BY SIFISO NHLABATSI
MBABANE – Government is working towards a public service system where employees’ performance could be formally linked to how they are recognised, rewarded and developed.
This emerged during ongoing consultations between the Ministry of Public Service, through its Management Services Division (MSD), and representatives of the Joint Negotiations Forum (JNF) on the Performance Management System (PMS) and Total Rewards Strategy (TRS).
The JNF comprises the Government Negotiating Team (GNT) and Public Sector Unions (PSUs).
The latest engagement, held on Thursday, focused particularly on establishing the link between the PMS and the TRS, with the two initiatives being considered as complementary components of the broader human resource reforms.
The ministry explained that the PMS is intended to provide a structured way of planning, monitoring, measuring and improving employee performance, while ensuring that individual performance is aligned with organisational and national priorities.
According to the ministry, the system is also intended to strengthen accountability, promote continuous improvement and support employee development through regular feedback and coaching.
The approach represents a shift away from traditional appraisal towards continuous performance planning, monitoring, coaching and feedback.
This means employees would have clearer performance expectations and measurable results against which their work can be assessed, while managers would be expected to provide ongoing guidance and feedback to support improvement and development.
It is this verified performance that Government is seeking to connect to the TRS.
The ministry said the Total Rewards Strategy is intended to reward, recognise and develop employees based on verified performance.
The strategy is therefore being linked to the PMS to ensure that employee recognition and rewards are informed by actual performance, rather than being treated as a process separate from what employees deliver.
The ministry further said the PMS and TRS are intended to contribute towards recognising and retaining high-performing public servants, while supporting employee development and improved public service delivery.
The two initiatives were also discussed during the initial engagement held on July 2, 2026.
Speaking during that engagement, JNF Chairperson Victor Nxumalo described performance management and employee rewards as complementary pillars of an effective public service.
Nxumalo explained that while the PMS provides the framework for setting expectations, measuring performance and promoting accountability, the TRS ensures that employees are recognised, supported, developed and motivated to perform at their best.
The latest discussions therefore seek to deepen the shared understanding between Government and public sector unions on how the two systems can work together.
The ministry said the ongoing engagements form part of its continued consultations with social partners and are aimed at strengthening shared understanding and building consensus around the HR reforms.
Rather than treating performance measurement and employee rewards as separate processes, the proposed approach seeks to create a link between what an employee is expected to deliver, how that performance is measured and verified, and how the employee is subsequently recognised, rewarded or developed.
The ministry maintained that the ongoing consultations with the JNF demonstrate its commitment to dialogue and collaboration as it advances reforms aimed at strengthening performance, accountability, employee development and excellence in public service delivery.
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(Courtesy Pic)
