Performance Oversight Guide for the Manager of the Director – Human Resource Management
Purpose
This guide is designed to help the immediate manager (e.g., Permanent Secretary, Deputy CEO, or CEO) provide focused oversight and performance management support to the Director of Human Resource Management. It leverages the Competency Framework and strategic priorities to ensure alignment, accountability, and leadership growth.
Key Performance Domains
Strategic Leadership and Direction
Organisational Development and Workforce Planning
HR Service Delivery and Systems Strengthening
Compliance and Risk Management
Leadership Capability and Team Effectiveness
Oversight Methods & Tools
Method | Frequency | Description |
|---|---|---|
Strategic Check-in | Quarterly | Formal review of key initiatives, leadership decisions, HR alignment with organisation-wide strategy |
Monthly Highlights Report | Monthly | Summary submitted by the Director detailing major milestones, risks, and leadership insights |
Competency Dialogue | Bi-monthly | Reflective session focused on demonstrating core executive competencies (e.g., Strategic Thinking, Leading Change) |
Performance Pulse | Ad hoc | Real-time, informal feedback based on observation or significant events |
Annual Performance Appraisal | Yearly | Full review aligned with the Competency Framework and strategic objectives |
Sample Oversight Prompts
Strategic Leadership: "How has the HRM Directorate contributed to emerging organisation-wide priorities in the last quarter?"
Service Delivery: "What systemic changes have improved turnaround time or user satisfaction in HR services?"
Compliance: "How are we tracking HR policy adherence across units and what trends are emerging?"
Team Leadership: "Which competencies are you actively reinforcing among your senior HR officers?"
Supporting Tools
Annual Scorecard Template (linked to Competency Framework)
Risk Register (HRM-specific)
Strategic Initiative Tracker
Leadership Reflection Journal (monthly self-assessment prompts)
HR Dashboard (metrics: vacancy rates, training impact, time-to-hire, etc.)
Example Performance Indicators
Domain | Indicator | Target |
Strategic Direction | HRM Plan aligned to org strategy | 100% alignment reviewed bi-annually |
Talent Pipeline | % of critical roles with successors | 80% |
L&D Impact | Competency improvement post-training | +1 level in 70% of cases |
HR Service Delivery | Employee satisfaction with HR services | >85% |
Risk & Compliance | % of HR audits with no major findings | >90% |
Developmental Focus
Encourage the Director to:
Initiate strategic HR transformation initiatives
Mentor emerging HR leaders in the Department
Participate in inter-ministerial or regional HRM policy forums
Contribute to national HR capability-building efforts
Note: This guide should be customised annually based on evolving priorities, thrusts, and the internal maturity level of the HR function.
Review Frequency: Biannual alignment sessions recommended between the HRM Director and their Manager.