Performance appraisal of civil servants in Azerbaijan Republic Baku, 10 October 2012

Legal basis of service performance appraisal

Activities conducted by the Commission  Project has been prepared on “Rules of service performance appraisal of civil servants”  Pilot project has been applied in two state institutions (central and local executive authorities)  Civil servants received trainings  Methodical resource – audio – video presentation has been prepared and posted on the internet site of the Commission

Objective of service performance appraisal of civil servant

Service performance appraisal Calendar Period Who is appraised? Civil servants holding administrative positions Who is appraising? Immediate manager

Service performance appraisal What is appraised?  Implementation level of yearly considered events (tasks)  Required competences (criteria)

Service performance appraisal How is appraised?  Individual work plan is complied  Immediate manager analyses the performance of civil servant quarterly and makes special comments  Base on the quarterly results meets with civil servant  The necessary direction is given for the following quarters and measures are taken for resolving challenges and constrains  The interview held between the immediate manager and employee during the final evaluation

Service performance appraisal Appraisal on the tasks basis  2-6 tasks are determined per year in the Individual Activity Plan  The deadlines are considered  The measurement criteria is shown for the expected results (target) and its appraisal  In July of each year the tasks, implementation deadlines and measurement criteria are reviewed again

Criteria All civil servants Leader civil servants 1Vocational knowledge++ 2Attitude to the service positions++ 3Ability to analyze, problem-solving and decision making ++ 4 Creativeness and initiative++ 5Labor discipline++ 6Working experience and sharing such experience ++ 7Team-working ability, sociability, inter-employee relations ++ 8Management+ 9Team building skills+ 10Impact ability and inspire inside the team + 11Forecasting+

Service performance appraisal Appraisal results  Included in Civil Servants Register  Provided to the Civil Service Commission under the President of Azerbaijan Republic

Excel lent (5) Good (4) Satisf actor y (3) Non satisf actor y (2) Separate appraisal is conducted in accordance with tasks and skills Service performance appraisal Common appraisal Average score for tasks Average score for criteria /2 /2

Performance appraisal Wages Additional education Service promotion Rotation Dismissal Motivation

Main issues in the future during “transition period”:  Establishment of working and effective mechanism  Confidence building to the system and participants  Participants adaptation  Achievement of objective and professional appraisal  Escaping of formal approach  correct analysis of the results & maintenance of relations with other institutions  Control is not a punishment, but development tool

Thanks for the attention !