The analysis of the data showed that the implementation of the performance agreement in terms of documents was successful, but it did not reflect the achievement of the objectives of the maritime agencies because: 1) the indicators developed in the PA did not correspond to the objectives of the organization, which was the result of the centralization of the authority to determine the evaluation framework of the central agency and the lack of involvement of the agencies maritime; 2) the PA framework is “one size fits all”; and 3) PA instruments were not used in accordance with the principles, resulting in reduced cooperation within the agency, unfair allocation of incentives, as well as falsification of documents and weak targets to ensure achievement. Follow these steps to conclude an effective performance agreement for your employees: Whether you have goals you want to achieve, the results you want to see, or the behavior you expect from employees, everything is written into the performance agreement. The manager who establishes the performance agreements may amend them at any time to extend the period and set a new objective. or simply delete it if the target was achieved before the deadline. No more expectations of second presumption. If employees need to know where the company should go and how they can help you get there, they just need to go through the benefits agreement. Conducting a performance interview and giving feedback is just the beginning – the “front-end” tasks of performance management. However, the middle and back of this process are equally critical. .