Efficiency Evaluation System of Administrative Civil Servants in Kazakhstan
Discover the evolution of administrative civil service in Kazakhstan through various stages of modernization and reforms. Learn how the country implemented evaluation systems, introduced new laws, and established ethical standards to enhance public service efficiency.
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Presentation Transcript
System of efficiency evaluation of administrative civil servants of the Republic of Kazakhstan
Kazakhstan has passed TWO stages of modernization: The first modernization of Kazakhstan took place a quarter century ago on the ruins of the USSR The second modernization began in 1997 with the adoption of Strategy-2030 and the creation of a new capital of Astana
The Law of the Republic of Kazakhstan "On Civil Service", adopted in 1999 was the first of a kind in the post-Soviet area, and initiated this consistent reform An authorized body - the Agency of the Republic of Kazakhstan for Civil Service Affairs - was established, its role was to pursue a unified policy in the civil service sphere
The next major stage of reform took place in 2013 An evaluation of civil servants effectiveness was introduced for the first time The implementation of observers and experts institution led to the transparent and open selection for civil service The posts of "senior" civil servants have been introduced The number of political employees has been reduced by 8 times
Since the beginning of 2016, the new Law "On Public Service of the Republic of Kazakhstan" has entered into force The procedure for entering the civil service by introducing a three-level recruiting system and application of a competence approach To increase motivation and efficiency of civil servants, performance based payment has been implemented by upgrading an evaluation system and linking it to a bonus system
The new Ethical Code A system for monitoring the observance of ethical standards through the implementing of the institution of the Ethics Officer (ethics advisor) It is is endowed with the functions of prevention, training and counseling of civil servants
In 2018 new approaches on assessment were developed The number of key performance indicators (hereinafter - KPI) is 5, with the exception of executive secretaries, whose assessment is based on priorities The size of the bonus of the administrative civil servant depends on the KPI of the structural unit and the KPI of the administrative civil servant for the reporting period
Planned activities 1. Implementation of KPIs up to the level of heads of structural divisions 2. Evaluating the heads of structural units, by use the 360 method, setting the appropriate weight in the overall assessment 3. Evaluate employees by the head of the structural unit using the forced ranking method 4. The assessment of employees based on the aggregate implementation of quarterly tasks and on the basis of the Unified Framework of Competencies
