Performance Appraisal of Civil servants in

Georgia

Anti-corruptional Dimension

Irina AghapishviliChief Specialist at the Civil Service Reform and

Development DepartmentCivil Service Bureau of Georgia

In this Presentation:

ContentMethods UsedInterviewsOutcomeConclusions

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ContentIntroduction

Georgian Context

Review of the Legislation

Recommendations for Improvements

Summary of Interviews with Experts

Conclusions3

LegislationThe Law on Civil Service of Georgia

Decree #411 on the Approval of Rules for Conducting Attestation of Civil Servants

Decree #449 on determination of the Amount for Distributing Bonuses in Public Institutions

Decree #412 on Approval of the Procedure of Holding Competitions, as Prescribed by the Law of Georgia on Civil Service

Methods UsedAnalysis of the Legislation

Expert Polls

1. Questionare

2. Interviews

3. Analysis

Elaboration of recommendations

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InterviewsFive Respondent

The choice on the experts were made partly based on the involvement in the ongoing civil service reform and also taking into consideration the qualification and experience in the field

Ms. Catherine KardavaMs. Mary Gabashvili

Ms. Tamta TsotskhalashviliMs. Ekaterine SiradzeMr. David Gunashvili

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Outcome of Analysis

no standardised performance evaluation systems in Georgian governmental institutions and agencies

• Attestation - Critically acclaimed

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Outcome of AnalysisAttestation:

First, it does not properly assess the performance of a civil servant.

Second, if this process were to assess the performance of an individual against targets, the three-year period between attestations is too long according to comparative standards.

Finally, public authorities conduct attestation almost in the same way as a competition, i.e. through examinations and interviews.

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Outcome of AnalysisThe training and professional development foreseen under the concept requires both on central as well as local self-government levels to foresee the expenses in the institution’s budget. To effectively run the training process, individual training needs and areas should be identified. Performance evaluation system under the concept is important to solve this issue. This goes in hand with the anti-corruption policy, however seems to be less relevant in Georgia, have already undertaken main steps in elimination of such practice. 9

Outcome of Analysis

need: clear, fair, transparent and accessible performance appraisal system

contribute a lot in minimizing the risk of nepotism or other acts of corruption.

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ConclusionGeorgian civil service is in need of having modern performance appraisal system of civil servants generally regulated in law. What is the most important thing here is that this approach is commonly shared on all levels and a lot of activities have already been undertaken.

iaghapishvili@csb.gov.geiaghapishvili@gmail.com

“Thank you for Attention”