PUBLIC SECTOR MANAGEMENT

Introduction

An organisation’s long-term success depends critically on its ability to measure how well employees perform and then use that information to ensure that performance meets standards and improves over time. This article seeks to examine the problems that have emerged with the introduction of the New Performance Appraisal System into the Public Service in Trinidad and Tobago and more specifically in the Ministries of Energy and Energy Industries and Enterprise Development, Foreign Affairs and Tourism. While it discusses the merits for the new system it will also highlight the fears or problems, whether real or perceived, of the managers/supervisors and employees. More importantly, it will also show how difficult it is to implement pay by performance appraisal system into an organisation such as the public service. For, in addition to its size, there is the issue of its structure and culture that are critical to the success of any system being introduced.


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