Performance management is about achieving results in a manner that is consistent with organizational expectations. Integrating competencies within the performance management process supports the provision of feedback to employees not only on what they have accomplished (i.e., performance goals), but also how the work was performed, using competencies for providing feedback. Assessing competencies as a part of performance management is an important means of assisting employees in understanding performance expectations and enhancing competencies which we keep in mind
Performance management is thus critical to ensure that plans are being implemented, that they have the desired developmental impact and that resources are being used efficiently to establish and maintain a service-orientated culture of operation. As such pe rformance management and integrated development planning are two sides of the same coin : the Integrated Development Plan ( IDP) sets out what a municipality intends to achieve, i.e. what the comm unity can expect and the Performance Management System (PMS) manages, measures and evaluates the extent of achievement thus assisting the community to inspect what it expected.
A good planning process for people with disabilities : and for anyone else : must empower the individual and promote self-reflection, personal insight and creativity. A useful approach is person-centered planning, which develops individual solutions through collaboration, creative thought, and problem solving.