One-third of Directors fail in RCSC’s leadership assessment exercise
Following the assessment of 62 executives at the Secretary and Director-General levels last month, leadership assessment of Directors has revealed that one-third of the lot has failed in the Royal Civil Service Commission (RCSC) leadership assessment exercise.
The RCSC had completed their assessments of 59 executives at the Director level this week.
According to a press release from RCSC, the assessment is the third in a series of leadership assessment exercises for executives in the Civil Service which was rolled out last month with 18 and 44 executives at the Secretary and Director-General position levels respectively.
RCSC states that these unprecedented leadership assessments have underscored the importance of having a system that continuously assesses civil servants at all position levels.
“The commission initiated the civil service leadership because it is our leaders who drive results and exemplify accountability,” the press release stated.
The assessment panel, which comprised local and international assessors, found out about one-third of the directors promising. However, RCSC will be further testing their suitability to assume expanded roles.
“Together with executives at the Secretary and Director-General position levels, these Directors will be involved in driving civil service reforms and restructuring,” the commission stated.
Further, the press release stated that should the Directors do well in these additional responsibilities, while continuing to excel in their current positions, they may be considered for higher-level appointments.
The press release also state that the RCSC is in the process of managing them out.
“This decision to manage our executives out had to be taken in service of our national objectives. Our executives may have been appointed to their current positions as a result of past accomplishments and contributions. But past performance in itself does not guarantee future results,” it said.
Regardless of how executives performed in these assessments, the press release states that the RCSC will continue to closely monitor their performance and those who consistently perform on the job will be rewarded and recognized.
“Underperformers would be managed out. Collectively, these initiatives represent the fundamental shift in the RCSC’s approach towards leadership selection and performance management,” the commission stated.
In addition, the RCSC said the commission initiated the civil service leadership because it is those leaders who drive results and exemplify accountability in our organizations. Supported by the RCSC, the assessment panel included local and international assessors from the public and private sectors.
The panel focused on assessing qualities that will be critical for addressing the challenges Bhutan will face going forward.
Among others, the panel had assessed the executives’ personnel management instincts, their ability to approach issues from a higher vantage point, collaborate with one another beyond their organizational boundaries, as well as their drive and ability to deliver results.
The panel also assessed their ability to prepare themselves, their teams, and organizations for the future. The panel’s assessments have guided the Commission in making several critical decisions.
Meanwhile, the panel found about 50 percent of the executives had failed to meet these expectations and the RCSC is in the process of managing them out.
The seven percent who have exceeded expectations will be assessed further for their suitability to assume expanded roles.