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PERFORMANCE DEVELOPMENT & GUIDING PRINCIPLES
The ECCB recognises that ongoing performance improvement and development of Bank staff is a critical component of achieving its mission of maintaining the stability of the EC dollar and the integrity of the banking system by facilitating the balanced growth and development of member states.  As such, the Bank is committed to ensuring that staff participates in relevant developmental activities that will enhance the Bank’s ability to be a proactive, dynamic, healthy and influential institution that is recognised as a leader regionally and internationally. The principles upon which staff development and performance are based at the ECCB are asfollows:

guide Performance development activities that are sponsored by the Bank should benefit the staff and the organisation;

guide1 In view of the limited resources available for staff development, priority areas deemed critical for continued excellence will be identified;

guide2 In view of the finite number of established positions at the institution, returning positions must be guaranteed before training requests are recommended for approval.  The individual, the head of department/head of unit (HOD/HOU) and the Bank, through its Human Resource Department, will co-operate to ensure that such learning is shared within the organisation and the Bank receives adequate returns on its performance development support and or training investments.

ECCB Performance Development Mandate
The ECCB’s Performance Development mandate is:
To provide systematic performance improvement and development for continuing excellence in achieving the Bank’s mission

The Purpose of Training and Staff Development at the Bank
The Bank will initiate and/or support training and staff development efforts in order to address current and future performance development and training needs of management and staff at the individual, unit, departmental and institutional levels.  Therefore such initiatives or support will arise mainly from one of the following:

trainingIdentified performance gaps at the individual, unit, departmental or institutional level;
training1Needs relating to strategic priorities and actions of the Bank.

The two main categories of staff performance development and training are:
(a)         Management initiated;
(b)        Staff-initiated.

Specific support for performance development and training include in‑house training, local and overseas attachments, short-term training, certificate, diploma and degree programmes; distance education programmes and study leave with full pay, partial pay or no pay to pursue degree programmes and professional certifications delivered overseas.

CAPACITY BUILDING
Capacity building is a productivity factor.  The Bank strategically implemented structured capacity building programmes for all departments as part of its on-going learning and professional development for its staff members.  The institution provides staff with a minimum of two hours per week to invest in strengthening performance skills, instincts, abilities, processes and resources in various work related areas.  The capacity building sessions are usually facilitated by in-house subject matter experts and tailored to suit the targeted audience.  The sessions are evaluated/measured on an on-going basis and more formally as part of the Bank’s annual performance management process.

The objectives of the ECCB’s capacity building programme are to:

1. Address identified knowledge and skills gaps of management and staff at the individual and group level;
2. Address identified policy, process and procedural gaps in the current operations;
3. Use a participatory – including peer and supervisory led - learning approach to performance improvement;
4. Stimulate learning and professional growth and enhance the competence inter and intra departmentally.

The expected outcomes of the programmes are:
outcome2 Improved job satisfaction, engagement and retention;
outcome1 Improved productivity; and
outcome Improved operational efficiency and effectiveness.



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