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JAMAICA | Ramharrack paid $2.7 million in performance incentive

Former human resource manager at Petrojam Yolande Ramharrack, who  was paid a $2.7 million performance incentive as part of her separation package. Former human resource manager at Petrojam Yolande Ramharrack, who was paid a $2.7 million performance incentive as part of her separation package.
KINGSTON, February 14, 2019 -  Documents tabled Tuesday in the House of Representatives have revealed that former human resource manager at Petrojam Yolande Ramharrack, as part of her separation package, was paid a $2.7 million performance incentive despite a questionable performance appraisal.

The performance appraisal, done on November 15, 2018, covered the period April 2017 to March 31, 2018, and  was part of a separation package that is now said to have been worth $13.3 million, instead of the $9.2 million originally stated.

Petrojam’s General Manager, Winston Watson, said Miss Ramharrack had not demonstrated the sound and accurate judgement needed for her position, noting her hiring of unqualified staff as an example.

Mr. Watson said she had taken only minimal steps to ensure her work was aligned with the strategic goals of Petrojam and  failed to apply a cost-benefit approach to her work.

In addition, he said Miss Ramharrack needed greater understanding of the market, and did not fully consider the business implications of her decisions.

The Petrojam General Manager said she avoided taking full responsibility for her decisions, was lax in honouring commitments, resulting in people not fully trusting her, and needed to work on her negotiation skills.

Mr. Watson noted that she often required help in negotiating win-win outcomes, such as in union negotiations.

He stated further that she tended to use her authority inappropriately in relation to the signing of contracts, reviewing staff files and reconvening interview panels to suit her hiring practice.

Ms Ramharrack was also seen as lacking objectivity in the resolution of conflicts.

Mr. Watson noted that Ms Ramharrack made efforts to develop a network of professional contacts, however, he said she did not do enough to build alliances across the company.

He said she demonstrates leadership through her willingness to take action when needed, even when such action was not in the best interest of the company.

Ms Ramharrack chalked up a score of 47.5 per cent at the end of the appraisal.

  • Countries: Jamaica

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