The Produce Monitoring Board (PMB) in Sierra Leone is set to introduce quarterly staff performance reviews as part of efforts to enhance accountability and service delivery. This move follows a Performance Appraisal Training for managers, heads of unit, and supervisors held on November 13, 2026. The training was facilitated by human resource consultant Kweku Djang, who has over 20 years of professional experience. The session aimed to prepare management staff for the introduction of PMB's customised Individual Performance Appraisal System (IPAS).
The IPAS system is designed to measure employees' contributions through clearly defined responsibilities and performance targets. Executive Chairman Raymond Katta emphasized that staff assessment should focus on actual results rather than just attendance records. He stressed the importance of regular one-on-one supervisory meetings and encouraged supervisors to provide guidance and address performance gaps throughout the year. Katta warned that employees should not be surprised by negative assessments at the end of the year if concerns were not communicated during the appraisal period.
The training covered four key areas that managers should consider when assessing staff: what needs to be measured, when assessments should take place, why performance should be evaluated, and how results should be measured. The Board plans to use clear performance indicators, regular monitoring, and documented evidence to make the process more objective and transparent. This approach aims to strengthen staff performance and improve the delivery of PMB's regulatory responsibilities in Sierra Leone's cocoa, coffee, and other regulated commodities.
Director of Operations and Programmes Didan Sankoh highlighted the importance of connecting individual targets to the Board's wider regulatory duties. He urged managers to ensure that employees take responsibility for meeting their targets, while supervisors provide the necessary resources, direction, and feedback. Sankoh emphasized that performance appraisal should help identify weaknesses, improve staff skills, and strengthen the institution rather than serve as a tool for punishing employees.
Training facilitator Kweku Djang encouraged managers to base their assessments on facts, documented evidence, and consistent standards. He cautioned that unfair or poorly managed appraisals could create workplace tensions and affect decisions on promotion and career development. Under the planned system, employees will also conduct self-assessments to review their achievements, challenges, and areas requiring improvement. The process will include 360-degree feedback, which allows performance to be considered from different working relationships.
Participants described the training as useful, particularly in helping them understand how to develop performance indicators, record evidence, and improve communication between supervisors and employees. The new approach is expected to strengthen staff performance and improve the delivery of PMB's regulatory responsibilities. The Board's position is that employees should be assessed not simply on the activities they complete, but on the results those activities produce for the institution and the wider produce sector.
The introduction of quarterly staff performance reviews is part of PMB's efforts to improve accountability and service delivery. The Board expects the new approach to enhance staff performance and contribute to the growth of Sierra Leone's produce sector. With the implementation of the IPAS system, PMB aims to promote a culture of transparency and accountability within the organization.
Key points
- The Produce Monitoring Board will use clear performance indicators, regular monitoring, and documented evidence to make the performance appraisal process more objective and transparent.
