EVULATION OF RESULTS OF WORK OF CIVIL SERVANTS

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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
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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

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Performance Evaluation

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

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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.

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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)

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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.
  

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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
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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
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Staff turnover in the civil service in Ukraine
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The objectives of reforming the evaluation of
civil servants in Ukraine

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

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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_at_guds.gov.ua
THANK YOU FOR ATTENTION!