Director, Performance Management and Appraisal System (GMG/SEG 2)

Ministry of Labour and Social Security

  • Kingston
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Director, Performance Management and Appraisal System (GMG/SEG 2)

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Job Purpose


Under the direction of the Director, Organizational Development, the incumbent, in collaboration with Heads of Section and staff members, is responsible for the planning, implementation, maintenance and monitoring of the Performance Management and Appraisal System (PMAS) in the Ministry of Labour and Social Security and its Agencies.



Key Responsibilities



         Develops Work Plan, in collaboration with Human Resource Manager (HRM) and the

Heads of Department for the implementation and operation of the Performance

Management Appraisal System (PMAS), annually;

         Conducts sensitization sessions within the Ministry and Agencies;

     Develops and implements PMAS related Change Management initiatives in collaboration with other Human Resource Officers and Stakeholders;

         Reviews and receives approval for output focused job descriptions;

         Facilitates Unit Work Plan sessions as necessary;

         Reviews samples of Work Plans to ensure consistency in quality;

         Develops customized forms and manuals for the Ministry and its Agencies;

     Provides on going guidance to Managers and Supervisors on all PMAS, related issues through coaching or training as best addresses the need(s).



         Ensures all staff are aware of timetable for PMAS related activities annually;

     Ensures all managers and supervisors receive PMAS Manuals, Handbooks, Templates, policies and procedures required to operate in the new system;

         Monitors register of employees, their Appraising Managers and Reviewing Managers;

         Monitors Work Plans received from staff members;

     Monitors compliance with the conduct of Interim Evaluations and provides guidance where necessary;

         Monitors completion of Performance Appraisals for all staff on an annual basis;

     Monitors the implementation by Managers of remedial and corrective action to address poor performance;

         Monitors the implementation of Development Plans critical to Performance Management;

         Ensures that Performance Appraisal Records are properly maintained;

     Maintains a confidential register of performance ratings and applicable awards/sanctions;

     Extracts required employee records for the Audit of the system and provides other support as required for the post implementation evaluation of the system;

         Ensures that eligible staff for increment/award is identified and the relevant Human

Resource and Accounts Officers are notified on a timely basis;

     Participates in the work of the Internal Recognition and Reward Committee to provide support to the process of determining eligibility for rewards and recognition;

         Provides guidance to Managers on giving recognition and rewards at the Divisional or

Unit level;

         Co-ordinates the arrangement of recognition and reward activities at the Corporate level;

     Prepares Confidential Summary PMAS Report on appraisal results for identified authorized users;




     Prepares Confidential Detailed PMAS Report on appraisal results for identified authorized users;

         Prepares PMAS Status Report for the EPMAT and the PMIT monthly, as required;

         Prepares special PMAS related reports as required.


Human Resource:

         Initiates disciplinary measures when necessary;

         Recommends leave;

         Certifies Travel and Subsistence Claims.



Required Knowledge, Skills and Competencies



     Comprehensive and sound knowledge of the PMAS as established in the Guidelines issued by the Office of the Cabinet

     Strong impact and influence to guide Managers and other staff through the extensive performance culture change the PMAS presents

         Proficient in the use of Computer Applications and Software

         Good Presentation skills

         Good Coaching skills

         Sound Analytical Thinking skills

         Good Change Management skills

         Methodical



         Strong Interpersonal skills

         Results oriented

         Strong Customer orientation

         Effective Problem Solving skills

         Effective Oral and Written Communication skills

         Personal and professional integrity



Minimum Required Qualification and Experience


     First  Degree in Management  Studies,  Human Resource  Management  or  equivalent qualification and training and five (5) years related experience at the Supervisory level in Human Resource Management or Business Planning environment.



Applications   accompanied   by  résumés   shoul be   submitted    no   later   than   Monday,

19th November, 2018 to:


Senior Director

Human Resource Management and Development

Ministry of Labour and Social Security

14 National Heroes Circle

Kingston 4





Please note that only short listed applicants will be contacted.

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Director, Performance Management and Appraisal System (GMG/SEG 2) from Ministry of Labour and Social Security Take home pay calculations

Description     Amount   Description   Amount
Monthly Basic Salary     $154,412.23
  NIS:   $3,125.00
        Income Tax   $6,569.81
      NHT   $3,088.24
          Education Tax   $3,403.96
    Total Earnings: $154,412.23   Total Deductions   $16,187.01
  Net Pay:   $138,225.21

Director, Performance Management and Appraisal System (GMG/SEG 2) Monthly Payslip

Gross Salary:  $154,412.23
-Income Tax:  $6,569.81
-NIS:  $3,125.00
-Education Tax:  $3,403.96
-NHT:  $3,088.24
Total Deductions:  $16,187.01
=Net Salary:  $138,225.21
Work Week:  40 Hours/w
Gross Hourly Rate:  $965.08 /hr
Net Hourly Rate:  $863.91 /hr
Statutory Income  $151,287.23
Taxable Income:  $26,279.23
Income Tax Threshold:  1500096.00
Income Tax Threshold (monthly):  $125,008.00

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