Director, Organizational Development & Performance Evaluation and Monitoring

Director, Organizational Development & Performance Evaluation and Monitoring

JOB DESCRIPTION & SPECIFICATION

Job Title:                    Director, Organizational Development & Performance Evaluation and Monitoring

Post Number:               64403

Job Level/Grade:        GMG/SEG 2 

Division:                    The Accountant General’s Department – A Department of the Ministry of Finance and the Public Service

1.         Strategic Objectives

The Corporate Services Division is responsible for providing essential services to the other divisions to support the successful execution of the core Treasury functions of the Department. This Division has responsibility for human resource policies, procedures, and advice to guide management and staff; and to facilitate organizational development which includes the review and re-design of business processes.  It is also responsible for capacity building including the hiring of staff and the facilitation of staff training and development for best fit, competence and high performance.  The Division is also responsible for effective employee and industrial relations, a comfortable work place and facilities, and occupational health and safety.  It facilitates the establishment of an accountability framework for the Department to include organizational risk analysis, strategic planning, and performance management; and provides customers and stakeholders with high quality information and service.  The Division manages the finances of the Department, which includes procurement management.

This division operates on the authority of the Financial Administration and Audit Act, the Public Service Regulations 1961, the Public Sector Staff Orders 2004, the Official Secrets Act, the Access to Information Act, the Corruption Prevention Act, and various other enactments.

2.         JOB PURPOSE

The Manager Organizational Development is an internal consultant, responsible for providing management advisory services to the Department with a view to improving the efficiency and effectiveness of its operations. The incumbent facilitates change management initiatives, the review and re-design of business processes and provides ongoing analysis of the adequacy of the Department’s organizational structure and operational framework. The incumbent also oversees the Performance Management System.

Summary of the broad purpose of the position in relation to Government’s goals and strategies:                                                                                  

• To provide expert strategic and policy direction and advice regarding Organizational Development.
• To implement, monitor and evaluate organizational development interventions.
• To oversee the ongoing review of the organization and the development/review of standard operating procedures, policy and manuals.
• To oversee the administration, monitoring and evaluation of the Performance Management System.
• To guide change management efforts within the Department.

3.         Key Outputs

• Strategic direction, advice and recommendations provided on all matters affecting Organizational Development.
• Organizational Development interventions developed, implemented, monitored and evaluated.
• Business processes reviewed/re-engineered and flow charts developed.
• Performance Management System executed monitored and evaluated.
• Job descriptions developed/ reviewed and maintained.
• Reports, manuals, policies, procedures and other documents developed and maintained.
• Change Management Plans and Programmes developed and implemented.
• Training and sensitization sessions conducted.

 4.      Key Responsibilities

Technical

• Provides expert advice, briefings and support to the Director Human Resource Management and Development, the Accountant General, senior executives, management and staff on all matters relating to Organizational Development.
• Participates in the development and implementation of corporate policies and procedures and ensures that they remain responsive to the changing needs and requirements of the Department.
• Consults with divisional heads and other senior managers and staff to identify and document areas in need of strengthening in terms of structure, systems and human resource development.
• Maintains organizational structure in alignment with the desired mission and culture of the Department; establishes a system for identifying and determining structure related problems; ensures that organizational restructuring is in line with the strategic plan of the Department.
• Collects job related data through interviews, questionnaires, observations and examine records to validate findings.
• Analyses the data to obtain full understanding of operations; Formulates recommendations to reflect business process re-engineering to eliminate duplications/overlaps and waste.
• Develops new and revised job descriptions; prepares charts of existing and proposed organizational structures.
• Examines the operations and work flow of processes to determine systematic weaknesses, e.g. duplication/overlaps, waste as well as activities that do not add value tothe process.
• Oversees the Performance Management System to support the accountability framework within the Department.
• Develops and reviews the AGD’s Competency Framework.
• Collaborates with Senior Executives and facilitates the implementation of organizational changes and modernization measures necessary to strengthen the AGD’s ability to execute the corporate strategy and fulfil its mandate.
• Develops and implements change management plans that will deliver the outputs of the Department; conducts readiness for change exercises as required that will be specific and tailored to the desired result; identifies and assesses the impact of and resistance to change; utilizes the appropriate tools and techniques in the mitigation or reduction of resistance to change;
• Spearheads organizational diagnositic surveys.
• Oversees the Reward and Recognition Programme.
• Prepares/updates reports, policies, procedures, manuals and related documents.

 Strategic Leadership

As part of the Executive Team:

• Plans, organises and directs the work of the AGD, including participating in the preparation of the Department’s Strategic Corporate and Operational plans, and Budgets, and monitor the AGD’s achievement against them.
• Develops and reviews as necessary, organizational policies, procedures and regulations for the AGD, and ensures that staff is aware of and adhere to the organization’s, policies, procedures and regulations.
• Researches and recommends changes to policies, procedures and systems to enhance the functioning of the Department.
• Ensures staff compliance with relevant laws, regulations, policies, procedures and Instructions governing the operations of the AGD.
• Implements and enforces policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the AGD.

As Unit Head:

• Plans, develops, organizes, implements, directs and evaluates the unit's fiscal function and performance.
• Leads in the smooth and efficient operation of the unit through the management of daily operations.
• Establishes and implements systems for reporting of work done against stated and agreed work plans for the unit.
• Establishes internal control processes required to manage and grow the unit
• Meets or exceeds unit performance targets.
• Deputizes for the Director Human Resources Management and Development as and when required.

Human Resources Management

• Plans, organizes and directs the work of the Unit by overseeing the development of performance targets for the unit and staff (Divisional Operation Plan) based on the Corporate Strategic Plan.
• Ensures that the unit’s staff have sufficient and appropriate physical resources to enable them to undertake their duties efficiently and effectively.
• Provides leadership and guidance through effective planning, delegation, communication, training, mentoring, coaching and disciplinary action.
• Participates in the recruitment of staff for the unit.
• Recommends transfer, promotion, termination and leave in accordance with established Human Resource Policies and Procedures.
• Identifies skills/competencies gaps and collaborates with the Manager Training and Development to develop and implement Staff Development and Succession Plans for the unit to ensure adequate staff capacity.
• Monitors job specific and environmental factors, implements and promotes health and safety policies; and mitigates and minimizes workplace hazards.
• Monitors the performance of unit staff and ensures effective and objective staff performance management, through timely and accurate completion of the staff appraisal process, including periodic reviews.
• Ensures the welfare of unit staff are clearly identified and addressed.

 Any Other Duties

• Any other related duty that may be assigned from time to time.

5. Key Performance Indicators

The job is successfully performed when:

• Organizational Development interventions developed, implemented and evaluated with agreed timeframes.
• Processes reviewed/re-engineered and charts developed within agreed timelines.
• Job descriptions developed and maintained in accordance with stipulated guidelines.
• Performance Management phases administered and monitored according with stipulated guidelines and agreed timelines.
• Change Management Plan and Programmes developed and implemented within agreed timelines.
• Training and sensitization sessions conducted according to agreed timelines.
• Reports, policies, procedures and other documents meet quality standards and produced within agreed time-frame.

 6. AUTHORITY

• Advises the AG, executive and senior management team on Organizational Development interventions.
• Recommends changes to work plans to ensure alignment.
• Recommends appropriate structures for the Department (units and divisions).
• Recommends changes to business processes.
• Recommends corrective/improvement actions.

7. CONTACTS

    Internal

  External

 8. REQUIREMENTS for this Job:

Qualification and Training

Essential:

• A Bachelor’s Degree from a recognized institution in the disciplines of Human Resources Management or Human Resources Development or equivalent;
• Evidence of continuing professional development in Human Resources Management.

Desirable:

• Formal training in Strategic Planning and Organizational Development;
• Formal training in management analysis.

Essential Experience and Knowledge:

• At least 5 years  of experience in Human Resource Management and/or Human Resources Development.
• At least 3 years  of experience working at the management level in Human Resources Development with at least 2 years in the public sector.
• Experience in leading Change Management.
• Experience in Strategic Planning.
• Experience in Quantitative and Qualitative Data Gathering and Analysis.
• Experience with Performance Management and Appraisal Systems.

9. Competencies

The incumbent is a senior public servant who represents the Government at all times;  a member of the management team of the AGD, who is expected to participate in managing the Department, and to lead a team of professionals in realizing the goals and objectives of the Department, in a highly dynamic environment.  The following competencies are required for the effective performance of this job:

Core Competencies

• Excellent Oral and Written Communication Skills
• Good Problem Solving and Analytical Skills
• Excellent Customer Focus Skills
• Results Focus
• Integrity

Technical Competencies

• Excellent knowledge of Human Resource Management Expertise
• Good knowledge of Project Management
• Good knowledge of Legislations, Policies and Procedures
• Excellent Research and Analysis Skills
• Good Change Management Skills

Managerial Competencies

• Strong Leadership Skill
• High Emotional Intelligence
• Strong Performance Management Skills

10. SPECIAL CONDITIONS ASSOCIATED WITH THE JOB

Physical Demands - Pressured working conditions with numerous critical deadlines.

Work Environment - Normal office conditions