     Brainstorming

3.     Cause and Effect Analysis/Fishbone

4.     Evaluation Analysis

5.     Data Collection and Analysis

6.     Pareto Analysis

7.     Force Field Analysis

8.     Transactional Analysis