MANAGEMENT MEASURES CRITERIA (EFFECTIVENESS (Plan (operational…
MANAGEMENT MEASURES CRITERIA
Policy on the managerial hierarchy should also define the communication channels
operational planning measures
There should be an operational plan based on a strategic plan
Strategic planning measures
Strategic plan should be in place
HR planning measures
Job requirements should be specified before recruitment takes place
Financial planning measures
Sufficient funding should be available to support strategic and operational plans
IT planning measures
information plan should be developed to support strategic objectives
All staff should be sufficiently empowered to be effective through formally approved delegations of authority
Policy objectives should be based on adequate, appropriate and reliable information
Regular reporting should take place on the achievement of objectives
The needs assessment of the appointment of consultants should be coordinated with all stakeholders
Recruitment of staff should be done in coordination of all stakeholders including budget department
Procurement committee should consider all procurement requests to take into account the needs and contributions of all stakeholders
Succession planning should be done on an ongoing basis
planning should allow for the timely procurement of goods
A procurement plan should be in place
The need for consultants and their requirements should be analysed before their appointment
Written DoA for procurement committee to ensure defined responsibiltiy in procurement process
Recruitment of staff should take into account the requirement of the job and be based on an approved staff establishment.
A written delegation for the procurement of consultants should be in place.
Should have a approved supply chain management policy in place
Policy should state on what basis consultants are to be rehired
Recruitment policy that is in line with legislation
Specifications of goods to be procured should be clear.
Measures should be in place that ensures contracts with consultants comply with the requirements of competitiveness and transparency
Recruitment of staff should be monitored to ensure policies and recruitment plans are being complied with
Processes should be in place for reviewing coordination measures to ensure the fewest possible resources are spent to achieve the predetermined output
There should be a sufficient transfer of skills to ensure that consultants are not used indefinitely
Rotation of staff should occur to give staff greater exposure and enhance their knowledge and skills
Specific and measurable deliverables should be specified for consultants in contract
Planning for remuneration should provide incentive with the aim of supporting efficient service delivery
All options should be considered to achieve objective e.g using technology.
The responsibilities of consultants and line management should be documented and communicated
Span of control should ensure optimum communication between management and staff
Unnecessary functions should be eliminated
Efficient utilisation of staff should be monitored against predetermined criteria and corrective action should be taken.
Consultants should be paid for milestones achieved and not hours worked
Productivity should be reviewed on a regular basis by using valid criteria. Corrective action should be taken.
An approved policy for the utilisation of consultants should be in place
Policies should prescribe efficiency levels where necessary e.g minimum performance levels
Policies should describe efficiency levels