© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Workshop on “Building a Professional Civil Service in Kosovo” June 2008 – Pristina Recruitment, Promotion, Mobility and Performance Appraisal Standards for a Professional Civil Service Julio Nabais OECD/GOV/SIGMA

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Overview 1. Common aspects 2. Recruitment 3. Promotion 4. Mobility 5. Performance appraisal

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU 1. Common Aspects

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Basic Conditions for a Good Public Management System  A well structured system (clear missions; clear roles; organisation; working conditions; etc.)  Good management capacity (legal framework; management tools; accountability; result- oriented; etc.)  Qualified and motivated staff (well recruited; trained; fair salaries; committed; etc.)

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Saying it differently… Hardware + Software + Heartware

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU A professional civil service must be:  Merit-based  Loyal (mainly regarding the Constitution and the law)  Impartial  Honest  Transparent  Client-oriented  Accountable

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU 2. Recruitment

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Main Principles for Recruitment:  Right to equal access [no discrimination]  Merit [the best candidate] [competition through fair and transparent procedures]

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Equal access vs. Merit Equal access Merit Equal access Career-based system competition based on knowledge/qualifications Position-based system competition based on competences

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU General guarantees for a merit- based system of recruitment  Open competition  Public announcement (official gazette; newspapers; electronic publication; etc.)  Neutrality of the recruitment committee  Objectivity of criteria and transparent procedures  Right to be appointed / contracted  Right to appeal (judicial review)

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Some “exceptions”…  Elected officials  Political advisers  Positive discrimination  Internal mobility

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU A special case: senior managers  Are systems converging?  A hybrid system (political / administrative trade-off)  A priority and relevant issue everywhere…  …but still a sensitive issue (how to manage it?)

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Recruitment of contractual staff  Permanent staff -Following similar rules and procedures as for CS or -More flexible schemes, ensuring public announcement, fairness, transparency, appeal rights  Under fixed-term contacts -Flexible schemes, ensuring public announcement, fairness, transparency, appeal rights …in any case, it is public employment!

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Other relevant issues to be considered  Centralisation / de-centralisation  Specialisation  Independence  Quality  Costs  Responsibility  Planning  Internal / external  Promotion / Mobility/ redundancy / refreshing / new competences  Budget savings  Quality  Monitoring system  e-Recruitment  General and specific requirements  Probationary period / training

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU 3. Promotion

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Promotion vs. Salary Progression Promotion Higher position within the career (vertical) New responsibilities / more demanding Based on merit, seniority & new competences (training) Social recognition Motivation factor Progression Same position / different rank (horizontal) No changes in functions & responsibilities Salary progression Based on seniority & performance Motivation factor

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Promotion in career-based systems  The same basic principles as for recruitment  Right to career development  Equal opportunities  Open competition (usually, only internal competition)  Public announcement  Objectivity in the selection procedure  Right to appeal  Methods  Tests  CV scrutiny  Training  Interviews  Requirements  Seniority  Performance appraisal  Training

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Promotion in position-based systems  In principle, “promotion” as a concept is not used (no right to “career” development)  When used, almost the same basic principles as for recruitment  Equal opportunities  Open competition (could be internal and external)  Public announcement  Objectivity in the selection procedure  Right to appeal  Methods  Tests  CV scrutiny  Training  Interviews  Requirements  Seniority / professional experience  Performance appraisal  Training

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU 4. Mobility

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Different M eanings & Possibilities  Voluntary / compulsory  Temporary (secondments) / definitive (transfers)  Inter-professional / inter-departmental  Between different levels of administration (central, regional, local)  Geographical mobility – incentives  International mobility Mobility management: Central capacity e-mobility

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Important for…  Adjusting the working force in PA  Avoiding / reducing redundancy  Reducing budgetary costs  Developing career possibilities  Increasing competences  Improving performance  Fighting against corruption  Personal & family reasons  …

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU 4. Performance Appraisal

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Performance Appraisal Objectives  For the organisation  To improve overall effectiveness  To improve HRM  To motivate staff  To assess training needs  For the employee  Information on how his/her activity and behaviour are perceived by the organisation (feedback)  To improve communication with his/her superiors  To assess his/her potential and capacity / need for improvement (strengths & weaknesses)  Opportunity for rewards

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Main Principles and Guarantees  A right (employee) & a duty (managers)  Linked to the established (agreed…) objectives  Participation  Fairness and objectivity of the criteria  Structured (due procedure) and regular (yearly, every 2 years,…)  Right to appeal  Consequences:  Rewards (career and rank advancement; bonuses; …)  Penalties (career delayed; no bonuses; dismissal; …) Performance appraisal & Performance-related pay

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Main risks to be considered  Poor quality of the legal framework  Politicisation / patronage  Weakness of the HRM system (rules; co-ordination; needs; training; monitoring; etc.)  Lack of capacities/ competences to manage processes (recruitment and promotion; performance appraisal; mobility; etc.)  Weakness of the control system (administrative & jurisdictional)  Lack of attractiveness

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Thank you Falemenderit shumë XBAЛ A ЛEПO