Performance management and development system in the Gauteng Department of Education with specific reference to Tshwane West District office

Abstract

The primary objective of this research was to determine the sources of tension during assessment processes and what could be done to improve employee performance in the Tshwane West District Office of the Gauteng Department of Education. In order to achieve the stated objective of the research, a sequential, explanatory, mixed method was employed in this research. The findings of the research reflected the sources of tension during the assessment process as a result of the lack of training on the part of managers on how to manage tension during the process. Managers are overburdened with work and they cannot cope with the number of employees under their supervision. This negatively affects the manner in which they conduct the assessments. Work balance and a distribution of tasks would assist in this regard. In addition, employees perceive the process as unfair and biased. Therefore, they have developed a negative attitude toward the system. To address the above challenges, this research proposes that managers involved in the performance management process should undergo training to equip them with skills to manage tension during assessments. An employee wellness programme should be made available to assist employees who are stressed about strained relations between them and their managers. A human resource representative could also be invited to sit in during performance reviews as a way of ensuring fairness and objectivity. It is also critical for managers to ensure that they are approachable to their own subordinates so that they have the opportunity to raise their concerns.