The document outlines the Annual Performance Agreement (APA) system, a framework for performance measurement and accountability in government offices aimed at achieving specific policy objectives. It details the structure, implementation cycle, and evaluation process of the APA, emphasizing the importance of aligning with government priorities and enhancing organizational efficiency. Challenges in APA implementation and the roles of various committees and teams in the monitoring and evaluation of performance are also addressed.

1. Annual
Performance
Agreement
Md. Siddiqur Rahman
Director, BPATC

2. Outline
 APA
 Preamble
 Overview
 Section 1,2,3
 Annexure 4-9
 Questions & Answers
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What is APA?
• A tool for performance
measurement
• An annual work plan
• A commitment for result

4. APA
 APA is a contract signed between an office with its next
higher office for doing some activities to achieve
specific policy objectives of the government during a
fiscal year.
 SMART action plan of an organization based on resource
and policy objectives of the government;
 Monitoring tool to check whether activities of the office
are target oriented or not?
 Evaluation tool to measure achievement at the end of
the year

5. Legal basis
 Recommendation of Public Administration Reform
Commission, 2000 titled: “21st Century Public
Administration” ;
 Public Money and Budget Management Act 2009, Sec.
10(5);
 National Integrity Strategy 2012;
 Sixth Five Year Plan;
 Seventh Five Year Plan
 Circular of 21 January 2015 from Cabinet Division
 Government Service Act 2018, sec 20

6. APA
Target
based
Time
bound
Indicator
based
Features of APA
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To enhance accountability in
government activities
To convert process into result
To enhance efficiency in activities
To encourage planned activities
To facilitate objectivity in monitoring
and evaluation of activities
Objectives of APA

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APA
Signing
Stages
Ministry/Division
Departments
Field Level offices
Between the Cabinet
Secretary and Secretaries
Between Secretary and
Department Heads
Between Office head of an office with the
Office head of immediate Superior Office
Term of the agreement is one FY

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Expansion of APA
Introduced : 2014-15
Ministry/Division : 2014-15
Department : 2015-16
Division and District : 2016-17
Upazila : 2017-18

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19,915
District & Upazila
52
Ministry/division
2735
Divisional office
400
Departments
23667
Offices/org. under APA
2021-22 FY

11. APA Implementation Cycle
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Preparation
and Signing
(March-
June)
Monitoring and
Reporting
(every quarter)
Evaluation
(July-August)

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APA
Rules of
Business
Election
manifesto
Vision
2041
Five Year
Plan/
Govt. Policy
SDG
Budget
Issues to be considered during
APA preparation

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National Committee on Govt.
Performance (NCGP)
Division/District/Upazila Level APA
Committee
Technical Committee on Govt.
Performance (TCGP)
APA Team at every govt. office
APA sections/branches at the Reforms
wing of the Cabinet Division
Expert pool in every ministry/division
Institutional Arrangement for APA

14. APA Structure
Overall Performance Scenario of an Office
Preamble
Section-1 Vision, Mission, Strategic Objectives (SO)
(Performance Areas –PA-for field level
offices) and Functions (as per rules of
business)
Section-2 Impact/Outcome of the activities
Section-3 Strategic Objectives (SO) (Performance
Areas-PA- for field level offices), Activities,
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15. Attachment-1 Acronyms
Attachment-2 Measurement process of performance
indicators
Attachment-3 Dependent Indicators (on other
offices)
Attachment-4 Reference of Policy/Planning
documents (only for Ministry/division)
Attachments -
5,6,7,8,9
Work Plans on Good Governance
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APA Structure (cont.)

16. Strategic objectives
 Strategic objectives t the developmental requirements
to be achieved by the department in a particular field
within a specific period
 Example:
 It should be aligned with MTBF, 8th FYP, sectoral and
departmental priorities, and strategies
 Time to time announced Government’s agenda
 Measurable, Consistent and Clear
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17. Vision
 Vision is the ideal state of an organization
 It is the big picture what the leadership
wants to look like in the future
 It is a long term statement and typically
generic and grand
 A vision statement does not change from
year to year
 Vision should never carry the how part.
 Example: ‘Quality Education for all’.
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18. Mission
 The mission answers the following questions:
 What the organization wants to do?
 How it is to be done?
 For whom it is to be done?
 The mission must be aligned with the vision.
Example:
সাধারণ, বৃত্তিমূলক, ত্তবজ্ঞান ও প্রযুক্তিত্তনর্ভর
ত্তিক্ষা ও প্রত্তিক্ষণণর সমন্বণে দক্ষ ও উন্নত
মানত্তসকতা সম্পন্ন মানবসম্পদ সৃষ্টি।
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19. Ministries/
Divisions/
rganizatio
ns
Vision
Mission
Areas of Performance
BPATC BPATC
becomes a
Centre of
Excellence for
developing
patriotic
competent
and
professional
civil servants
dedicated to
public interest.
BPATC is committed to achieve the shared
vision through-
developing competent and professional
human resources by imparting quality
training and development programs;
conducting research, publishing books and
Journals and extending consultancy
services for continuous improvement of
public service delivery system;
establishing effective partnership with
reputed institutions of home and abroad
for developing organizational capacity; and
Promoting a culture of continuous learning
to foster a knowledge-based civil service.
1. Enhancing the
skills of the civil
servants to run their
organizations
efficiently
2. Institutional
capacity building,
3.
Strengthening
Research and
Institutional activities

20. APA
100
Strategic Objective/
Areas of Performance
70
Mandatory Strategic
Objective/ Areas of
Performance for Good
Governance and
Reforms
30
NIS
10
E-gov
&Inno
10
GRS
4
CC
3
RTI
3
Marks distribution in the APA of 2021-22

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Marks’s distribution in Work plan and
Wtg. in APA
Work-Plan Total
marks
Wtg. in APA
NIS 50 10
E-governance &
Innovation
50 10
Citizen Charter 25 3
GRS 25 4
RTI 25 3

22. Different Committees formed for APA
Implementation
 National Committee for Government’s Performance
Management
 Technical Committee for Performance Management
 APA team of 5-7 members at every ministry /division/
organization
 Expert pool of 3 members at every ministry /division
 District Committee of Govt.’s Performance Management
 APA Implementation team of Cabinet Division
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23. Important issues for monitoring APA Activities
 The APA team will prepare compliance report and submit
before Head of the Office once in two months ;
 A specific section or branch can be given the charge of to
monitoring the activities of APA;
 Quarterly report is to be sent to Cabinet Division through
APAMS software ;
 The APA compliance / improvement of the subordinate offices
needs to be monitored fortnightly with feedback

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APA Evaluation
 Half yearly and end of the year evaluation
 Evidence based
 Reward based on performance

25. Evaluation of APA
 The percentage mentioned in five scales can only be
used for measuring performance .
 If real achievement is less than lowest scale of
performance indicator , the weighted score would be
regarded as zero(0) in that indicator .
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Outstanding
Excellent Good Average Below
Average
100% 90% 80% 70% 60%

26. Steps of APA Evaluation
 Preparation of Annual Evaluation Report Of APA by
Ministry/Division
 Analysis of Annual Evaluation Report by the Expert Pool and,
after approval of the BMC ,submission to the Cabinet Division
 Analysis of Annual Evaluation Report by the Technical
Committee on Performance Management
 Submission of Integrated Evaluation Report in the meeting the
national committee on the basis of the analysis and
recommendation of the Technical Committee
 Presentation of the integrated evaluation report before HPM for
kind approval
 The Ministries /Divisions are to be informed about the approved
report
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27. APA signed between BPATC and MoPA in 2021-
2022
 551_APA_2021_22_Sign.pdf (bpatc.org.bd)
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28. Achievement of APA
 Bringing congruity of goals & targets of the Govt.’s policy
documents( Election Manifesto 2018, Five Year Plan, SDGs 2030 etc)
 Substantial change in the culture of govt.’s performance,
 Enhancing coordination between the functions of
Ministries/Divisions and the subordinate offices,
 Implementation of E-nothi ,
 Implementation of SIP ,
 60 Hours Training ,
 Monitoring the opinions of service recipients ,
 Updating websites,
 Publishing Annual Report
 Improving dynamism in official functions
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29. Challenges in APA Implementation
 Lack of positive attitude ;
 Setting soft/easy targets;
 Weak monitoring & Evaluation;
 Lack of database;
 Lack of Institutional Memory ;
 Dependence on small number of officials;
 Personal performance not connected and evaluated;
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APA Management System(APAMS)

31. Work
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Examine the APA of your organization and find out scope to improve