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.

12 THANK YOU!