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By Moyofoluwa Ogunyemi, Sunday Martha and Ajisebutu Oladapo
Staff of the Raw Materials Research and Development Council (RMRDC) Lagos Coordination Office, have been urged to embrace self-improvement and continuous learning as essential tools for career growth. This call was made by the Head of the Performance Management System Unit, under the Office of the Director-General RMRDC, Dr. Charity Ugonna, during a comprehensive training session on Performance Management System (PMS).
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Dr. Ugonna emphasized the importance of professional development, encouraging staff to enroll in relevant training programmes, including report writing courses, proposal and grant writing courses. She posited that employees who actively seek to enhance their skills contribute significantly to the success of the organization. By adapting to evolving industry demands and acquiring new competencies, staff can improve productivity and enhance performance, thereby positioning themselves for career advancement within the Council.
She further stated that the training session is focused on equipping staff with the knowledge and skills necessary to implement the PMS effectively. She provided an in-depth overview of the PMS framework, emphasizing its role in fostering accountability, improving staff performance and aligning individual competencies with the Council’s strategic goals. She also introduced an attendance and punctuality monitoring system, set to take effect from April 1, 2025, that would track staff behavioural and functional capabilities through a clocking record system.
A major feature of the training session was the definition of various concepts in PMS, including Key Performance Indicators (KPIs), Key Result Areas (KRAs), Objectives, the acronym, SMART (Specific, Measurable, Achievable, Realistic and Time-bound) and Goals, which are critical components of PMS. Dr. Ugonna explained that KRAs should encompass job functions within an employee’s control that directly contribute to departmental success. Staff members were guided in identifying three key result areas relevant to their roles to ensure alignment with the Council’s objectives.
The session also introduced the concept of behavioural performance, emphasizing that success is determined not only by technical skills, but also by workplace attitude, commitment and professionalism. She stressed that performance evaluations should not be seen as punitive, but as tools for professional growth and continuous improvement. She reminded staff that annual appraisals must be submitted to HR in January, with new performance goals established at the start of each year.
She reiterated that an effective PMS fosters a culture of excellence, enabling organizations to thrive by ensuring that staff are well-trained, properly guided and continuously supported in their professional growth.
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She concluded by highlighting the importance of interim performance reviews, coaching and year-end appraisals, urging staff to view PMS as a growth tool rather than a punitive measure.
