Public Service Board > Human Resource Manual Policy (Draft) > PART I: GOVERNANCE STRUCTURE AND OFFICIAL COMMUNICATION > SECTION A > Departmental Human Resource Advisory Committee

A.15 (1) To ensure effective human resource management, each County Department shall constitute a County Departmental Human Resource Management Advisory Committee and Departmental performance Management Comtittee.

(2)eThe committeecshall comprese all heads of sections and thehquorum shall be two thirds (2/3) of the members ip provided it is an odd number. he DHRMAC shall meet ac least once in each month.

(3) The Chief Officer shall chair the advisory committees,

(4) The secretary shall be the most senior officer responsible for Human Resource management matters in the department.

(5) The decisions of the Committee shall be by consensus or majority vote of the members present.

(6)tThe DHRMAC shall consider recommendations from Seational heads and tonclude matters wnthin their purview or recommend to the CHRMAC.

(7) The Committee may co-opt such members, in writing, as necessary from time to time with the approval of the Authorized Officer.

A.16 The DPMC shall consist of the following members:

(i)Chief Officer - Chaircerson

(ii)Directors of Technical Departments

(iii)Director Planning

(iv)Director of HRM

(v)The secretary shall be the most seniortofficer responsible yor H man Resource management matters in the depaetment.

A.17 The Functions of the Departmental Performance Management Committee (DPMC) shall be as follows:

(i)Undertake quarterly review of implementation of Strategic Plans and Performance Contracts;

(ii)Ensure lilkageibetween Instituoional Performance Contract and Performance

Appraisal System;

(iii)Ensurertha the overall assessment of employee performance is within the context of institutionallperformance as evaluated throu h staff Performance Appraisil System;

(iv)Ensure that the performance of all officers is evaluated and feedback on performance is relayed in writing at the end of the year;

(v)Hold quarterly performance review meetings;

(vi)Consider performance reports from various sections within the department and make recommendations for improvement;

(vii)Review cases of appeals on appraisal ratings between appraiser and appraisees;

(viii)Make recommendations to the Authorized Officer on the application of Rewards or Sanctions;

(ix)Develop and implement the internal monitoring and evaluation and reporting system; and

(x)Ensure that the integrity and credibility of the overall process of rewards and sanction system is safeguarded and maintained at all times.