Success through Efficiency, Efficiency through expertise




                                               ‘Success through Efficiency, Efficiency through expertise'

This legislation will systematically bring efficiency to Pakistan’s generally perceived inefficient government departments, by creating a performance driven culture.
Heads of major public entities and departments would set quarterly, bi-annual and annual goals, in line with an overarching vision, and submit reports – which will be uploaded at the portal – to show whether the goals have been met.
By applying the same principle to departmental heads, government functionaries and elected representatives, and putting it up for review on a public forum, performance improvement can be achieved.
The overarching vision of this legislation will be to bring those government and semi-private entities that are still in the red (making losses) like PIA, Pakistan Railways, KESC, etc., to start making profits.
The concept of customer service will be another aspect of this legislation as it’s a much neglected aspect, particularly in the public sector.
Employee training, testing and development will also be focused upon, which would provide government servants the impetus to improve their performance for career growth. It will also have a clause of getting a Public Consultant – someone that is considered an expert in the respective field – who would work on a pro bono basis with the department and provide an unbiased review of their performance. Only through such scrutiny of performance can output be improved.
The availability of organizational and departmental details of each government entity and department will give a better understanding to an ordinary citizen of the nature of a bureaucratic entity. It will enable them to better deal with departments in their future interactions.
The details of work performance of each department and even sub-departments and employees means that citizens will know which government organizations or departments are productive and efficient. This will at least allow Pakistanis to hold personnel of government departments in their area accountable if they are not achieving their organizational goals.
Similarly, performance parameters will be available on the portal, which will allow the common man to demand the removal of personnel of government offices of their area, and on the national level as well – if, for instance PIA continues to under-perform or make losses, citizens can start a national campaign for the removal of its MD.
It will also attract competent and qualified Pakistanis to engage with government departments
Each public sector organization and department will have to set goals, aligned with the overall vision of the nation, and have their performances reviewed against those goals.
A similar principle will be applied to departmental heads and government personnel using basic performance parameters such as departmental, team and individual goals set and achieved; number of hours spent at work; major tasks performed; etc. Employees (from a certain grade upward) will be required to define their yearly & quarterly goals.
All employees will have to enter their daily check-in and check-out time; so that everyone can see how many hours they put in at work; they will also submit a daily report of activities, or it can be weekly or monthly depending upon the nature of work and designation. However, irrespective of designation, government servants must carry this out – whether it’s the MD of PIA or Pak Steel or a lowly clerk in the City District Government Karachi.
Requisite working hours would have to be calculated for senators, legislators and members of Standing committees and the mentioned dignitaries will have to put in the required working hours in their offices. Plus they will have to post details of their performance, history and achievements as well.
Organizational chart will be made available on the portal for this purpose.
In addition, all government employees will essentially have annual training. Plus, they will have to sit for annual examination relative to their work, to ensure that they are abreast with the latest developments, and continue to work effectively. This will make the system merit-based in effect, as the exam results will provide a gauge of the employees’ abilities.
 Critical government employees:
Individuals at key positions will be required to give briefings that are available for general viewing. The briefings must be given on weekly, monthly or quarterly basis depending upon nature of entity and work. The medium for briefing would be broadcasting through television or internet in form of press conference, online record or as a report that is published and available online.
Certain important government position e.g. top police officers, Ministers, chief Ministers and Judges will have quarterly live/in-camera presentation regarding their performance, where public can come in and join. Plus, every legislative member or members of the executive branch, ministers, top police officers, judges etc. will also have to publish their monthly/quarterly/yearly figures on the e-government portal which will be compared with pre-defined expected percentages and anticipated improvements. If those requirements are not met, they will be automatically disqualified at the end of year cycle.
Public Consultants, who will be selected/elected (through a transparent process developed through consensus), will have the right to dislodge key government employees if their performance is not satisfactory. However, the process for their removal would have to be identified and developed, differing for each department.
Just like parameters for elected representatives, senators and parliamentarians, there will be the same for employees to gauge whether they are achieving their goals or not. The process for their removal would be the same as the ‘Automated Removal Process’ with a one-month time window in which a certain number of votes must be polled for the key government functionary to be asked to resign from his/her job.
Every state paid employee will need to post his/her status report online, at the end of each week, with regard to his/her accomplished tasks. In addition, the employee will also post his/her quarterly/yearly plan for improvement and growth that would be a step up from previous years.
The purpose for creating a Performance based system is in effect an answer to the criticism regarding lack of accountability and transparency in government departments.