Transcript Upravljanje učinkom

Development of the management system by acting
within public administration structures in terms of the
performance appraisal of employees
Managing Performance i.e.
Performance Appraisal in the Serbian Civil
Service
Republic of Serbia
Government
Human Resources Management Service
Svetlana Tomic,
Senior Advisor – career development of civil servants,
Sector for Selection and Development of Civil Servants
HRMS Serbia
Purpose of appraisal

Improving the quality of services provided to
the citizens of Serbia by civil servants;

Creating a proper basis for deciding about
status matters concerning civil servants
(promotion, but also termination of
employment);

Providing material for human resource
management in a wider perspective (staff
development, training/professional development
programmes, etc).
HRMS Serbia
Legal framework

The Law on Civil Servants
–
(in force since 1 July 2006)
The Regulation on the Appraisal of Civil Servants (in
force since 1 July 2006)

The Law on Salaries of Civil Servants and General
Service Employees (in force since 1 January 2007)
HRMS Serbia
Marks

What is appraised:



By whom is the appraisal conducted:
–

1. results achieved in performing tasks of a post and
meeting defined objectives (50%)
2. independence, creativity, initiative, precision and
diligence, quality of cooperation with others, additional
criteria (50%)
immediate superior
Types of marks:
–
unsatisfactory, satisfactory, good, distinction, exceptional
distinction
HRMS Serbia
Six main steps of the annual
appraisal procedure
1.
2.
3.
4.
5.
6.
Setting work objectives (maximum 5)
Evaluator completes the Appraisal Report
Appraisal interview
Counter signature
Personnel unit prepares a proposal of a
decision about the mark
Decision of the manager
HRMS Serbia
The consequences of the
appraisal

Two types of consequences:
–
–

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the “hard” ones: the possibility of promotion (to a higher grade
or to a managerial post), pay rise (a higher pay step), termination
of employment
the “soft” ones: measures for career development; training
and professional development
Dealing with exceptional civil servants
Dealing with the “unsatisfactory” ones
HRMS Serbia
Technical support

Project: “Technical Assistance for the Preparation
and Implementation of Administrative Legislation –
Phases 1 and 2 – Republic of Serbia”, financed by
the European Agency for Reconstruction
–
Regulation on the Appraisal of Civil Servants
–
Appraisal of Civil Servants Manual
–
Training events for evaluators
conduct the appraisal interview)
(with instructions on how to
HRMS Serbia
Training events for evaluators
and personnel units

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The purpose and meaning of appraisal
The link between individual work objectives and
organizational objectives
Criteria (competencies) for appraisal and
establishing standards in appraisal
Appraisal interview – dialogue between the
evaluator and the appraisee
Planning relevant training activities
HRMS Serbia
The result of intensive training

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The resistance to objective-based planning is
constantly decreasing
Writing work objectives is easier and they are
increasingly comprehensive
When possible, individual objectives are linked to
strategic objectives
Providing evidence with marks for the other criteria is
easier, the evidence being more meaningful
The number of people specifying necessary training
events is growing and these events are increasingly
aimed at improving the successfulness of individuals
Exceptional distinction: 20-25%, Distinction: 42-47%,
Good: 25-30%
HRMS Serbia
There are still difficulties

in setting work objectives for tasks which do not
depend on strategic objectives

in specifying indicators of behaviour which is
appraised in relation to the requirements of a
post

in corroborating marks with sufficiently strong
evidence

tendency to give the highest marks
HRMS Serbia
New needs

Identifying competencies necessary for effective
performance in a post

Planning the development of civil servants by
means of targeted training events

Perceiving, planning and realizing the career
path of civil servants (either horizontally or
vertically)

Reviewing the meaningfulness of applying the
same approach to appraisal to all types of posts