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REPUBLIC OF ALBANIA MINISTRY OF INTERIOR DEPARTMENT OF PUBLIC ADMINISTRATION

INDIVIDUAL PERFORMANCE APPRAISAL OF CIVIL SERVANTS ALBANIA BY: SUZANA KOSTA Koordinator of DoPA. REPUBLIC OF ALBANIA MINISTRY OF INTERIOR DEPARTMENT OF PUBLIC ADMINISTRATION. ACTUAL SYSTEM IN ALBANIA. The general structure is in compliance with the modern concepts/ideas;

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REPUBLIC OF ALBANIA MINISTRY OF INTERIOR DEPARTMENT OF PUBLIC ADMINISTRATION

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  1. INDIVIDUAL PERFORMANCE APPRAISAL OF CIVIL SERVANTSALBANIABY: SUZANA KOSTA Koordinator of DoPA REPUBLIC OF ALBANIA MINISTRY OF INTERIOR DEPARTMENT OF PUBLIC ADMINISTRATION

  2. ACTUAL SYSTEM IN ALBANIA • The general structure is in compliance with the modern concepts/ideas; • It is based on specific objectives and fundamental competences.

  3. EVALUATION FORM Section A Employee’s generalities; Section B Position’s objectives and performance avaluation based on accomplishments of these objectives; Section C Performance evaluation based on main competences; Section D Overall comments of reporting and countersigning officers; Section E Employee’s signature.

  4. EVALUATION AND REMUNERATION LEVELS OF EVALUATION • Very good (1) - 1 (of monthly salary) • Good (2) - 0.7 • Satisfactory (3) - 0.5 • Unsatisfactory (4) - 0

  5. HIERARCHY OF THE SYSTEM • Reporting Officer – to ensure that employee’s objectives are in compliance with the orientation criteria and contribute to achieving the general work objective; • Countersigning Officer– to ensure an objective evaluation of the employee and make this evaluation reflect the criteria of general policy; • Authorizing Officer– to ensure that the group of civil servants, to whom he acts in the role of AO, is properly and objectively evaluated.

  6. Reporting Officer Countersigning Officer Authorizing Officer Head of Sector Director General Secretary EXPERT EVALUATION

  7. Reporting Officer Countersigning Officer Authorizing Officer Director General Secretary General Secretary HEAD OF SECTOR EVALUATION

  8. Reporting Officer Countersigning Officer Authorizing Officer General Secretary Minister Minister DIRECTOR EVALUATION

  9. Reporting Officer Countersigning Officer Authorizing Officer Minister Minister Minister GENERAL SECRETARY EVALUATION

  10. ROLE OF GENERAL SECRETARY & HR DIRECTORATE • GS – responsible for performance evaluation system and reviewing employees complaints on evaluation; • HRD – responsible for the technical administration of the evaluation system; monitoring the evaluation process of progress at work; technical advises; close contacts with the general secretary.

  11. Complaints • All employees have the right of complaint; • As a rule, the disagreement shall be solved through discussion between the reporting and countersigning officers; • If not, an official complaint shall be made, in writing, within 10 days from the date of the evaluation; • The General Secretary takes a decision and informs in writing, the employee that presented the complaint.

  12. POSSIBLE IMPROVMENTS TO THE SYSTEM (SNRAP) • Agreement between superior and subordinate on the latter's objectives; • Self-evaluation; • Superior and colleague evaluation; • Self-development plan;

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