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

??

??

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

E-mail:

Yuriy.Pizhuk@guds.gov.ua

THANK YOU FOR ATTENTION!