What is the Transformation Capability Framework?
21 May, 2025
How To Improve Performance Management in Public Sector
20 May, 20251-2 minutes
In this blog, you will learn:
- What performance management in the public sector is.
- How to improve performance management in the public sector.
- Why it is important to improve performance management in the public sector.
- Discover more about our interim recruitment services.
Depending on the short and long term goals of a public sector organisation, performance management can be complex. With the potential perception that performance across the public sector is poorer than in the private sector it is essential that local authorities and public sector organisations show a commitment to continuously improving performance and maintaining high quality service delivery.
In our latest insights piece, we’re exploring how to improve performance management in the public sector and why it is important to do so.
What is performance management in the public sector?
Across the public sector, performance management involves evaluating both the effectiveness of an organisation or local authority and the performance of its employees. It can be broadly divided into two key areas - organisational performance and individual employee performance.
Effective performance management is essential for the delivery of high-quality public services across the UK, whether this be education, healthcare or housing. When implemented effectively, performance management not only enhances career development and employee engagement but also leads to improved outcomes for local communities.
How can performance management be improved in the public sector?
Ways to improve performance management in the public sector, include:
- Set clear goals and effective benchmarking.
- Utilise data effectively.
- Invest in training and development.
- Promote a performance-driven culture.
Set clear goals and effective benchmarking
Setting clear goals and effective benchmarking is essential for improving organisational and employee performance management across the public sector.
When a local authority or public sector organisation has a clear indication of what needs to be achieved, it is much easier to decipher what steps need to be taken for the desired outcome.
Interim recruitment specialist, John Shorrock, says “If an individual or public sector employer falls short of its target, performance management provides the opportunity to work out what went wrong and implement measures to ensure the same doesn’t happen again.”
SMART objectives (Specific, Measurable, Achievable, Relevant, Time-bound) can be used to align performance with strategic priorities. However, there should be consideration that sometimes the outcome of a service delivery is not an accurate reflection on the efforts of an individual or employer as challenges may occur that are out of their control. Should this happen, interim workers are typically used to support an existing team.
Consideration of local issues and the best interests of a local community should be upheld when setting goals and benchmarking results.
Utilise data effectively
Evidence based decision making is essential for helping local authorities and public sector organisations perform well. Analysing data is an effective way to allocate resources and plan strategically to deliver positive outcomes and improve performance management.
Tracking progress across all areas of the public sector ensures that local authorities, public sector organisations and individual employees are meeting regulations, improving operational efficiency and delivering effective services to local communities.
Data can be obtained via internal performance reports, customer or employee feedback, benchmarking analytics or IT systems.
Invest in training and development
Training and development opportunities are essential for helping public sector organisations and local authorities manage the performance of employees. By implementing measures to ensure professionals are continuously upskilling in their specific area, performance can be monitored, areas requiring improvement can be highlighted and gaps in skills can be fixed.
Interim employees often possess a specialised skill set and move from contract to contract meaning an investment in their professional development is their priority, however permanent employees should be invested in for the greater good of the organisation and service delivery.
Service demands evolve frequently and investment in training allows professionals to keep up with changing policies. This is essential for empowering a public sector professional, getting the best from their expertise and ensuring that performance is managed effectively.
Promote a performance-driven culture
When employees and public sector organisations share a commitment to deliver a high standard of service, performance management can be overseen effectively.
A common goal to better the lives of local communities, through services such as housing and healthcare, means employees should take ownership of their work and align their day to day achievements with the desired outcome of a local authority or organisation.
By focussing on their culture, public sector employers are able to encourage innovation, improve service delivery and improve their performance management to ensure positive outcomes for all communities.
Why is it important to improve performance management in the public sector?
Improving performance management is important for local authorities and public sector organisations to maintain a high level of service delivery and build trust for local communities. When people experience efficient service delivery and witness a local authority who is accountable for their mistakes, they might be more likely to engage. Successful service delivery and overcoming challenges can be enhanced through effective performance management, which is why it is crucial for the public sector to continuously strive for this.
The better performance management is, the more streamlined services are, the more effectively resources can be used and the more transparent the public sector is to those who benefit from its services.
Interim recruitment services
As interim recruitment specialists, we support local authorities nationwide with their temporary and interim recruitment needs.
We operate across a number of specialisms including Health & Social Care, Nursing, IT and Corporate Functions.
If you’re struggling to fill a vacancy, why not get in touch with Lead Consultant, John Shorrock on 01772 954200 to see how we can help?
Interim jobs
If you’re searching for your next interim job, why not take a look at the latest vacancies, or simply upload your CV to be notified when a relevant position becomes available.
Who is Spencer Clarke Group?
Established in 2017, we’re an award winning and progressive recruitment agency based in the heart of the North West. Our reputation is built on trust, expertise and an unwavering commitment to exceed expectations.
In 2024, we were named Recruitment Agency of the Year at the prestigious Recruiter Awards, an accolade we are extremely proud of.
We operate in two sectors:
In eleven specialisms:
Healthcare, Social Care & Nursing
Corporate Functions & Business Support
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