Design, delivery and implementation of a performance management framework and associated services for the Institute of Public Administration

Description

The Institution of Public Administration (IPA) is seeking to engage a partner organisation to design, deliver and implement a performance management framework and associated services for its employees. The purpose of performance management is threefold. (i) Firstly, performance management can enable effective organisation strategy implementation by ensuring individual’s objectives are fully aligned and to support the development of employees in line with the IPA mission, strategy and values. A well designed and implemented system can support the high-quality standards expected of a valued institution and develop the potential of a talented workforce. (ii) Secondly, performance management provides a formal mechanism to ensure that all employees are supported and have the appropriate development opportunities to enable them to deliver high quality performance. The process includes support for professional and career development as well as performance management. (iii) Finally, performance management is a requirement as set out in various Public Service Agreements, and forms part of the IPA’s strategy. The PMDS (performance management and development system) concept is familiar within the IPA and it now requires a bespoke policy and process, including an online technical solution, as well as change management and training for effective implementation. Please note: Should the scoping exercise result in a decision by the IPA to purchase a separate software solution, the procurement of this system will fall outside of the scope of this tender. The IPA’s workforce comprises approximately 100 employees across a variety of job roles including academics, specialist training professionals, librarians, technical staff, professional staff, administrative staff and support staff. The Institute seeks a single performance development framework and system ensuring a coherent organisational approach to performance management in the spirit of ‘One-IPA’. There is a co-existing requirement to accommodate the distinct contribution models associated with different professional groups, including academic staff, professional services staff and leadership roles. The system should enable consistency of process whilst supporting differentiated performance frameworks aligned to role requirements and sectoral norms. The performance management framework will need to be sufficiently flexible to apply to all job roles and at all grades from executive leadership level to junior staff. As with all Public Sector organisations, there is no link between performance management and pay or reward. The Support and Implementation Partner will lead the project, working closely with the IPA’s HR team, and liaising with the Executive Leadership Team. It is imperative that the Implementation and Support Partner actively leads throughout all stages of the project, working collaboratively with the IPA team.