MyPerformance: Malaysia’s PSD Introduces New Performance Management System from January 1, 2024
Arina Sofiah, 19 June 2023
The Public Service Department (JPA) of Malaysia will implement its performance management system, MyPerformance, starting from January 1, 2024. The introduction of MyPerformance, which was initially announced in 2021, replaces the previous performance evaluation system implemented through Service Circular No. 4 of 2002 and Service Circular No. 2 of 2009.
To facilitate a smooth transition, JPA had set a two-year familiarisation period from January 1, 2022, until December 31, 2023. During this period, officers in management and professional groups, as well as the implementation group, were required to use both the Performance Management Module – LNPT HRMIS and the Performance Management Module – MyPerformance HRMIS for the evaluation years 2022 and 2023 simultaneously (dual system).
This implementation aligns with the government’s strategy to enhance talent management in the public service and increase national productivity. The adaptation of the performance management system based on departmental functions, as well as the introduction of performance-based rewards, aims to empower departments in human resource management.
As part of this implementation, JPA discontinued the Annual Work Target Form (SKT) and replaced it with the Main Work Target (SKU) under the Performance Management Module – MyPerformance HRMIS. The achievement results of SKU under the MyPerformance system should be referred to by the Assessing Officer (PP) when preparing the Performance Evaluation Report (LNPT) of the Assessed Officer (PYD). The evaluation results under the MyPerformance system can also be considered when preparing the LNPT PYD.
The Malaysian Remuneration System, introduced in 2002 through Service Circular No. 4 of 2002, focuses on competence in public service human resource management. It aims to foster self-development, promote knowledge mastery, skills, creativity, and innovation, and produce knowledgeable employees capable of improving the capabilities and competitiveness of public services.
To achieve these goals, various initiatives have been introduced, including improvements to the performance evaluation system through Service Circular No. 2 of 2009, which strengthens the management of the public service officer performance evaluation system.
