Insider
Disincentive for employees who stand out and offer to the maximum extent the way in which the evaluations of civil servants are done.
According to a circular of the Department of Public Administration and Personnel regarding the annual reports on the evaluation of civil servants for the year 2022, reference is made to the long-standing problem of the evaluation of civil servants which acts as a disincentive for employees who stand out and offer maximum rank. while it is a brake on improving the efficiency and effectiveness of the public service.
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According to the circular, the leveling assessment as noted in the public reports of EDY creates particular problems when filling promotion positions. Based on the criteria established in the existing legislation for the filling of these positions, ie the value, the qualifications and the seniority of the candidates, as well as the relevant case law, EDY undertakes to select those who are presented as the best in these criteria based on the details of their service files. As promotion candidates usually have equivalent qualifications, leveling in service reports eliminates the important value criterion and results in the promotion choice being based on the age of the candidates, which is often judged on the basis of age. their.
The evaluation of employees is mainly aimed at assessing the suitability of employees who are being tested for tenure in the public service, in identifying, assessing and determining the degree of suitability of employees for promotion and in promoting the development of skills and service incompetence. the proper functioning of the public service. According to Regulation 11, in order to make the evaluation of employees as fair and objective as possible, it is necessary to:
Employee supervisors work to note during the year the excellent performance skills behaviors and performance results of the evaluated employees as well as any omissions / deficiencies regarding the existing evaluation criteria. In case of findings of omissions / deficiencies, which you gave to adversely affect their evaluation, to draw the attention of the evaluated employees to them, at the time they are observed, in order to be addressed and corrected in a timely manner. Keep in mind that the employee has not only skills but also shortcomings, which is why the report must reflect reality with clarity and objectivity. Officers should complete the service reports with seriousness, responsibility and thoughtfulness, quoting relevant comments if they deem it appropriate.
Finally, the staff of the evaluation teams are encouraged to, when completing the service reports in the first quarter of 2023 for the evaluation of employees for the year 2022, grade the performance evaluation of the evaluated employees, based on the defined evaluation criteria and the criteria evaluation criteria with the ultimate goal of the evaluation to correspond to the level of performance of each employee. To this end, they are encouraged to keep notes by recording reports of specific outstanding efforts / performance or shortcomings / omissions of their employees for the purpose of documenting their evaluation. Also considering that evaluation is an ongoing process based on communication between superiors-subordinates, immediate supervisors are encouraged to, during the year, hold regular meetings with their subordinates to provide feedback on performance.
