The client sought to develop a fully integrated performance management system to enhance individual and departmental accountability. The project involved reviewing job structures, establishing competency frameworks, building KPIs at both the departmental and individual levels, and creating clear linkages between performance outcomes and reward systems.

• Reviewed and updated job descriptions across all roles
• Developed a behavioral, leadership, and technical competency framework, with competency levels and behavioral indicators
• Built a competency dictionary and mapped competencies to job levels and positions
• Designed departmental KPIs and cascaded them into individual KPIs, supported by a performance indicators bank
• Developed the performance management system’s policies, procedures, forms, and guidelines for linking performance to bonuses and rewards
• Delivered training sessions for managers and employees on the features and processes of the performance management system
• Conducted a phased implementation follow-up, including individual coaching sessions for managers on goal setting, performance reviews, and evaluation methodologies