Transcript Slide 1
International Conference
Performance Appraisal of Civil Servants: Experience of Moldova Tamara Gheorghita Head of Personnel Policy Division, State Chancellery
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Issues addressed
Legal Framework Key Information What is appraised Stakeholders Appraisal Scheme Decisions based on appraisal results Appraisal Effects Results in 2009
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Legal Framework
Law on the public office and status of civil servant (in effect since 01.01.2009) – main provisions on appraisal
Draft Regulation (Prime Minister Decree ) – performance appraisal procedure
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Key Information
Performance Appraisal:
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piloted for the first time in 2009 applied to all categories of civil servants, except for those with specific status
• replaces attestation
Appraisal of top level management civil servants differs from that of management and executorial civil servants Performance appraisal is conducted on a yearly basis Results of performance appraisal can be challenged
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What is appraised
Degree to which the individual objectives are achieved based on quantitative and qualitative performance indicators –
3-5 objectives set in a participatory way
Degree to which professional skills and behaviors, as described in appraisal criteria, are used to achieve objectives –
Appraisal criteria differ depending on the categories of civil servants
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Appraisal Criteria
for top management / management civil servants 1.
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managerial competence decision making skills professional skills efficacy and efficiency creativity communication and representation
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Appraisal Criteria
for executorial civil servants 1.
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professional skills proactive attitude and initiative efficacy and efficiency quality of work team work skills communication
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Appraisal Ratings
very good
good
satisfactory
unsatisfactory
Work Objectives 50% Appraisal Criteria 50% Appraisal Rating
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Stakeholders in Appraisal
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Top management civil servant Head of the public authority Appraisal Commission Secretariat of Appraisal Commission
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Stakeholders in Appraisal of management /executorial civil servants
Management/executorial civil servant Appraiser – direct manager of the appraised civil servant Countersigner – direct manager of the appraiser Head of the public authority Human Resource Service
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Appraisal Scheme
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Decisions based on appraisal results
Promoting, maintaining or retrograding on salary steps Promotion to a higher position Awarding a higher qualification grade Dismissal
Training Needs Assessment
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Appraisal Effects
Motivation and retaining of good performers Development of managerial, professional and personal skills of civil servants Early identification and overcoming of barriers in achieving objectives Development of a result-driven organizational culture in civil service
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Results in 2009 – total, in %
6% 0.3% 29.7% Very Good Good Satisfactory Unsatisfactory 64% 14
Results in 2009 – by categories, in %
80 70 60 50 40 30 20 10 0 44 24.4
Very Good 52.4
68.3
Good 3.2
7 0.4
0.3
Satisfactory Unsatisfactory Management civil servants Execution civil servants 15
Results in 2009 – CPA/LPA, in %
70 60 50 40 30 20 10 0 Ve ry Go od 65 63,1 Go od 6,6 5,2 0,1 0,5 Sa tis fac tor y Un sa tis fac tor y CPA LPA 16
Activities
Examination
own experience experience of other countries Drafting and piloting
positive aspects/achievements negative aspects/difficulties/challenges Analysis and lessons learned
own experience experience of other countries Improvement Implementation
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Performance Appraisal
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