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Performance Appraisal and the Personal Career development in the Montenegrin Public Administration
10 – 12 October 2012Baku, Republic of Azerbaijan
The Human Resources Management Authority of Montenegro
Legal Framework
The Law on CSSE (in force since 2004)/Secondary legislation
Performance appraisal form adopted by HRMA
New Law on CSSE (implementation from 2013)
Secondary legislation (benchmarks and manner of PA of CSSE)
The Human Resources Management Authority of Montenegro
Purpose of Appraisal
Monitoring of the work of CSSE Making proper decisions on their career
development (promotion, recognition, but also termination of employment)
The Human Resources Management Authority of Montenegro
Criteria of Performance Appraisal
Achieved performance results Independence and creativity in performing
the tasks Quality of cooperation established with
parties and associates at work Quality of work organization in performing
the tasks Other competences, skills and quality in
performing the tasks
The Human Resources Management Authority of Montenegro
Performance Appraisal Conduct
By whom is the appraisal conducted? Immediate superior The head of the body 31 January of the current year for the
previous year
The Human Resources Management Authority of Montenegro
Performance Appraisal Marks
Excellent Good Satisfactory Usatisfactory
The Human Resources Management Authority of Montenegro
Manner of Performance Appraisal
Purpose of establishing a working goals Tasks and obligations should be
clearly determined Improvement of the motivation of CS Provide feedback and information
about the quality of work and fullfilment of the goals
Individual differences in the attitude, manner and needs of the employees
The Human Resources Management Authority of Montenegro
Notification of the mark CSSE must be familiar with the final results
of the performance appraisal (interview) CSSE who disagrees with the PA, may
within 8 days request the revision of the appraisal. The request must be in a written form and elaborated.
The revision is conducted by the commission ( the head of the body, superior and two CS). The CS my attend the work of the commission.
The mark is entered in the central personnel record
The Human Resources Management Authority of Montenegro
Performance Appraisal of the Managing Personnel
Performance Appraisal of the managing personnel is conducted by the head of the institution
Marks: satisfactory, unsatisfactory
The Human Resources Management Authority of Montenegro
Performance Appraisal Criteria Organization of the work in the sectors or
departments – strategic and current planning, the use of knowledge in different areas of work, management of human resources, assets and other resources, ability to adopt to the changes and provide relevant solutions and proposals
Management quality – relationship with the partners, transfer of knowledge and competences, the team work, control of work
The Human Resources Management Authority of Montenegro
Performance Appraisal Criteria Level of established relations and
cooperation with citizens, state authorities and other entities, non – governmental organizations and media
Other competences, skills, quality af the performing of the tasks – the use of modern means of labour, negotiation skills, ability to resolve problems and disputes
The Human Resources Management Authority of Montenegro
Outcomes of the perfomance Appraisal
Promotion (to higher rank or into a higher salary grade)
Rewords Training to upgrade knowledge and
skills Termination of employment due to
unsatisfactory performance
The Human Resources Management Authority of Montenegro
Promotion/Recognition SCSE may be promoted into a higher
position within the same grade, or into a higher grade if within the period of two years gets “excellent” performance appraisal mark.
Issued by the head of the state authority at the proposal of the immediate manager
SCSE may receive recognition for exceptional achievement in the work
The decision of the promotion/recognition is entered in the CPR
The Human Resources Management Authority of Montenegro
Next steps Implementation of the New Law on CSSE Passing a Secondary Legislation Upgrading a system of the performance appraisal by
the tendency of performing against goals Establishing the obligation of keeping the regular and
periodical reports by staff and a superior Additional training of the managers for the better
performance appraisal Ensure effective functioning of the rewords and a
promotion based on the appraisal Permanent implementation of analyses and research
on the effects of the appraisal in order to improve the whole process
The Human Resources Management Authority of Montenegro
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