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1
International Conference
Performance Appraisal of Civil Servants:
Experience of Moldova
Tamara GheorghitaHead of Personnel Policy Division, State Chancellery
2
Issues addressed
Legal Framework Key Information What is appraised Stakeholders Appraisal Scheme Decisions based on appraisal results Appraisal Effects Results in 2009
3
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
4
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
5
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
6
6
Appraisal Criteria
1. managerial competence
2. decision making skills
3. professional skills
4. efficacy and efficiency
5. creativity
6. communication and representation
for top management / management civil servants
7
7
Appraisal Criteria
1. professional skills
2. proactive attitude and initiative
3. efficacy and efficiency
4. quality of work
5. team work skills
6. communication
for executorial civil servants
8
Appraisal Ratings
very good
good
satisfactory
unsatisfactory
Work Objectives
50%
Appraisal Criteria
50%
Appraisal Rating
9
Stakeholders in Appraisal
•Top management civil servant
•Head of the public authority
•Appraisal Commission
•Secretariat of Appraisal Commission
de conducere de nivel superior of top management civil servants
10
Stakeholders in Appraisal
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
of management /executorial civil servants
11
Appraisal Scheme
12
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
13
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
14
Results in 2009 – total, in %
29.7%
64%
6% 0.3%
Very Good
Good
Satisfactory
Unsatisfactory
15
Results in 2009 – by categories, in %
44
3.2 0.4
68.3
70.3
52.4
24.4
0
10
20
30
40
50
60
70
80
Very Good Good Satisfactory Unsatisfactory
Management civil servants
Execution civil servants
16
Results in 2009 – CPA/LPA, in %
28,3
0,1
31,2
63,1
0,5
65
6,6 5,2
0
10
20
30
40
50
60
70
CPA
LPA
17
Activities
Examinationown experienceexperience of other countries
Drafting and pilotingpositive aspects/achievementsnegative
aspects/difficulties/challenges
Analysis and lessons learnedown experienceexperience of other countries
Improvement Implementation
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Performance Appraisal