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International Conference

Performance Appraisal of Civil Servants:

Experience of Moldova

Tamara GheorghitaHead of Personnel Policy Division, State Chancellery

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Issues addressed

Legal Framework Key Information What is appraised Stakeholders Appraisal Scheme Decisions based on appraisal results Appraisal Effects Results in 2009

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Legal Framework

Law on the public office and status of civil servant (in effect since 01.01.2009) – main provisions on appraisal

Draft Regulation (Prime Minister Decree ) – performance appraisal procedure

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Key Information

Performance Appraisal:• piloted for the first time in 2009 • applied to all categories of civil servants,

except for those with specific status • replaces attestation

Appraisal of top level management civil servants differs from that of management and executorial civil servants

Performance appraisal is conducted on a yearly basis

Results of performance appraisal can be challenged

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What is appraised

Degree to which the individual objectives are achieved based on quantitative and qualitative performance indicators –

3-5 objectives set in a participatory way

Degree to which professional skills and behaviors, as described in appraisal criteria, are used to achieve objectives –

Appraisal criteria differ depending on the categories of civil servants

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Appraisal Criteria

1. managerial competence

2. decision making skills

3. professional skills

4. efficacy and efficiency

5. creativity

6. communication and representation

for top management / management civil servants

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Appraisal Criteria

1. professional skills

2. proactive attitude and initiative

3. efficacy and efficiency

4. quality of work

5. team work skills

6. communication

for executorial civil servants

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Appraisal Ratings

very good

good

satisfactory

unsatisfactory

Work Objectives

50%

Appraisal Criteria

50%

Appraisal Rating

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Stakeholders in Appraisal

•Top management civil servant

•Head of the public authority

•Appraisal Commission

•Secretariat of Appraisal Commission

de conducere de nivel superior of top management civil servants

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Stakeholders in Appraisal

Management/executorial civil servant Appraiser – direct manager of the

appraised civil servant Countersigner – direct manager of

the appraiser Head of the public authority Human Resource Service

of management /executorial civil servants

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Appraisal Scheme

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Decisions based on appraisal results

Promoting, maintaining or retrograding on salary steps

Promotion to a higher position

Awarding a higher qualification grade

Dismissal

Training Needs Assessment

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Appraisal Effects

Motivation and retaining of good performers

Development of managerial, professional and personal skills of civil servants

Early identification and overcoming of barriers in achieving objectives

Development of a result-driven organizational culture in civil service

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Results in 2009 – total, in %

29.7%

64%

6% 0.3%

Very Good

Good

Satisfactory

Unsatisfactory

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Results in 2009 – by categories, in %

44

3.2 0.4

68.3

70.3

52.4

24.4

0

10

20

30

40

50

60

70

80

Very Good Good Satisfactory Unsatisfactory

Management civil servants

Execution civil servants

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Results in 2009 – CPA/LPA, in %

28,3

0,1

31,2

63,1

0,5

65

6,6 5,2

0

10

20

30

40

50

60

70

CPA

LPA

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Activities

Examinationown experienceexperience of other countries

Drafting and pilotingpositive aspects/achievementsnegative

aspects/difficulties/challenges

Analysis and lessons learnedown experienceexperience of other countries

Improvement Implementation

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Performance Appraisal