Change and Performance Management
The Performance and Change Management Unit is one that functions directly under the Strategy, Policy Projects and Performance Management Office with the responsibility of facilitating meaningful change, through the implementation of transformational programmes and initiatives across the Civil/Public Service.
With core competencies in Human Resource Management and Performance Enhancing Organization Culture, we focus on culture change and human capital development which is aimed at transforming and refining the individuals to positively impact the organization.
- Our Mandate:
- To build a high-performance and innovative culture.
- To drive collaboration and engagement across all MDAs.
- To manage the changes associated with EdoSTEP.
- Develop capacity, and improve, productivity and welfare of staff of EDSG through a clear Employee Value Proposition.
- Vision:
Edo State Civil/Public Service will be a modern organization where efficiency, productivity and service delivery is the hallmark.
- Mission:
To drive and promote a high-performance culture through the implementation of the Edo State Transformation and Enhancement Programme across the civil/public service, which will deliver the MEGA Agenda.
Programmes and Initiatives
We have developed a number of Programmes to enable us build an Edo State Civil/Public Service that is modern, efficient and productive in service delivery. They are:
- Change Management Programme (EDO S.T.E.P)
- Performance Management Programme
- EDSG Graduate Development Programme
CHANGE MANAGEMENT PROGRAMME (EDO S.T.E.P)
The Change Management programme is an initiative that supports the Edo State Transformation & Enhancement Programme (EDO S.T.E.P). This programme deals with the transition process of the organization into the new structure. The transformation programme has introduced “New Ways of Working” and re-engineered the organization with technology and enhanced processes for better service delivery.
Our programmes and initiatives include;
Objective:
An EDSG Wide culture survey was conducted with Hofstede insights to determine the organization’s existing culture and define an optimal culture that will best support the strategy of the Edo State Civil/Public Service.
This information has led to the setup of the John Odigie Oyegun Public Service Academy (JOOPSA) to drive continuous learning within the service.
Activities:
- Culture Survey Engagement
- Determining EDSG Optimal culture
- Culture Survey reporting/leadership
engagement.
Objective:
EDSG at the restructuring phase of the transformation programme, engaged Greenfield’s consultancy to redesign the organizational structure and processes of the various MDAs in line with Global Standards and best practices that will ensure the efficiency and
effectiveness of Ministries.
Working with the Office of the Head of Service, we have further engaged in a Rationalization/Harmonization exercise that cut down the town number of MDAs in the EDSG From 105 – 72. This exercise aimed to further enhance and strengthen the organization and reduce the cost of governance.
Activities:
- EDO S.T.E.P Go-Live Engagement
- E-Gov Go-Live Engagement
- Restructuring / Rationalization review sessions with Heads of MDAs
Objective:
The Change Agents Initiative is structured to drive the long-term sustainability of the transformation programme. The Change Agents are civil / public servants who were carefully selected to be ambassadors and role models of the EDO S.T.E.P.
The initiative is a strategic way to ensure institutional memory and encourage ownership of the EDO S.T.E.P amongst the EDSG Civil / Public Servants. These change agents support the strategy office to Mobilize, Communicate, Organize and Implement all EDO S.T.E.P Initiatives in their various MDAs through town halls, cascade sessions and E-communication.
Activities:
- Change Agents’ Onboarding
- iLearn series ( Train the trainer)
- MDA Townhalls / Learning sessions
- EDSG Toast Masters Series
PERFORMANCE MANAGEMENT PROGRAMME
Performance Management in EDSG is driven by the Change and Performance Management Unit (CPMU). We have adopted a holistic Performance Management Cycle that will enable the organization to build a performance-driven culture that will achieve high-level success of the MEGA Agenda, drive accountability, monitor efficiency and Reward the performance of MDAs.
The CPMU Team continuously works with the various MDAs to set their Strategic Goals and develop new strategies that will enable them to achieve their objectives. The EDSG Performance Management Framework leads from Strategic Planning, Performance Monitoring, Performance Reporting, Performance Evaluation and Rewards & Recognitions system, which are all implemented by the CPMU.
Our programmes and initiatives include;
Objective:
To Drive strategic Planning across the Organization, the Strategy Office Introduced the EDSG Leadership retreat. These retreats are designed to provide an avenue for leaders throughout the EDSG to come together outside of the workplace, get a clearer understanding of the collective vision, align their MDA goals with the organization’s vision, communicate, build synergy and encourage collaboration across teams. The retreats also provide an avenue for peer-to-peer reviews at the leadership level.
The CPMU design Templates provide guidance and support in developing and aligning MDA Strategies with the Organization’s Vision. The CPMU also facilitates Strategy Planning sessions and retreats Across the MDAs.
Activities:
- EDSG Leadership Retreat 1 & 2
- Sectorial Retreats across the Thematic Pillars
- MDA Retreats and Strategy Sessions.
Objective:
EDSG has adopted Quarterly performance reviews and appraisals across the Various MDAs. The Panel for Appraisal is chaired by the Executive Governor with the Head of Service sitting as alternate chair. The Special Adviser to the Governor on Strategy, Policy, Projects and Performance Management and the Team lead Change & Performance Management Unit also sits on the Panel.
These engagements create an avenue for the Heads of MDAs to report on their performance so far and identify shortfalls and develop a recovery plan to enable them to achieve the year’s target. This initiative also highlights high performance and enables the leadership to make informed decisions in rewarding and recognizing performance also effectively managing consequences for none performance.
Activities:
- Quarterly performance review from 2021-till date
- MDA Reward & Recognitions
Objective:
A new Individual Performance Appraisal System (IPAS) for the EDSG Civil/Public Service has just been designed by the CPMU working with the office of the Head Of Service. This new appraisal system is an automated system that will be warehoused on the E-gov platform.
IPAS supports the implementation of Results-Based Management at the individual level and contributes to the fulfilment of individual development needs and goals. It also eliminates the bottlenecks associated with the old form of Individual Appraisals in the system as appraisals are more transparent and is no longer subjective to individual presence.
By January 2023 IPAS will go live and be the go-to for Individual strategic planning and appraisal in the EDSG Civil/Public Service.
EDSG GRADUATE DEVELOPMENT PROGRAMME
The EDSG Graduate Development Programme (GDP) provides an integrated, holistic approach for the accelerated development of young graduates into future leaders in the EDSG Civil and Public Service. The programme is designed to nurture and develop young talents within the EDSG Civil/Public Service and build core capabilities that will meet the immediate & future talent requirements to drive excellence within the Civil/ Public Service over a 12 months period.
The Programme which is an initiative of the Executive Governor was designed and managed by the Change and Performance Management Unit.
The EDSG Graduate Development programmes include;
Objective:
The GDP Rotation Programme provides participants with a deeper understanding of the EDSG Civil/Public Service environment. The Graduate Trainees will be rotated across 4 critical MDAs in the cause of the GD programme through which they will develop the relevant skills, knowledge and abilities required to become high-performing civil and public servants.
Objective:
The Graduate Trainee 6 Months Exchange program will commence after the successful completion of the GDP Phase 1. The exchange program will create opportunities for the top 10 Graduate Trainees at the End of the Phase 1 evaluation exercise to learn, collaborate and understudy model civil/public service institutions.
The CPMU will support the graduate trainees throughout the programme duration with 1 site visit across all institutions.
Objective:
The GDP provides the Graduate Trainees access to mentorship training and support by leading professionals within the service. This programme was introduced to ensure that every graduate trainee is equipped to deliver both on the key expectations and move towards their own goals (career navigation).
Objective:
As a part of the programme structure, the Graduate Trainees are encouraged to join relevant professional bodies and participate in professional network events. The CPMU also has drawn up a training calendar for the programme, this training calendar addresses functional skills training geared towards capacity building and soft skills training.
Objective:
The GDP Innovative Project is designed to drive innovation, creativity, critical thinking, research and data analysis. Encouraging the Graduate Trainees to think differently by proffering solutions to existing problems within the service.
Our Programmes
