International Conference

Performance Appraisal of Civil Servants: Experience of Moldova Tamara Gheorghita Head of Personnel Policy Division, State Chancellery

1

Issues addressed

       

Legal Framework Key Information What is appraised Stakeholders Appraisal Scheme Decisions based on appraisal results Appraisal Effects Results in 2009

2

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

3

Key Information

   

Performance Appraisal:

• •

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

4

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

5

6

Appraisal Criteria

for top management / management civil servants 1.

2.

3.

4.

5.

6.

managerial competence decision making skills professional skills efficacy and efficiency creativity communication and representation

6

7

Appraisal Criteria

for executorial civil servants 1.

2.

3.

4.

5.

6.

professional skills proactive attitude and initiative efficacy and efficiency quality of work team work skills communication

7

Appraisal Ratings



very good



good



satisfactory



unsatisfactory

Work Objectives 50% Appraisal Criteria 50% Appraisal Rating

8

Stakeholders in Appraisal

• • • •

Top management civil servant Head of the public authority Appraisal Commission Secretariat of Appraisal Commission

9

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

10

Appraisal Scheme

11

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

12

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

13

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

17

Performance Appraisal

18