ISLAMABAD - The government for the first time has started collecting the Key Performance Indicator (KPI) of the grade 17 and 18 officers of the federal government.

“The KPI will be the base for the Performance Evaluation Report (PER) of 2016 for the officials of rank 17 and 18,” an official source told The Nation here Tuesday. The final date for submitting the KPI is December 31, 2015. This is the first phase of the KPI collection and in the next phase they will gather the KPI of the grade 19 and 20 employees, the official explained. Currently the exercise is being applied to the federal ministries only and the departments are not part of the KPI collection process, the official added. Each ministry has its different pro forma explaining the major task performed by the section, KPI, weight of each task and final score of the employee.

For example, he said, a task about the implementation of President/prime minister’s directives or preparation of PC-I will carry 15 or 20 marks with 20 to 30 per cent marks dedicated to quality while 70 to 80 per cent will go to the disposal of the task.

However, the official said the competent officers were satisfied with the distribution of marks as according to them bosses could still influence the final score of the KPI as 60 per cent marks go to the fulfillment of the tasks while 40 per cent belongs to the boss. These officials are demanding at least 90 per cent marks for the fulfillment of the tasks and only 10 per cent should go to the bosses.

The official said that the KPI will be considered in the promotion process, issuing honoraria etc and will help target the lazy mates in the ministries. The KPI collection was also part of the recommendations of the National Consultative workshop organised by the Planning Commission of Pakistan, on the civil service reforms.

The recommendation which has already been presented to the government asked for subjective measurement and assessment of organisational and individual performance. It also asked for the immediate improvements in existing PER system as currently performance evaluation not linked with placements and progression.

Similarly, it was also observed in these recommendations that organisations and individuals are not clearly accountable for their performance and recommended KPIs based on annual Specific, Measurable, Achievable, Relevant and Time bound (SMART) goals for each year must be defined for each officer.

The civil service reforms further recommended incentives on the basis of KPIs/ targets/ achievement in the shape of financial/ local and posting / foreign training and asked financial award be linked with performance. Poor performer be punished and good performer be given incentives, recommended in the civil service reforms.