Transcript Make the Future Happen

National House of Social Insurance
Performance Appraisal of Civil Servants
in National House of Social Insurance
Angela BOTNARIUC
Head, HR Section
Human Resources of NHSI
The National House of Social Insurance (NHSI) has 1303
staff members, 1126 of which are civil servants.
579
600
500
400
300
239
224
200
85
76
100
17
0
management positions
execution positions
Central Office of NHSI
technical staff
Territorial Offices of NHSI
Performance Appraisal –
activities carried out
 Individual objectives were set for all civil servants for 2009
 Managers of NHSI units were informed about the appraisal
procedure, as well as about the need to apply it
 Information seminars were organized in concert with the
Personnel Policy Division
 Staff of HR Section received training in performance
appraisal
Performance Appraisal –
activities carried out
 To
launch
performance
appraisal
administrative act was issued setting:
-
-
an
timing of performance appraisal (15 December
2009 – 31 January 2010)
list of evaluators and counter-signers identified
for each civil servant subject to appraisal
actions to be taken by the managers of NHSI units
date of submitting the appraisal forms to HR
section (till 31 January 2010)
Performance Appraisal –
activities carried out
HR section:
 Provided to evaluators with all necessary
materials for appraisal performance
 Provided
information
and
methodological
assistance to all the players in appraisal
 Monitored the stages and timeframe of appraisal
procedure
 Collected and attached the appraisal forms to the
personal files of civil servants
 Totalized performance appraisal procedure in
NHSI
Performance Appraisal –
activities carried out
Appraisers:
 Filled out the appraisal forms for the civil
servants accountable to the
 Notified the civil servants about the contents of
the appraisal form and date of interview
 Held the interview
 Adjusted the appraisal form after the interview,
signed and submitted it to the counter-signer
 Set individual objectives for 2010
Performance Appraisal –
activities carried out
Counter-signers:

Analyzed the job description and checked on the
correctness of information provided

Countersigned appraisal forms

Asked for a repeated appraisal (if needed)
Performance Appraisal Ratings
1063 civil servants were subjected to performance appraisal
in NHSI and received the following ratings:
“very good” – 139 civil servants;
“good” – 861 civil servants;
“satisfactory” – 63 civil servants;
“unsatisfactory” – 0 civil servants.
6 civil servants underwent a repeated performance appraisal
asked by their counter-signers.
Performance Appraisal Ratings
Performance Appraisal Raitings in NHSI in 2009
63
0
139
861
Very Good
Good
Satisfactory
Unsatisfactory
Performance Appraisal Ratings,
in %
100
80
60
40
20
0
Very Good
Good
Satisfactory Unsatisfactory
management positions
21,98
73,37
4,64
0
execution positions
9,19
84,32
6,49
0
Strengths in Performance
Appraisal Implementation
 The procedure introduced by the Regulation on
performance appraisal of civil servants is
standardized and clearly described, along with
the roles of stakeholders in this process
 The administrative act issued for launching the
appraisal procedure
 Support/encouragement
provided
by
NHSI
management to civil servants involved in
performance appraisal
Strengths in Performance Appraisal
Implementation
 Involvement of all specialists of HR section in
informing civil servants about the appraisal
procedure
 Performance appraisal of HR consultants by the
manger of HR section before 31 December 2009
 Daily monitoring of the implementation
appraisal
procedure
and
provision
methodological support by HR consultants
of
of
Weaknesses in Performance
Appraisal Implementation
 Not enough time for informing all civil servants
working with NHSI about the appraisal procedure
(less then 1 month)
 Poor knowledge of the normative framework
among the managers of NHSI units, as well as
civil servants
 Additional work for managers, adding to the
annual reporting they have to make
 Performance
of
civil
servants
remains
unmonitored throughout the year
 Reluctance / fear / refusal of the civil servant to be
appraised
Opportunities in Performance
Appraisal Implementation

Civil servants are appraised based on performance
and outcomes achieved in a one-year period

Managers know to which degree the civil servants
achieved the individual objectives set by both his/her
direct manager

Training needs for the following year are identified
together with the civil servant during the appraisal
interview
Opportunities in Performance
Appraisal Implementation
 Clear and better formulated individual
objectives for 2010
 Encourage civil servants to be more
active and better to achieve individual
objectives
 Link between individual objectives and
Work Plans of Units
Proposals
 In case of a civil servant whose service relation
terminates due to resignation to conduct
performance appraisal only if he/she decides so
 The evaluator to provide comments regardless of
all types of score given
THANK YOU FOR ATTENTION!