Slide 1

PERFORMANCE MEASUREMENT OF CIVIL
SERVANTS IN THE REPUBLIC OF ARMENIA

HOVHANNES HARUTYUNYAN
TEREZA KHECHOYAN
PUBLIC ADMINISTRATION ACADEMY OF THE REPUBLIC OF ARMENIA

1


Slide 2

CIVIL SERVANTS’ POSITIONS:
4 groups (11 subgroups)

 Junior Positions
 Leading Positions

 Chief Positions
 Highest Positions
Each subgroup has its own remuneration scale.
The scale of each subgroup has 11 salary levels or 11 rates of basic salary.
2


Slide 3

SUPPLEMENTARY PAYMENT:

 surplus for the work under special conditions,
 supplementary compensation for holding a rank higher
than the relevant rank of the position subgroup,

 lump-sum annual bonuses payable on the basis of
performance measurement,

 bonuses awarded for duly performance of special
3

assignments


Slide 4

SALARY SURPLUSES:

 for cases of especially harmful and hard work: 24 percent of
rank rate,

 for the work under harmful for health conditions: 12 percent
of the rank rate.

 for geographical conditions (work in high mountainous areas):
20 percent of rank rate
but not more than 8-fold monthly minimum salary set in the
Republic of Armenia.
4


Slide 5

The Law on Remuneration of Civil Servants is also applied in the

Chamber of Control, for the staff of the National Assembly
(Parliament) and Judicial Department.
 Since January 1, 2008 the basic salary of civil servants, judicial

servants, and public servants of the National Assembly is set to equal
AMD 40,000.
 The basic rank rate for civil servants has been doubled since 2003;

it still remains lower than the basic salary of other types of public
service (tax and customs services).
 The basic salary of civil servants employed in the Chamber of

Control is set to equal AMD 111,000 (the two-fold of the average
basic salary of tax and customs servants)
5


Slide 6

Ministries
Bodies and
committees
established
pursuant to the
law
Adjunct
Bodies to the
Government
Regional
administration
bodies

Government
staff

President’s
staff

AVERAGE SALARIES OF CIVIL SERVANTS IN ARMENIA, 2008
(INCLUDING SUPPLEMENTARY SALARIES, SUPPLEMENTARY
COMPENSATIONS AND BONUSES)

Highest positions 204842 229297 216382 299481 279217 217861
Chief positions

142230 159184 143063 211915 153359 138890

Leading positions 92501

105263

96676

125275 108604

91316

Junior positions

75144

66881

61725

62471

6

59428

70825


Slide 7

MINIMUM, MAXIMUM AND AVERAGE RANK RATES OF CIVIL
SERVANTS IN ARMENIA, 2006-2008

Rank rates

2008
2008 compared
to 2007
12.7%
40000
18.0%
99115

2006

2007

Minimum
Average

30000
78800

35500
84017

Maximum

495000 495000 495000

7

0.0%


Slide 8

DISTRIBUTION OF BONUSES PER POSITIONS HELD
600000
500000
400000

300000
200000
100000
0

Highest
positions

Chief
positions

Leading
positions

Junior Civil Servants
positions Total

Annual Performance Results
Qualified Performance of Special Assignments
Other Monetary Bonuses
8


Slide 9

COMPARISON OF AVERAGE SALARIES OF PERSONS OF PREVAILING
SPECIALTIES IN CIVIL SERVICE AND NON-PUBLIC SECTOR

Economics and management
Energy and electric
equipments
Metal working and processing
of materials
Education and pedagogy

124934

Nonpublic
sector
198775

125774

207690

165

114588

203126

177

104693

174432

152

Agro-food sector

110558

164614

149

Information and computing
technology

116825

162639

140

Specialties

9

Civil
service

Ratio, %
159


Slide 10

CONCLUSION
 unjustified difference between the highest, medium and lowest levels
of civil servants’ remuneration,
 the fact of ignoring at a certain extent the level of responsibilities of a
civil servant and the level of complexity of his/her work,
 lack of criteria for performance measurement,
 lower level of remuneration compared to private sector entities,
 Lack of due consideration of inflation factor when forming the amount
of salary.
10


Slide 11

RECOMMENDATIONS
 increase in the salary of civil servants, contributing to the attraction of
qualified specialists in the civil service system of Armenia and enhancement
of competitiveness of civil servants’ remuneration,
 improvement of the scale serving as a basis for defining the basic salary of
civil servants,
 improvement of the system of bonus payment to civil servants,
 introduction of a system of civil servants’ performance measurement,
 when defining the salary amount, duly consideration of the inflation factor.
11


Slide 12

THANK YOU!

12