Transcript Document

MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
PERFORMANCE APPRAISAL
OF CIVIL SERVANTS IN ROMANIA
Andras SZAKAL
Chairman - State Secretary
Republic of Moldova - Chisinau
International Conference
„Performance Appraisal of Civil Servants:
achievements and prospects”
6 May 2010
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Regulatory Framework
• Law no. 188/1999 on the status of civil servants, as amended;
• Law no. 161/2003 on certain measures to ensure transparency in the exercise
of public office and in the business environment, prevention and punishment
of corruption, as amended;
• Law no. 571/ 2004 on the protection of staff in public authorities and other
units who notify about violations of legal provisions;
• Law no. 7/2004 on the Code of Conduct of civil servants, republished;
• Government Decision no. 611/2008 on civil servants’ career, as amended;
• Government Decision no. 341/2007 on joining the category of senior civil
servants, career management and mobility of senior civil servants, as
amended;
• Government Decision no. 1344/2007 on disciplinary commissions, as
amended;
• Government Decision no. 1066/2008 on the professional development of
civil servants.
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Role of National Agency of Civil Servants in the performance
appraisal of civil servants
• deals with Romanian civil service management;
• checks on the implementation of strategies and Government Program in the
area of civil service management, as well as in the area of professional
development of staff in public administration (in this respect, NACS drafted
the appraisal methodology, which subsequently was approved through
government decision);
• provides consultancy to trade unions and professional associations of civil
servants;
• drafts appraisal regulations, common for public authorities and institutions;
• formulates general performance criteria used in performance appraisal of
civil servants;
• monitors, checks on the compliance with legal provisions on performance
appraisal.
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Classification of civil service positions in Romania (1)
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general civil service positions and specific civil service positions;
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civil service positions of class I (university degree, certified by a diploma,
respectively long-term higher education, certified with a license diploma or the
equivalent), civil service positions of class II (short-term higher education, certified
by a diploma), civil service positions of class III (high school, respectively
secondary education, certified by secondary school diploma);
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Classification of civil service positions in Romania (2)
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state civil service positions (in ministries, specialized bodies of central public
administration, and in autonomous administrative authorities), territorial civil
service positions (within the prefect institution, deconcentrated public services of
ministries and other bodies of central public administration from territorialadministrative units) and local civil service positions (in the offices of local public
administration authorities and public institutions accountable to them).
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Depending on the level of duties assigned to the holder of the civil service position,
the civil service positions are grouped in the following categories: senior civil
servants; management civil servants; executorial civil servants.
In 2009, according to the data of the National Agency of Civil Servants, Romania
had about 113 000 civil servants. Here are the shares of each of the categories
mentioned above:
Ponderea funcţionarilor publici, pe categorii, conform nivelului
Share of civil servants, by categories according to level of duties,
atribuţiilor, în anul 2009
in 2009
90,72%
9,06%
0,22%
Funcţionari publici ocupând funcţiiSenior
publice
dinServants
categoria înalţi funcţionari publici
Civil
Funcţionari publici ocupând funcţii
publice din
categoria
Management
Civil
Servantsfuncţionari publici de conducere
Funcţionari publici ocupând funcţii
publice din
Executorial
Civilcategoria
Servantsfuncţionari publici de execuţie
According to the data of the National Agency of Civil Servants, in 2009 there were 4695 institutions and
public authorities (at all administrative levels)
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Appraisal Procedure – General Framework (1)
Aim of the appraisal
The primary aim is to create a professional corps of civil servants, seeking to:
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link job requirements with the performance of job holder;
achieve the preset individual objectives in comparison with the results achieved;
reward civil servants with outstanding performance;
identify training needs in order to improve the performance of civil servants.
Who conducts the appraisal?
• Appraiser is the direct manager of the appraised civil servant.
• The appraiser is, as a rule, a civil servant, this contributing to impartiality in the
appraisal process.
• The code of conduct prescribes application of the principle of “objectivity in
performance appraisal”.
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Appraisal Procedure – General Framework (2)
What is appraised?
• degree of achievement of individual objectives (individual objectives can be revised on
a quarterly basis, either when the organizational structure of the institution changes).
• how well the performance criteria have been met (for instance: implementation ability;
ability to solve problems efficiently; analysis and synthesis skills etc., or: management,
coordination skills; decision-making skills etc.).
Appraisal Process
• The appraisal process is decentralized and takes place at each level of the institution and
public authority.
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Appraisal Procedure has 3 stages:
a) the appraiser fills out the appraisal report with the final rating, outstanding
performances achieved by the appraised civil servant and challenges faced,
individual objectives set for the following year and training needs identified;
b) interview between the appraiser and the appraised civil servant;
c) the appraisal report is countersigned by the direct manager of the appraiser, as a rule.
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Appraisal Procedure – General Framework (3)
When are performance appraised?
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Civil servants’ individual performance are appraised each year
in January of the year following the appraisal period
Exceptions:
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When the service relations of the appraised person is changed, suspended or modified;
When the appraised person is promoted or gets a diploma needed for promotion to a
higher civil service position;
When the service relation/work relation of the appraiser is changed, suspended or
terminated.
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Performance appraisal of management and executorial civil servants
Normative Legal Framework:
Government Decision no. 611/2008 on civil servants’ career, as amended.
Exceptions:
Specific appraisal procedures apply to certain categories of civil servants with special
status or those appointed to specific positions. For ex.:
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specialized entities of the Parliament of Romania, of President Administration, of the
Legislative Council;
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diplomatic and consular services;
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customs authority;
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police and other entities of the Ministry of Administration and Interior;
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senior civil servants (their appraisal procedure is regulated by G.D. no. 341/2007 on
senior civil servants, their career management and mobility. Senior civil servants are
appraised by a special appraisal commission appointed through the decision of the
prime minister);
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public managers (whose appraisal has two stages: internal – procedure common for
all civil servants and external – conducted by external appraisers).
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Performance Appraisal of Debutant Civil Servants (1)
The probation period varies depending on the category of the civil service positions :
• 12 months for the civil servants of class I,
• 8 months for the civil servants of class II,
• 6 months for the civil servants of class III.
When is the debutant civil servant appraised (JCS)?
• within 5 working days from the end of the probation period.
Who appraises the DCS?
• As a rule the direct manager (civil servant) of the DCS other then the mentor
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Performance Appraisal of Debutant Civil Servants (2)
Appraisal Procedure contains
– Report on the probation period drafted by DCS, containing information
about the work done by DCS in the probation period, duties assigned, as
well as difficulties faced;
– Report drafted by the mentor of JCS;
– Appraisal interview with JCS.
• The appraisal of JCS takes into account a number of criteria, such as:
knowledge of principles and peculiarities of administration, ability to fulfill
duties, ability to work in a team etc.
• Ratings:
 „unfit” - the appraiser proposes dismissal of the civil servant.
 „fit” – the appraiser proposes appointment of a DCS to civil service
position.
 There is also a procedure allowing the DCS to challenge the rating
received at the appraisal at the end of the probation period
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Performance appraisal of senior civil servants (1)
The category of senior civil servants (SCS) in Romania covers the persons appointed to
the following positions: Secretary General of Government, Deputy Secretary General of
Government, secretary general/deputy secretary general of ministries and other specialized
bodies of central public administration, prefect/ subprefect, government inspector.
Who conducts the appraisal?
• Appraisal commission made of 5 members appointed through the decision of the prime
minister for a 3-year period at the proposal of the minister of administration and interior.
When are SCS appraised?
• The senior civil servants are appraised yearly, based on the indicators achieved and contains
the appraisal of individual performances and the overall appraisal conducted once in 2 years.
How does the appraisal of SCS take place?
• Performance appraisal is conducted annually, in order to appraise the performances
achieved, comparing the results achieved with the preset operational objectives. Each member
of the commission gives points from 1 to 5 for the objectives achieved (5 is the highest). The
final score is the arithmetic average of the points given by the members of the commission for
the operational objectives.
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Performance appraisal of senior civil servants (2)
Overall appraisal is conducted once in 2 years and has two components:
a) appraisal of individual performances achieved in the last year of the appraisal period;
b) appraisal of strategic objectives achieved for the last 2 years of the appraisal period.
Points from 1 to 5 are given (5 is the highest) for the strategic objectives achieved taking
into account the timeframe and comparing them with the performance indicators, as well
as for meeting the performance criteria. The arithmetic average of these two components
is the score given for strategic objectives.
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The final score of overall appraisal is the arithmetic mean of scores given for the two
appraisals mentioned in a) and b).
Procedure of challenging the appraisal results by SCS
• In case of major differences between the report drafted by the senior civil servant and the
appraisal report, an interview will be held.
• The government or prime minister, as the case may be, may ask for a reexamination of
the rating given if he/she considers the appraisal report inadequate.
• In case if the senior civil servants are unsatisfied with the ratings received at the appraisal
of individual performances, either overall ones, they can challenge them in relevant
administrative instances.
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Performance appraisal of senior civil servants (3)
The appraisal is based on:
1.
activity report drafted by the senior civil servant;
2.
appraisal report drafted by the prime minister for the secretary general of government
and deputy secretary general of government;
3.
report drafted by the manager of the authority and public institution for secretary
general and deputy secretary general from the relevant ministry and other specialized
body of central public administration;
4.
appraisal report drafted by the minister of administration and interior for prefects and
subprefects;
5.
appraisal report drafted by the secretary general of Government for government
inspectors;
6.
job description of the appraised senior civil servant;
7.
documents setting the objectives and performance indicators.
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Appraisal of public managers (1)
• Public manager position is a specific civil service position in Romania, its
holder acting as an agent of change in the area of public administration
reform. The public manager provides support to the reform policies of
Romanian Government in terms of design and implementation of
procedures aiming at speeding up the reformation of the central and local
public administration, starting with the strategic levels and ending with the
operational ones.
• There is a quick promotion system for public managers (PM) („faststreaming”), due to specific appraisal procedures.
When are PM appraised?
• PM are appraised each year.
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Appraisal of public managers (2)
How does PM appraisal take place?
Has two stages:
• internal appraisal, conducted by the direct manager, in line with the appraisal
procedure common for all civil servants in Romania;
• external appraisal conducted by external appraisers, in the first quarter of the year
following the appraisal year.
What is the appraisal impact on PM?
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reconfirmation of the public manager status and promotion to a higher professional
grade;
reconfirmation of the public manager status and reconfirmation into the professional
grade;
reconfirmation of the public manager status and demotion to a lower professional
grade;
withdrawal of public manager status.
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Appraisal Consequences – General Framework
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After being appraised the civil servant is given one of the following ratings: very good,
good, satisfactory, unsatisfactory.
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These ratings are considered when making decisions on:
 advancement on salary steps;
 promotion to a higher position (one of the requirements for taking part in the
competition /promotion exam is to get at least “good” at the annual appraisal of
individual performances in the last 2 calendar years);
 dismissal from civil service.
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During the performance appraisal of civil servants the training needs are identified.
The annual training plan is in line with these needs and sets:
 training curricula for civil servants
 priority areas for training civil servants
MINISTRY OF ADMINISTRATION AND INTERIOR
National Agency of Civil Servants
Thank you for attention !
Questions?
[email protected]
National Agency of Civil Servants
5 Eforie Str., sector 5, Bucharest
ROMANIA