1. Appraisal of Civil Servants in the Republic of Lithuania: achievements and challenges Indre Buteniene Expert in Kaunas University of technology Head of the Unit of Strategic planning in Klaipeda City Municipality Head of Klaipeda City Integrated Investment territory Local Action Group (LAG)

2. Klaipėda area - 98,35 sq. km; population ~ 160 000

4. Civil Servants in Lithuania ~2,9 million inhabitants, ~52 thousand civil servants; Office of the President of the Republic, Office of the Seimas (Parliament), Office of the Government, ministries, agencies, police, army, municipalities etc.

5. Civil Servants in Lithuania Groups of civil servants: - career civil servants, - civil servants of political confidence, - heads of institutions, - acting civil servants.

6. Civil Servants in Lithuania Levels of civil service positions: - level A (requires higher university education) - level B (requires higher non-university or college-level education) - level C (requires secondary education).

7. Civil Servants in Lithuania Scale of 20 categories: - Category 20 ranking as the highest, - Category 1 ranking as the lowest.

8. Civil Servants in Lithuania Three qualification classes: Third (15%); Second (30%); First (50%)

9. Problems with civil service in Lithuania  Bad image of civil servants;  Lack of flexibility in laws;  Not attractive for young professionals;  Lack of competences to manage organizations in changing enviroment.

10. Principles of Evaluation of Civil Servants and their Performance Appraisal Purpose – evaluation of the performance results and qualification; Evaluation is performed at the end of each calendar year; Terms of evaluation: “excellent”, “good” or “unsatisfactory”; Evaluator - civil servant’s immediate superior; Performance of the head of an institution is being evaluated by the appointing authority.

11. Evaluation commission If the performance of a civil servant is evaluated as excellent or unsatisfactory, the civil servant is being evaluated by an evaluation commission.

12. Evaluation commission Evaluation commission is set up by the head of a state or municipal institution or agency; Head of the agency for civil service management sets up evaluation commission for heads of institutions, auditors, members of an evaluation commissions and civil servants in categories 18-20.

13. Evaluation commission The director of a municipal administration municipal controller and members of the evaluation commission of civil servants of municipal institutions or agencies are being evaluated by the evaluation commission set up by a municipal council.

14. What are criteria for appraisal? Qualifications? Fulfillment of the plans? Results? Positive reviews? Good relationships?

15. Klaipeda City Municipality Case At the end of 2014 Klaipeda city municipality has been announced the best (most effective) municipality in Lithuania for the 4 th consecutive year by Lithuanian Free Market Institute (Study of Lithuanian Municipalities Index)

16. Klaipeda City Municipality Case We believe - strategic planning is a core of organization and also a basis for civil servants appraisal.

17. System of Strategic Planning documents Klaipėda City strategic development plan for 2013-2020 Klaipėda City strategic development plan for 2013-2020 National level strategic plans Regional level strategic plans Klaipėda City Municipality strategic action plan (duration – 3 years) Special development programmes of municipal sectors Klaipėda city master plan and other documents of spatial planning Annual action plan of Klaipėda City Municipality administration Annual action plans of budgetary institutions, municipal agencies and companies Klaipėda city municipality financial plans (annual budget, funds)

18. What is the link between strategic planning and civil servants appraisal? At the end of each calendar year each employee gets personal tasks related to implementation of strategic planning documents; Every project of activity has his own responsible person; Every year monitoring of strategic planning documents is performed; One of the most important criteria of appraisal is how the employee achieved the results set for him is strategic plans.

19. Other methods we use for appraisal Reviews of the customers (we perform surveys each year); Reviews of the colleagues; CAF (Common Assesment Framework).

20. Trends for reforms Particular attention must be paid to top managment level!

21. Trends for reforms Idea of senior civil service: highly qualified non political personnel for high and top level management positions in national public service. Idea of effective competition with purpose to recruit the best managers.

22. Trends for reforms What shall be improved in national public service: - recruitment system (recently IQ tests and tests of leading abilities changed former system of law knowledge tests), - responsibility for results, - competency managment, - development of abilities and capabilities, - rotation of top managment (cadency), - performance assessment.

23. Thank you for attention! indre.buteniene@klaipeda.lt E-mail: