Presentation on theme: "1 PERFORMANCE MEASUREMENT OF CIVIL SERVANTS IN THE REPUBLIC OF ARMENIA HOVHANNES HARUTYUNYAN TEREZA KHECHOYAN PUBLIC ADMINISTRATION ACADEMY OF THE REPUBLIC."— Presentation transcript:
1 PERFORMANCE MEASUREMENT OF CIVIL SERVANTS IN THE REPUBLIC OF ARMENIA HOVHANNES HARUTYUNYAN TEREZA KHECHOYAN PUBLIC ADMINISTRATION ACADEMY OF THE REPUBLIC OF ARMENIA
2 CIVIL SERVANTS’ POSITIONS: 4 groups (11 subgroups) Junior Positions Leading Positions Chief Positions Highest Positions Each subgroup has its own remuneration scale. The scale of each subgroup has 11 salary levels or 11 rates of basic salary.
3 SUPPLEMENTARY PAYMENT: surplus for the work under special conditions, supplementary compensation for holding a rank higher than the relevant rank of the position subgroup, lump-sum annual bonuses payable on the basis of performance measurement, bonuses awarded for duly performance of special assignments
4 SALARY SURPLUSES: for cases of especially harmful and hard work: 24 percent of rank rate, for the work under harmful for health conditions: 12 percent of the rank rate. for geographical conditions (work in high mountainous areas): 20 percent of rank rate but not more than 8-fold monthly minimum salary set in the Republic of Armenia.
5 The Law on Remuneration of Civil Servants is also applied in the Chamber of Control, for the staff of the National Assembly (Parliament) and Judicial Department. Since January 1, 2008 the basic salary of civil servants, judicial servants, and public servants of the National Assembly is set to equal AMD 40,000. The basic rank rate for civil servants has been doubled since 2003; it still remains lower than the basic salary of other types of public service (tax and customs services). The basic salary of civil servants employed in the Chamber of Control is set to equal AMD 111,000 (the two-fold of the average basic salary of tax and customs servants)
6 AVERAGE SALARIES OF CIVIL SERVANTS IN ARMENIA, 2008 (INCLUDING SUPPLEMENTARY SALARIES, SUPPLEMENTARY COMPENSATIONS AND BONUSES)
7 MINIMUM, MAXIMUM AND AVERAGE RANK RATES OF CIVIL SERVANTS IN ARMENIA,
8 DISTRIBUTION OF BONUSES PER POSITIONS HELD Highest positions Chief positions Leading positions Junior positions Civil Servants Total Annual Performance Results Qualified Performance of Special Assignments Other Monetary Bonuses
9 COMPARISON OF AVERAGE SALARIES OF PERSONS OF PREVAILING SPECIALTIES IN CIVIL SERVICE AND NON-PUBLIC SECTOR
10 CONCLUSION unjustified difference between the highest, medium and lowest levels of civil servants’ remuneration, the fact of ignoring at a certain extent the level of responsibilities of a civil servant and the level of complexity of his/her work, lack of criteria for performance measurement, lower level of remuneration compared to private sector entities, Lack of due consideration of inflation factor when forming the amount of salary.
11 RECOMMENDATIONS increase in the salary of civil servants, contributing to the attraction of qualified specialists in the civil service system of Armenia and enhancement of competitiveness of civil servants’ remuneration, improvement of the scale serving as a basis for defining the basic salary of civil servants, improvement of the system of bonus payment to civil servants, introduction of a system of civil servants’ performance measurement, when defining the salary amount, duly consideration of the inflation factor.