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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.

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evulation of results of work of civil servants

EVULATION OF RESULTS OF WORK OF CIVIL SERVANTS

Yuriy Pizhuk, Director of the Department of the Personnel of Government Bodies and Local Self-Government Authoritiesof the Main Department of Civil Service of Ukraine

slide2

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

slide3

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

Performance Evaluation

slide4

Civil servants evaluation in Ukraine

Annual evaluation

Attestation (one in

three years)

slide5

Attestation of civil servants

  • Once in three years
  • Attestation is done by Attestation Commission
  • For 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
slide6

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.
slide7

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)

slide8

4

Results of annual assessment

Results of annual evaluation

  • 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.
  • 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.
slide9

Main disadvantages of evaluation of civil servants (I)1)low impact evaluation of civil servants (passing of civil service) increase the effectiveness of government bodies2) evaluation is perceived by most civil servants, as a mechanism for their dismissal

Evaluation of activities of

civil servants

Dismissal

Result of

activities

?

?

Assignment

to the

next rank

Monetary

compensation

The extension

of stay in

civil service

Formation of

Personnel

Reserve

Get a

higher

position

Allowances,

bonuses

slide10

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“ and96.1 percent of civil servants in passing the certification – compliance to the position

Annual evaluation

Attestations

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The objectives of reforming the evaluation of civil servants in Ukraine

  • Providing a unified approach to the evaluation system of civil servants
  • Moving away from the formalism make in effective
  • Providing linkage between evaluation and subsequent civil service, promotion of achieving results, determination training needs
  • Implementation of analysis results of the evaluation of civil servants and their impact on their subsequent passage of the Civil Service
  • Enhancing methodological support to the annual evaluation of civil servants
  • Introduction of uniform approach to planning authorities and civil servants
work on the new evaluation procedures for civil servants

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 document
  • Analyzed the situation and identified problems in the current approach to the annual evaluation
  • Defined policy objectives to improve the process of annual evaluation of activities
  • Organisation of consultation
  • Analysed new trends in evaluation of results of activities
  • Developed a suggestions for changes in the annual evaluation procedures, including new forms and tools
  • Improved methods of evaluation
  • Developing training modules for managers of evaluation
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E-mail:

Yuriy.Pizhuk@guds.gov.ua

THANK YOU FOR ATTENTION!