1. Performance Appraisal of Civil servants in Georgia Anti-corruptional Dimension Irina Aghapishvili Chief Specialist at the Civil Service Reform and Development Department Civil Service Bureau of Georgia

2. In this Presentation: Content Methods Used InterviewsOutcomeConclusions 2

3. Content Introduction Georgian Context Review of the Legislation Recommendations for Improvements Summary of Interviews with Experts Conclusions 3

4. Legislation The Law on Civil Service of Georgia Decree #411 on the Approval of Rules for Conducting Attestation of Civil Servants Decree #449 on determination of the Amount for Distributing Bonuses in Public Institutions Decree #412 on Approval of the Procedure of Holding Competitions, as Prescribed by the Law of Georgia on Civil Service

5. Methods Used Analysis of the Legislation Expert Polls 1.Questionare 2.Interviews 3.Analysis Elaboration of recommendations 5

6. Interviews Five Respondent The choice on the experts were made partly based on the involvement in the ongoing civil service reform and also taking into consideration the qualification and experience in the field Ms. Catherine Kardava Ms. Mary Gabashvili Ms. Tamta Tsotskhalashvili Ms. Ekaterine Siradze Mr. David Gunashvili 6

7. Outcome of Analysis no standardised performance evaluation systems in Georgian governmental institutions and agencies Attestation - Critically acclaimed 7

8. Outcome of Analysis Attestation: First, it does not properly assess the performance of a civil servant. Second, if this process were to assess the performance of an individual against targets, the three-year period between attestations is too long according to comparative standards. Finally, public authorities conduct attestation almost in the same way as a competition, i.e. through examinations and interviews. 8

9. Outcome of Analysis The training and professional development foreseen under the concept requires both on central as well as local self-government levels to foresee the expenses in the institution’s budget. To effectively run the training process, individual training needs and areas should be identified. Performance evaluation system under the concept is important to solve this issue. This goes in hand with the anti- corruption policy, however seems to be less relevant in Georgia, have already undertaken main steps in elimination of such practice. 9

10. Outcome of Analysis need: clear, fair, transparent and accessible performance appraisal system contribute a lot in minimizing the risk of nepotism or other acts of corruption. 10

11. Conclusion Georgian civil service is in need of having modern performance appraisal system of civil servants generally regulated in law. What is the most important thing here is that this approach is commonly shared on all levels and a lot of activities have already been undertaken.

12. iaghapishvili@csb.gov.ge iaghapishvili@gmail.com “Thank you for Attention”