EVULATION OF RESULTS OF WORK OF CIVIL SERVANTS
Yuriy Pizhuk, Director of the Department of the Personnel of Government Bodies
and Local Self-Government Authorities of the Main Department
of Civil Service of Ukraine
Support to the reform in Ukraine
A new approach has been developed within Ukraine Civil Service Human Resources Management Reform Project (funded by the Canadian International Development Agency) implemented in
cooperation with the Main Department of Civil Service of Ukraine.
www.guds.gov.ua
www.ucs-hrm.org.ua
Performance Evaluation
allows managers to formulate and coordinate goals and objectives of the efforts of civil servants
tool for clarification and changing direction of activities of civil servants
should be the basis for decisions on promotion and encouragement
tool for identifying the needs of civil servants in training and personal development
Civil servants evaluation in Ukraine
Annual evaluation Attestation (one in three years)
Attestation of civil servants
Once in three years
Attestation is done by Attestation CommissionFor every employee who is subject to attestation,
supervisor prepare official characteristics which is to be approved by senior manager
Civil servant read official characteristics during the interview with the supervisor
Results of attestation are fixed in the minutes
Attestation Commission Decide
1. Compliance to the position.
2. Compliance to the position with recommendations.
3. Not compliance to the position.
Those who are not in compliance to the position could be fired.
Annual attestation
Conducted in the period between certification by his supervisor in January - February for last year
Stages of realization: preparation (analysis by supervisor and civil servant the implementation
of tasks and responsibilities)evaluation (realization by civil servant through self-evaluation and
evaluation by supervisor)
interview (held to discuss the results of evaluation of civil servants over the past year and arrangements for next year)
approval of result by senior manager (after reviewing the results of the evaluation)
final stage (HR officer check the completion of the two form keep them in the personal file)
4
Results of annual assessment
low - civil servant must improve his work, intervention to avoid permanent head for correction of his achievements;
satisfactory – civil servant reached certain results, has a certain amount of skill, required to perform duties and should direct their activities on those components that are sometimes forced to head to make adjustments in the work;
good – civil servant achieved results of the skills and abilities, prevented the necessary intervention of the manager in the work, directed efforts on introducing innovative style to find solutions;
high – civil servant has exceeded the expected results, revealed fundamental knowledge and skills, applied the innovative style of his duties and assignments.
Results of annual evaluation
low - civil servant must improve his work, to avoid permanent information of supervisor;
satisfactory – civil servant reached certain results, has a certain amount of skill, required to perform to job and should focus their activities on those components that are sometimes require supervisor intervention;
good – civil servant achieved results in having needed skills and abilities, no needs in supervisor intervention, directed efforts on introducing innovative style to find solutions;
high – civil servant has exceeded the expected results, revealed fundamental knowledge and skills, applied the innovative style of his work.
Main disadvantages of evaluation of civil servants (I)
1) low impact evaluation of civil servants (passing of civil service) increase the effectiveness of government bodies
2) evaluation is perceived by most civil servants, as a mechanism for their dismissal
Result of activities
Evaluation of activities of civil servants
Dismissal
Get a higher
position
Assignment to the
next rank
Monetary compensation
Allowances,bonuses
The extensionof stay in
civil service
Formation of Personnel Reserve
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Main disadvantages of evaluation of civil servants (II)
3) formal approach to evaluation(81 percent of civil servants who were subject to annual evaluation grades were "good“ and 96.1 percent of civil servants in passing the certification – compliance to the position
96,1
3,7 0,1
Compliance to the position
Compliance to the position with recommendations
Not compliance to the position
Annual evaluation Attestations
15
81
3,8 0,2
high good satisfactory low
Staff turnover in the civil service in Ukraine
1. Providing a unified approach to the evaluation system of civil servants
2. Moving away from the formalism make in effective
3. Providing linkage between evaluation and subsequent civil service, promotion of achieving results, determination training needs
4. Implementation of analysis results of the evaluation of civil servants and their impact on their subsequent passage of the Civil Service
5. Enhancing methodological support to the annual evaluation of civil servants
6. Introduction of uniform approach to planning authorities and civil servants
The objectives of reforming the evaluation of civil servants in Ukraine
Work on the new evaluation procedures for civil servants
Created a policy analysis group to develop a new approach to the evaluation of civil servants, engaged expert in this group
Developed a policy analysis documentAnalyzed the situation and identified problems in the current
approach to the annual evaluationDefined policy objectives to improve the process of annual
evaluation of activitiesOrganisation of consultationAnalysed new trends in evaluation of results of activitiesDeveloped a suggestions for changes in the annual evaluation
procedures, including new forms and toolsImproved methods of evaluationDeveloping training modules for managers of evaluation