The committee discussed the need to include clear goals and performance measurements in both departmental and territorial corporation business plans. Integral to the achievement of goals are monitoring and tracking systems. Employees are instrumental in the achievement of goals but their roles are not being identified. This results in the lack of a clear accountability framework for the achievement of goals.

The committee questioned the comptroller general regarding the accountability of staff when goals and monitoring are not accomplished. The comptroller general indicated that tools to achieve accountability of individuals are limited and include job appraisals and performance bonuses. If a performance was bad enough, a person could lose their job; there was no need to implement other punitive measures.

The committee is of the opinion that an individual staff member's performance appraisal should be directly linked to the department or agency's business plans and the benchmarks used to mark progress towards goals. If a goal or benchmark is not accomplished, it should be determined why not. If the reason is human in nature, then corrective actions should be made. Employees are an integral component of accountability. Corrective actions do not need to be punitive but should include regular performance appraisals, re-evaluating job descriptions on a regular basis and training. Departments and territorial corporations need to ensure that each employee's job description fits into the goals in their business plan.