Why Is Performance Management Important in the Public Sector?
14 May, 20251-2 minutes
In this blog, you will learn:
- What performance management in the public sector is.
- Why performance management in the public sector is important.
- Where the latest interim jobs are and how to apply for them.
The seamless delivery of public sector services is paramount for the safety and prosperity of local communities across the UK. This means that local authorities and public sector organisations are responsible for ensuring performance management is upheld across both the organisation and for individual professionals who will benefit from this within their career.
In our latest blog, we’re exploring what performance management is and why it is important within the public sector.
What is performance management in the public sector?
Performance management in the public sector refers to the performance of both an organisation or local authority and the individuals who work there. This can be split by organisational performance and employee performance.
Performance Management is paramount to the success of service delivery throughout the UK public sector and carried out successfully, it can significantly contribute to career progression, employee engagement and better outcomes for local communities.
What is organisational performance?
Organisational performance monitors how well a public sector organisation or local authority is achieving desired outcomes, delivering its service and managing the resources needed to do so. Service quality and the overall impact a service is having on a local community are good indicators of organisational performance.
What is employee performance?
Employee performance tracks the efficiency of individual professionals within their job role and determines if they are contributing towards the overall objective of an organisation. Opportunities for professional development and regular feedback often enhance employee performance.
Why is performance management in the public sector important?
Effective performance management is essential across the public sector for a number of reasons, including:
- To identify skills gaps.
- To align employee and organisational goals.
- To improve outcomes for local communities.
- To manage expectations.
- To assess potential risks.
To identify skills gaps
Identifying skills gaps within public sector teams is essential for effective service delivery and is typically why interim professionals are used. Through the evaluation of employee performance alongside the short and long term goals of a local authority or public sector organisation, gaps can be identified and services can resume as normal.
Under performance management, a public sector employer should hold regular feedback sessions with employees to pinpoint areas where knowledge may be lacking and take measures to support their professional development or hire an interim worker to temporarily fill the gap.
For example, if a local authority implements a new digital platform that existing staff are struggling to use, this highlights a gap in digital skills and calls for an interim worker with a specialised skill set to enhance performance.
To align employee and organisational goals
Every local authority and public sector organisation should have clearly defined short and long term goals to ensure that successful service delivery is maintained across all departments. Effective performance management helps public sector employers and permanent or interim public sector professionals align their goals with that of the business.
Interim recruitment specialist, John Shorrock, says, “Open dialogue and clear goal setting means employees are shown value and have a thorough understanding of how their individual actions contribute to overall service delivery success.”
Within the housing sector, a local authority may have demanding targets to meet in order to reduce homelessness in their local area and an employee responsible for processing housing applications may have their performance monitored on their contribution towards this target. Measurable targets are an effective way to ensure that employee and organisational goals align.
To improve outcomes for local communities
The best interests of local communities must remain at the forefront of all decision-making across the public sector. This means performance management must be used effectively to ensure that interim and permanent professionals are all working towards one common goal. Resources, funding and specialised skills must be utilised carefully and the overall performance of a local authority or public sector organisation can be reflected by their financial management and ability to improve outcomes for local communities.
If a local authority is underperforming in a particular area, such as healthcare, performance management must be used to put measures in place that will resolve any challenges and ensure that the public are not affected by a decline in service.
To manage expectations
Across the public sector there must be trust between local authorities and the communities in which they serve. Managing expectations is crucial for ensuring that local authorities can deliver on their promises and meet desired outcomes.
Not only should expectations be managed between local authorities and communities, permanent and interim professionals should have a clear understanding of what is expected from them within their role.
When everyone works off the same page and expectations are managed, a high standard of service delivery can be maintained across all areas of the public sector, including education, healthcare and housing.
To assess potential risks
Should a local authority or public sector organisation encounter a challenge such as negative PR, a cyber security attack or funding issues, this can have a severe negative impact on their service delivery and reputation.
Performance management is crucial for identifying, assessing and mitigating risks before they become a costly and time consuming problem for public sector employers.
Through the analysis of both employee and organisational performance, data and performance indicators can detect trends and ensure corrective action is taken to mitigate a challenge before it escalates.
Should an individual underperform within their role, they may make a mistake that can cause further headache for a local authority or public sector service delivery.
Performance management might include implementing procedures to support professional development and ensure that permanent professionals are continuously upskilled. Interim professionals often already possess the specialist skills needed to overcome service risks and are often recruited to help a public sector organisation or local authority facing a significant challenge.
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.
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?
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
