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Conference „Enhancing the effectiveness and efficiency of the civil service through performance appraisal“ Performance appraisal in the civil service: An overview of practices Airi Alakivi Senior Adviser, OECD/SIGMA Baku, 10 October 2012. Topics.
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Conference„Enhancing the effectiveness and efficiency of the civil service through performance appraisal“Performance appraisal in the civil service: An overview of practicesAiri AlakiviSenior Adviser, OECD/SIGMABaku, 10 October 2012
Topics • OECD/SIGMA’s way of work in strengthening public governance • Objectives of performance appraisal • Practices of performance appraisal • Common challenges and trends in performance appraisal of civil servants
OECD/SIGMA’s way of work in strengthening public governance • There is no acquis communautaireon public administration and civil service issues in the European Union • There are European Principles for Public Administration (OECD/SIGMA 1999), a guiding concept for the reform of civil service in accession states • OECD/SIGMA is a joint initiative of the EU and the OECD, working with countries in transition (EU candidate countries and European Neighbourhood countries) to promote and strengthen public governance systems and capacities of people working in working in public administrations, in five key areas: • Legal framework and civil service management • Public finance management • Public procurement • Policy making and co-ordination • Strategy and reform .
Why performance appraisal? • Efficiency and effectiveness in government’s performance depend on the talent of civil servants and the quality of their knowledge and skills; therefore, the state is responsible for ensuring the efficient, professional and impartial performance of the public administration through establishing adequate management standards and tools of HRM, incl. performance appraisal • A professional and well-functional civil service supports economic recovery and growth, helps to sustain good policy making and service delivery, and accountability and responsibility in utilising public resources
Objective of performance appraisal • Performance appraisal is means by which • performance of a civil servant is assessed against a set of predefined criteria with which an individual fulfils an agreed set of tasks and objectives (focus on delivery) • needs for training and development of new knowledge and skills are identified • clear targets and responsibilities for the next period are agreed • good performance are rewarded, e.g. with career development, performance-related pay • levels of professional competences are evaluated (by 180-360º feedback) and development needs defined
Practices of performance appraisal (1) • Performance appraisal has been introduced in civil service laws in most EU and OECD countries • General principles in the law, detailed regulations and procedures in the secondary legislation • Decentralised implementation • No universal performance criteria for civil servants • No static conceptions of performance evaluation
Practices of performance appraisal (2) • Who is evaluated? • All categories of civil servants • What are the most frequent appraisal criteria? • Degree of achievement of agreed targets • Levels of professional competences (knowledge, skills, values) • Who carries out the evaluation? • Immediate superior • (in the case of 360º feedback also civil servant him/herself, immediate subordinates and colleagues) • How is the evaluation performed? • Once in a year (twice in a year) – performance conversation according to the regulations and methodological guidelines
Common challenges and trends • Simple systems • Clear and adequate methodological procedures • Mutual trust and clear communication of the appraisal criteria, expected outcomes and incentives • Flexibility in renegotiating objectives and targets when necessary • Adequate training • Linking good appraisal results to rewards, career development and enrichment + • Performance appraisal based on competency frameworks – how to define and assess the most crucial competencies for civil servants of today and tomorrow?
