Public Sector Learning
and Development Portal

CORE
COMPETENCIES
PROFESSIONAL PATHWAYS / TECHNICAL COMPETENCIES
CORE VALUES
GOJ
Competency
Model
Performance Management
Establishing systems to measure, manage, and enhance employee and team performance. This involves integrating KPIs, conducting appraisals, and fostering a high-performance culture through continuous improvement.

Sub-competencies

Behavioural Competencies

Return to Clusters
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Technical Competency: Performance Management
Professional Descriptors for Performance Management
Foundational

Responsibilities and Expertise

Supports basic performance management activities, such as assisting with appraisal processes, maintaining performance records, and providing administrative support for feedback systems.

Sample Job Roles

HR Assistant; Assistant HR Development Officer

Qualifications and/or Certification

  • Associate degree in HRM, Business Administration or a related field
  • 0-1 year of experience
  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field

Responsibilities and Expertise

Guides managers on performance improvement plans, conducts routine performance appraisals, and supports the implementation of feedback systems. Collaborates with teams to align performance goals with organizational objectives.

Sample Job Roles

HR Officer; Talent Development and Performance Analytics Officer

Qualifications and/or Certification

  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field
  • 1-2 years or more of relevant work experience
  • Postgraduate Certificate/Diploma

Responsibilities and Expertise

Leads the development of performance frameworks, analyses performance trends, and manages accountability systems. Provides strategic input to leadership on performance improvement initiatives.

Sample Job Roles

Manager HR Business Partnerships; Director Performance Management and Appraisal System.

Qualifications and/or Certification

  • Bachelor’s degree in management studies, HRM&D, Public Sector Management, Public/Business Administration, or a related discipline.
  • 3 years of relevant work experience
  • Master’s Degree
  • Certification in HRM&D, Workforce Planning or related discipline

Responsibilities and Expertise

Shapes performance management strategies, advises senior leadership on fostering a high-performance culture, and ensures alignment with Vision 2030 Jamaica. Drives innovation in performance systems and accountability frameworks.

Sample Job Roles

Senior Director HR Management and Development; Senior Director Workforce Planning and Improvement.

Qualifications and/or Certification

  • Master’s Degree in HRM, Organizational Development, Organizational Design, Public Administration/Policy
  • 5 years of managerial work experience in a related field
  • Certification in HRM&D, Change Management and/or Leadership
Performance Indicator for Performance Management
Foundational
  • Assists in posting job advertisements and scheduling interviews within approved budgets.
  • Maintains accurate records of recruitment activities and ensures compliance with public-finance regulations.
  • Demonstrates awareness of diversity and inclusion principles in hiring processes.
  • Supports workforce planning by gathering and organising data in a cost-effective manner.
  • Communicates effectively with candidates and team members while adhering to budgetary constraints.
  • Completes the GoJ Orientation and Re-orientation Programme to ensure alignment with public-service values and expectations.
  • Designs and executes recruitment campaigns that balance quality and cost-effectiveness.
  • Conducts interviews and evaluates candidates while adhering to public-finance policies.
  • Implements diversity and inclusion initiatives in recruitment processes within budgetary limits.
  • Monitors and reports on recruitment metrics, ensuring alignment with financial guidelines.
  • Applies knowledge from the GoJ Orientation and Re-orientation Programme to promote public-service values in recruitment efforts.
  • Develops comprehensive workforce strategies that demonstrably advance long-term organisational goals
  • Leads successful resource-optimisation initiatives with quantifiable efficiency improvements
  • Provides evidence-based recommendations that inform senior-leadership strategic decisions
  • Implements sophisticated succession-planning programmes with measurable leadership-readiness outcomes
  • Establishes innovative workforce analytics frameworks adopted across organisational units
  • Demonstrates thought leadership through contributions to sector-wide workforce-planning initiatives
  • Creates transformational workforce strategies that establish benchmarks for public-service excellence
  • Establishes innovative methodologies and frameworks adopted sector-wide across government agencies
  • Provides distinguished counsel on complex workforce challenges at the highest levels of government
  • Delivers exceptional workforce outcomes that measurably advance national development objectives
  • Leads transformational initiatives that enhance Jamaica's public-service capacity and reputation
  • Recognised as authoritative expert whose expertise influences regional and international workforce-management practices

Learning Pathways Operating Models

HR Business Partners
HR Shared Services Centre
Centres of Expertise