Leadership and Organizational Performance

Presentation to the OECD-Germany High Level Symposium
Governing for Performance in the Public Sector
March 2002

Jean-Guy Fleury
Assistant Secretary to Cabinet
Privy Council Office of Canada

Overview

Achieving results for Canadians
Making the Links - The Performance Management Program
Challenges Ahead

Achieving Results for Canadians

The Government of Canada's mission is to provide the highest possible quality of service to the public. To do this, it is committed to achieving excellence in four management aspects essential to an effective public service:
- putting the emphasis on citizens
- subscribing to a clear set of public service values
- managing from the viewpoint of results
- spending responsibly

Obtaining results for Canadians

Public service leaders and organizations:

contribute to Canadians' quality of life
obtain results, i.e. programs, services and policies that follow up on the government's programs and respond to citizens' expectations
are dedicated to excellence and respect for values and ethics in the workplace and in serving the Canadian public
Performance Management Program

Performance Management Program

Goals of Performance Management

to ensure accountability, among leaders and organizations at all levels, for delivering the government 's agenda and public service priorities
to provide for the objective evaluation of performance
to measure, reward and encourage strong performance
to focus on results
to identify areas of improvement

Commitments and Objectives

Speech from the Throne
- establishes the government agenda
- sets expectations on results for Canadians
Corporate Priorities:
- based on Speech from the Throne
- specific management priorities of the Public Service in delivering the government 's agenda

Performance Management Program

Commitments and Objectives

Ongoing Commitments:

ongoing expectations of deputy ministers and other senior officials
includes supporting the Minister, departmental performance, demonstrating excellence in leadership, contributing to corporate goals

Evaluation

Organizational Performance Indicators:

Parliamentary scrutiny (Auditor General, Public Accounts Committee, Commissioner of Official Languages)
Public Satisfaction (surveys, polls, media)
Central Agency Accountability Reports (Audits, Departmental Management Assessments, Employee Surveys,)
Departmental Accountability Reports (Annual reports, Performance reports)

Leadership Performance Indicators:

demonstration of the 14 leadership competencies,
including behavioural competencies such as demonstration of values and ethics
360 degree feedback
demonstrated involvement in corporate wide initiatives (eg. Deputy Ministerial Committees)
self evaluation and assessment
peer review
ministerial input on achieving results

Rewarding leadership

Eligibility up to a maximum 25% of salary, depending on the level, paid in lump sum form
Eligibility for upward progression through pay scale
Consideration for future assignments/promotions on the strength of proven performance
Individual determination of training and development

Challenges Ahead

Assessing the influence of factors outside the control of the individual (shifting priorities, public opinion) on organizational and leadership performance
Motivating performance to retain strong leaders in public service organizations
Ability to clearly distinguish between leadership and organizational performance