National House of Social InsuranceNational House of Social Insurance

Performance Appraisal of Civil Servants in National House of

Social Insurance

Angela BOTNARIUCHead, HR Section

Performance Appraisal of Civil Servants in National House of

Social Insurance

Angela BOTNARIUCHead, HR Section

Human Resources of NHSIHuman Resources of NHSI

The National House of Social Insurance (NHSI) has 1303 staff members, 1126 of which are civil servants.

The National House of Social Insurance (NHSI) has 1303 staff members, 1126 of which are civil servants.

85

224 239

579

1776

0

100

200

300

400

500

600

management positions execution positions technical staff

Central Office of NHSI Territorial Offices of NHSI

Performance Appraisal – activities carried out

Performance Appraisal – activities carried out

Individual objectives were set for all civil servants for 2009

Managers of NHSI units were informed about the appraisal

procedure, as well as about the need to apply it

Information seminars were organized in concert with the

Personnel Policy Division

Staff of HR Section received training in performance

appraisal

Individual objectives were set for all civil servants for 2009

Managers of NHSI units were informed about the appraisal

procedure, as well as about the need to apply it

Information seminars were organized in concert with the

Personnel Policy Division

Staff of HR Section received training in performance

appraisal

Performance Appraisal – activities carried out

Performance Appraisal – activities carried out

To launch performance appraisal an administrative act was issued setting:

- timing of performance appraisal (15 December 2009 – 31 January 2010)

- list of evaluators and counter-signers identified for each civil servant subject to appraisal

- actions to be taken by the managers of NHSI units- date of submitting the appraisal forms to HR

section (till 31 January 2010)

To launch performance appraisal an administrative act was issued setting:

- timing of performance appraisal (15 December 2009 – 31 January 2010)

- list of evaluators and counter-signers identified for each civil servant subject to appraisal

- actions to be taken by the managers of NHSI units- date of submitting the appraisal forms to HR

section (till 31 January 2010)

Performance Appraisal – activities carried out

Performance Appraisal – activities carried out

HR section:

Provided to evaluators with all necessary materials for appraisal performance

Provided information and methodological assistance to all the players in appraisal

Monitored the stages and timeframe of appraisal procedure

Collected and attached the appraisal forms to the personal files of civil servants

Totalized performance appraisal procedure in NHSI

HR section:

Provided to evaluators with all necessary materials for appraisal performance

Provided information and methodological assistance to all the players in appraisal

Monitored the stages and timeframe of appraisal procedure

Collected and attached the appraisal forms to the personal files of civil servants

Totalized performance appraisal procedure in NHSI

Performance Appraisal – activities carried out

Performance Appraisal – activities carried out

Appraisers:

Filled out the appraisal forms for the civil servants accountable to the

Notified the civil servants about the contents of the appraisal form and date of interview

Held the interview Adjusted the appraisal form after the interview,

signed and submitted it to the counter-signer Set individual objectives for 2010

Appraisers:

Filled out the appraisal forms for the civil servants accountable to the

Notified the civil servants about the contents of the appraisal form and date of interview

Held the interview Adjusted the appraisal form after the interview,

signed and submitted it to the counter-signer Set individual objectives for 2010

Performance Appraisal – activities carried out

Performance Appraisal – activities carried out

Counter-signers:

Analyzed the job description and checked on the correctness of information provided

Countersigned appraisal forms

Asked for a repeated appraisal (if needed)

Counter-signers:

Analyzed the job description and checked on the correctness of information provided

Countersigned appraisal forms

Asked for a repeated appraisal (if needed)

Performance Appraisal RatingsPerformance Appraisal Ratings

1063 civil servants were subjected to performance appraisal in NHSI and received the following ratings:

“very good” – 139 civil servants;

“good” – 861 civil servants;

“satisfactory” – 63 civil servants;

“unsatisfactory” – 0 civil servants. 6 civil servants underwent a repeated performance appraisal asked by their counter-signers.

1063 civil servants were subjected to performance appraisal in NHSI and received the following ratings:

“very good” – 139 civil servants;

“good” – 861 civil servants;

“satisfactory” – 63 civil servants;

“unsatisfactory” – 0 civil servants. 6 civil servants underwent a repeated performance appraisal asked by their counter-signers.

Performance Appraisal RatingsPerformance Appraisal Ratings

Performance Appraisal Raitings in NHSI in 2009

139

861

63 0

Very Good Good Satisfactory Unsatisfactory

Performance Appraisal Ratings, in %

Performance Appraisal Ratings, in %

0

20

40

60

80

100

management positions 21,98 73,37 4,64 0

execution positions 9,19 84,32 6,49 0

Very Good Good Satisfactory Unsatisfactory

Strengths in Performance Appraisal ImplementationStrengths in Performance Appraisal Implementation

The procedure introduced by the Regulation on performance appraisal of civil servants is standardized and clearly described, along with the roles of stakeholders in this process

The administrative act issued for launching the appraisal procedure

Support/encouragement provided by NHSI management to civil servants involved in performance appraisal

The procedure introduced by the Regulation on performance appraisal of civil servants is standardized and clearly described, along with the roles of stakeholders in this process

The administrative act issued for launching the appraisal procedure

Support/encouragement provided by NHSI management to civil servants involved in performance appraisal

Strengths in Performance Appraisal Implementation

Involvement of all specialists of HR section in informing civil servants about the appraisal procedure

Performance appraisal of HR consultants by the manger of HR section before 31 December 2009

Daily monitoring of the implementation of appraisal procedure and provision of methodological support by HR consultants

Weaknesses in Performance Appraisal Implementation

Weaknesses in Performance Appraisal Implementation

Not enough time for informing all civil servants working with NHSI about the appraisal procedure (less then 1 month)

Poor knowledge of the normative framework among the managers of NHSI units, as well as civil servants

Additional work for managers, adding to the annual reporting they have to make

Performance of civil servants remains unmonitored throughout the year

Reluctance / fear / refusal of the civil servant to be appraised

Not enough time for informing all civil servants working with NHSI about the appraisal procedure (less then 1 month)

Poor knowledge of the normative framework among the managers of NHSI units, as well as civil servants

Additional work for managers, adding to the annual reporting they have to make

Performance of civil servants remains unmonitored throughout the year

Reluctance / fear / refusal of the civil servant to be appraised

Opportunities in Performance Appraisal Implementation

Opportunities in Performance Appraisal Implementation

Civil servants are appraised based on performance and outcomes achieved in a one-year period

Managers know to which degree the civil servants achieved the individual objectives set by both his/her direct manager

Training needs for the following year are identified together with the civil servant during the appraisal interview

Civil servants are appraised based on performance and outcomes achieved in a one-year period

Managers know to which degree the civil servants achieved the individual objectives set by both his/her direct manager

Training needs for the following year are identified together with the civil servant during the appraisal interview

Opportunities in Performance Appraisal Implementation

Clear and better formulated individual objectives for 2010

Encourage civil servants to be more active and better to achieve individual objectives

Link between individual objectives and Work Plans of Units

ProposalsProposals

In case of a civil servant whose service relation terminates due to resignation to conduct performance appraisal only if he/she decides so

The evaluator to provide comments regardless of all types of score given

In case of a civil servant whose service relation terminates due to resignation to conduct performance appraisal only if he/she decides so

The evaluator to provide comments regardless of all types of score given

THANK YOU FOR ATTENTION!