1. 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

2. 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

3. 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

4. Civil servants evaluation in Ukraine Annual evaluation Attestation (one in three years)

5. 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

6. 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.

7. 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)

8. 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.

9. 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 extension of stay in civil service Formation of Personnel Reserve ? ?

10. 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 Annual evaluation Attestations

11. Staff turnover in the civil service in Ukraine

12. 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

13. 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

14. E-mail: Yuriy.Pizhuk@guds.gov.ua THANK YOU FOR ATTENTION!