1. Brief presentation of the Portuguese reforms
First HRWG Meeting – 17th -18th September 2007
Noble Room of the Ministry of Finance and Public Administration-Lisbon

2. Main measures
restructuring program of state central administration (PRACE)
HR mobility system (SME)
new system of careers, legal status of employees and managers, remuneration (VCR)
integrated system of performance assessment in Public Administration (SIADAP)

3. PRACE guidelines
To rationalize structures in order to promote economies of expenses and gains of efficiency
To improve management and coordination
To reduce consultative and coordination committees
To reinforce the Governments’ technical support, specially in areas like legislative process, juridical information and new technologies (ICT’s)
GPEARI – strategic planning, evaluation and international relations
To concentrate resources management:
Organization of partnership services for functions and common activities
Certain types of common procedures are concentrated and managed on an entrepreneurial basis (public corporations)

4. Comparative data - number of structures

5. Comparative data - number of top managers

6. Redefinition of structures
New mobility framework
New mobility instruments
Flexible mobility procedures
Abolishing, merging or restructuring processes
HR measurement
Top managers are given new management instruments to evaluate and adjust the organizational structure and the existing HR

7. VCR – diagnosed problems
Career number: 1179
General careers
653
Special careers
119
Special corps
Single categories
407

8. VCR – diagnosed problems
General careers/ Special careers
1 scale
Several remuneration positions based on a single indicator
Special Corps:
one scale each;
each scale has its own indicator for determining remuneration positions
More than 522 different remuneration positions

9. VCR – diagnosed problems
multiple kinds of legal status;
excessive number of careers;
opacity of remuneration system, not related to:
Service output and managing options;
Budget options.
very rigid, not allowing for managing options;
automatic raises in many cases;
excessive relevancy of seniority.

10. New VCR: Legal status Only two types:
Labor contract for Public functions (CTFAP)
Special status (nomination) for functions related to sovereignty (Foreign affairs, Armed Forces, Security, Justice, Inspection)
It can end:
by mutual agreement and compensation
Two inadequate assessments – previous disciplinary procedure required

11. New VCR: Careers and remuneration
reduced number of careers
only 2 career types:
general and special
one remuneration scale
flexibility:
recruitment
salary
managing options
relevant impact of assessment (SIADAP)

12. integrated system of performance assessment SIADAP (current model)
Middle managers
Employees
Incomplete
Complex
Bureaucratic

13. integrated system of performance assessment SIADAP (new model)
Subsystem of
Performance
Assessment
Services
SIADAP 1
Subsystem of
Performance
Assessment
Managers
SIADAP 2
Subsystem of
Performance
Assessment
Employees
SIADAP 3

14. SIADAP General principles Coherence and integration
Accountability and development
Universality and adaptability
Transparency and impartiality
Effectiveness and efficiency
Quality oriented;
Comparability: use of performance indicators for comparison with national and international standards;
Publicity of assessment (services); confidentiality of assessment (managers and employees)
Participation of managers and employees in the process

15. SIADAP: main issues
SIADAP 1, 2 and 3 work in a integrated way, based on coherence of goals fixed on planning level, goals fixed in the service’s managing cycle, goals fixed in the mission charter and goals fixed to middle managers and employees
Performance Indicators
Self appraisal and external appraisal
GPEARI and SCI role

16. SIADAP 1
Goal type
Concrete Goals
Assessment
Effectiveness goals
Proposed by the service and approved by GM
Surpassed
Reached
Not reached
Efficiency goals
Quality goals
It operates in the context of a Reference Frame, using performance indicators, and monitored by GPEARI

17. SIADAP 1 final assessment
Good
Reached all goals, surpassed some
Satisfactory
Reached all goals, or more relevant goals
Insufficient
Did not reach the relevant goals
In each ministry a Merit distinction can be awarded among services assessed with “Good”, recognizing Excellent Performance (meaning it surpassed all goals)

18. SIADAP 1 assessment impact
It must be taken in account for
Budget options
Options and priorities for next year’s managing cycle
Appraisal of top managers
“Excellent” determines, for 1 year
Larger quota for excellent and relevant assessments (HR).
Larger endowment for raises or performance bonus
Larger endowment for new projects

19. Quota for excellent (in each Ministry) Impact of assessment
SIADAP 2– top managers
Parameters
Mission charter
Leadership competencies
Service appraisal
Quota for excellent (in each Ministry) 5%
Impact of assessment
Tenure
Bonus

20. SIADAP 2 – middle level managers
Parameters
Outcome in view of goals previously fixed to the unit (75%)
Competencies (25%)
3 assessment levels
Relevant performance
Adequate performance
Inadequate performance
Quota for:
relevant (25%) and
excellent (5% of relevant)
Impact of assessment
Tenure
Bonus

21. SIADAP 3 Parameters 3 assessment levels Quota for:
Outcome in view of goals previously fixed (aligned with the unit and the service)
Competencies
3 assessment levels
Relevant performance
Adequate performance
Inadequate performance
Quota for:
relevant (25%) and
excellent (5% of relevant)
Impact of assessment
Pay (it depends also on budget)
Change in salary position or
bonus: 1*monthly wage (for excellent and relevant)
Vocational training
Extra holidays

22. Thank you for your attention