1 International Conference Performance Appraisal of Civil Servants: Experience of Moldova Tamara Gheorghita Head of Personnel Policy Division, State Chancellery

2 Issues addressed  Legal Framework  Key Information  What is appraised  Stakeholders  Appraisal Scheme  Decisions based on appraisal results  Appraisal Effects  Results in 2009

3 Legal Framework  Law on the public office and status of civil servant (in effect since ) – main provisions on appraisal  Draft Regulation (Prime Minister Decree ) – performance appraisal procedure

4 Key Information  Performance Appraisal: piloted for the first time in 2009 applied to all categories of civil servants, except for those with specific status replaces attestation  Appraisal of top level management civil servants differs from that of management and executorial civil servants  Performance appraisal is conducted on a yearly basis  Results of performance appraisal can be challenged

5 What is appraised  Degree to which the individual objectives are achieved based on quantitative and qualitative performance indicators – 3-5 objectives set in a participatory way  Degree to which professional skills and behaviors, as described in appraisal criteria, are used to achieve objectives – Appraisal criteria differ depending on the categories of civil servants

6 6 Appraisal Criteria 1. managerial competence 2. decision making skills 3. professional skills 4. efficacy and efficiency 5. creativity 6. communication and representation for top management / management civil servants

7 7 Appraisal Criteria 1. professional skills 2. proactive attitude and initiative 3. efficacy and efficiency 4. quality of work 5. team work skills 6. communication for executorial civil servants

8 Appraisal Ratings  very good  good  satisfactory  unsatisfactory Work Objectives 50% Appraisal Criteria 50% Appraisal Rating

9 Stakeholders in Appraisal Top management civil servant Head of the public authority Appraisal Commission Secretariat of Appraisal Commission de conducere de nivel superior of top management civil servants

10 Stakeholders in Appraisal  Management/executorial civil servant  Appraiser – direct manager of the appraised civil servant  Countersigner – direct manager of the appraiser  Head of the public authority  Human Resource Service of management /executorial civil servants

11 Appraisal Scheme

12 Decisions based on appraisal results  Promoting, maintaining or retrograding on salary steps  Promotion to a higher position  Awarding a higher qualification grade  Dismissal  Training Needs Assessment

13 Appraisal Effects  Motivation and retaining of good performers  Development of managerial, professional and personal skills of civil servants  Early identification and overcoming of barriers in achieving objectives  Development of a result-driven organizational culture in civil service

14 Results in 2009 – total, in %

15 Results in 2009 – by categories, in %

16 Results in 2009 – CPA/LPA, in %

17 Activities  Examination  own experience  experience of other countries  Drafting and piloting  positive aspects/achievements  negative aspects/difficulties/challenges  Analysis and lessons learned  own experience  experience of other countries  Improvement  Implementation

18 Performance Appraisal