Performance Appraisal System in Civil Service: Ensuring Efficiency and Growth
The aim of performance appraisal in the civil service of Georgia is to ensure effectiveness and efficiency, stimulate professional growth, and support European standards. Results show high ratings and challenges like lack of organizational plans and confidentiality violations. Recommendations include defining competences, adjusting appraisal cycles, and introducing self-evaluation systems.
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Presentation Transcript
Performance Appraisal System in Civil Service in Georgia Prof. Dr. Catherine Kardava Head of the Civil Service Bureau 26 SEPTEMBER 2019
THE AIM OF PERFORMANCE APPRAISAL IS TO Ensure effectivenessand efficiencyof the civil service of Georgia Stimulate continuous professional growthand development of civil servants Support approximationof Georgian civil service system towards European standards 26/09/2019 2
THE AIM OF PERFORMANCE APPRAISAL IS TO Support merit based career advancement Serve as a motivation instrument Create ground for a number of other legal consequences 26/09/2019 3
PERFORMANCE APPRAISAL RESULTS 2018 Satisfactory 1% Excellent 41% Good 58% Excellent Good Satisfactory Non-satisfactory 26/09/2019 5
CHALLENGES Absence of institutional/organizational development plans Lack of knowledge and experience Violation of confidentiality of employee s performance assessment results Inconsistency of interpretations Inflation of the assessment 26/09/2019 6
RECOMMENDATIONS AND FUTURE PLANS Define competences and explain the performance appraisal rating in more details Define appraisal cycle as 12 months period of performance instead of calendar year Introduce self-evaluation system Civil servants who are on leave should perform job responsibilities no less than 6 months to become subject to performance appraisal 26/09/2019 7
THANK YOU FOR YOUR ATTENTION! www.csb.gov.ge / info@csb.gov.ge 26/09/2019
