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International Conference

International Conference. Performance Appraisal of Civil Servants : Experience of Moldova Tamara Gheorghita Head of Personnel Policy Division , State Chancellery. Issues addressed. Legal Framework Key Information What is appraised Stakeholders Appraisal Scheme

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International Conference

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  1. International Conference Performance Appraisal of Civil Servants: Experience of Moldova Tamara Gheorghita Head 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 in2009 • 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. Appraisal Criteria for top management / management civil servants 6 managerial competence decision making skills professional skills efficacy and efficiency creativity communication and representation

  7. Appraisal Criteria for executorial civil servants 7 professional skills proactive attitude and initiative efficacy and efficiency quality of work team work skills communication

  8. very good good satisfactory unsatisfactory Appraisal Ratings Work Objectives 50% Appraisal Rating Appraisal Criteria 50%

  9. Stakeholders in Appraisal of top management civil servants de conducere de nivel superior • Top management civil servant • Headof the public authority • Appraisal Commission • Secretariat of Appraisal Commission

  10. Stakeholders in Appraisal of management /executorial civil servants • Management/executorial civil servant • Appraiser – direct manager of the appraised civil servant • Countersigner – direct manager of the appraiser • Headof the public authority • Human Resource Service

  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 %

  15. Results in 2009 – by categories, in %

  16. Results in 2009 – CPA/LPA, in %

  17. Activities • Examination • own experience • experience of other countries • Drafting and piloting • positive aspects/achievements • negative aspects/difficulties/challenges • Analysis and lessons learned • own experience • experience of other countries • Improvement • Implementation

  18. Performance Appraisal

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