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Performance Appraisal and the Person a l Career development in the Montenegrin Public Administration

Performance Appraisal and the Person a l Career development in the Montenegrin Public Administration. T he Human Resources Management Authority of Montenegro. 10 – 12 October 2012 Baku, Republic of Azerbaijan. Legal Framework. The Law on CSSE (in force since 2004)/Secondary legislation

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Performance Appraisal and the Person a l Career development in the Montenegrin Public Administration

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  1. Performance Appraisal and the Personal Career development in the Montenegrin Public Administration TheHuman Resources Management Authority of Montenegro 10 – 12 October 2012 Baku, Republic of Azerbaijan

  2. Legal Framework • The Law on CSSE (in force since 2004)/Secondary legislation • Performance appraisal form adopted by HRMA • New Law on CSSE (implementation from 2013) • Secondary legislation (benchmarks and manner of PA of CSSE) TheHuman Resources Management Authority of Montenegro

  3. Purpose of Appraisal • Monitoring of the work of CSSE • Making proper decisions on their career development (promotion, recognition, but also termination of employment) TheHuman Resources Management Authority of Montenegro

  4. Achieved performance results Independence and creativity in performing the tasks Quality of cooperation established with parties and associates at work Quality of work organization in performing the tasks Other competences, skills and quality in performing the tasks Criteria of Performance Appraisal TheHuman Resources Management Authority of Montenegro

  5. Performance Appraisal Conduct • By whom is the appraisal conducted? • Immediate superior • The head of the body • 31 January of the current year for the previous year TheHuman Resources Management Authority of Montenegro

  6. Performance Appraisal Marks • Excellent • Good • Satisfactory • Usatisfactory TheHuman Resources Management Authority of Montenegro

  7. Manner of Performance Appraisal Purpose of establishing a working goals • Tasks and obligations should be clearly determined • Improvement of the motivation of CS • Provide feedback and information about the quality of work and fullfilment of the goals • Individual differences in the attitude, manner and needs of the employees TheHuman Resources Management Authority of Montenegro

  8. Notification of the mark • CSSE must be familiar with the final results of the performance appraisal (interview) • CSSE who disagrees with the PA, may within 8 days request the revision of the appraisal. The request must be in a written form and elaborated. • The revision is conducted by the commission ( the head of the body, superior and two CS). The CS my attend the work of the commission. • The mark is entered in the central personnel record TheHuman Resources Management Authority of Montenegro

  9. Performance Appraisal of the Managing Personnel • Performance Appraisal of the managing personnel is conducted by the head of the institution • Marks: satisfactory, unsatisfactory TheHuman Resources Management Authority of Montenegro

  10. Performance Appraisal Criteria • Organization of the work in the sectors or departments – strategic and current planning, the use of knowledge in different areas of work, management of human resources, assets and other resources, ability to adopt to the changes and provide relevant solutions and proposals • Management quality – relationship with the partners, transfer of knowledge and competences, the team work, control of work TheHuman Resources Management Authority of Montenegro

  11. Performance Appraisal Criteria • Level of established relations and cooperation with citizens, state authorities and other entities, non – governmental organizations and media • Other competences, skills, quality af the performing of the tasks – the use of modern means of labour, negotiation skills, ability to resolve problems and disputes TheHuman Resources Management Authority of Montenegro

  12. Outcomes of the perfomance Appraisal • Promotion (to higher rank or into a higher salary grade) • Rewords • Training to upgrade knowledge and skills • Termination of employment due to unsatisfactory performance TheHuman Resources Management Authority of Montenegro

  13. Promotion/Recognition • SCSE may be promoted into a higher position within the same grade, or into a higher grade if within the period of two years gets “excellent” performance appraisal mark. • Issued by the head of the state authority at the proposal of the immediate manager • SCSE may receive recognition for exceptional achievement in the work • The decision of the promotion/recognition is entered in the CPR TheHuman Resources Management Authority of Montenegro

  14. Next steps • Implementation of the New Law on CSSE • Passing a Secondary Legislation • Upgrading a system of the performance appraisal by the tendency of performing against goals • Establishing the obligation of keeping the regular and periodical reports by staff and a superior • Additional training of the managers for the better performance appraisal • Ensure effective functioning of the rewords and a promotion based on the appraisal • Permanent implementation of analyses and research on the effects of the appraisal in order to improve the whole process TheHuman Resources Management Authority of Montenegro

  15. THANK YOU! Jadranka Djurkovic Deputy Director HRMA jadranka.djurkovic@uzk.co.me www.uzk.co.me

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