Professionalism of performance assessment

Legislation provides for a performance assessment against objectives aligned with the job functions and organisational objectives

Review of legislation about the performance appraisal of public servants in the central government administration. Both primary and secondary legislation are analysed. For the assessment, only general legislation on the public service is analysed. It may include a law on the civil service, and/or the general law on the public service, if it exists. Provisions of the labour law that may apply to performance assessment of public servants are only considered if there is an explicit reference to them in general legislation on the public service, or if the labour law is the general law regulating employment in the public service. Special legislation that may apply to some groups of public servants in the central government administration is not considered for the analysis. If there are separate provisions regulating performance appraisal in top management public service positions, they are excluded from the analysis. The analysis must determine whether legislation includes the obligation to assess individual performance against objectives that must be aligned with the job functions and organisational objectives.

Public servants must be informed at the beginning of the assessment period about the objectives on which they will be evaluated

Review of legislation about the performance appraisal of public servants in the central government administration. Both primary and secondary legislation are analysed. For the assessment, only general legislation on the public service is analysed. It may include a law on the civil service, and/or the general law on the public service, if it exists. Provisions of the labour law that may apply to performance assessment of public servants are only considered if there is an explicit reference to them in general legislation on the public service, or if the labour law is the general law regulating employment in the public service. Special legislation that may apply to some groups of public servants in the central government administration is not considered for the analysis. If there are separate provisions regulating performance appraisal in top management public service positions, they are excluded from the analysis. The analysis must determine whether legislation establishes the obligation to inform the public servants of the objectives on which they will be evaluated at the beginning of the assessment period. For example, in annual performance assessment cycles, objectives must be communicated no later than December of the previous year or in January of the year during which the performance will be assessed.

Interviews between public servants and their managers are compulsory

Review of legislation about the performance appraisal of public servants in the central government administration. Both primary and secondary legislation are analysed. For the assessment, only general legislation on the public service is analysed. It may include a law on the civil service, and/or the general law on the public service, if it exists. Provisions of the labour law that may apply to performance assessment of public servants are only considered if there is an explicit reference to them in general legislation on the public service, or if the labour law is the general law regulating employment in the public service. Special legislation that may apply to some groups of public servants in the central government administration is not considered for the analysis. If there are separate provisions regulating performance appraisal in top management public service positions, they are excluded from the analysis. The analysis must determine whether legislation establishes that at least one compulsory meeting between each public servant whose performance is appraised, and the respective manager is part of the performance appraisal process aimed at discussing results.

Performance appraisals are linked to measures designed to enhance professional achievement

Review of legislation about the performance appraisal of public servants in the central government administration. Both primary and secondary legislation are analysed. For the assessment, only general legislation on the public service is analysed. It may include a law on the civil service, and/or the general law on the public service, if it exists. Provisions of the labour law that may apply to performance assessment of public servants are only considered if there is an explicit reference to them in general legislation on the public service, or if the labour law is the general law regulating employment in the public service. Special legislation that may apply to some groups of public servants in the central government administration is not considered for the analysis. If there are separate provisions regulating performance appraisal in top management public service positions, they are excluded from the analysis. The analysis determines whether legislation establishes a link between the results of performance appraisals and decisions on training, mobility, and promotion of public servants.

Performance appraisal is applied to eligible public servants (%)

The number of public servants appraised during the last full calendar year divided by the number of public servants that were eligible for appraisal in the same period, expressed as a percentage. Data relates to the central government administration only. If there are several assessment cycles within the year (e.g., each semester, or each quarter), the number of public servants who were appraised in each cycle is added up, and it is divided by the sum of public servants that were eligible for appraisal in each cycle. If centralised data, at least for public servants in the central government administration subject to the general public/civil service legislation does not exist, or it is incomplete (i.e., data for some central government administration bodies, or groups of public servants in the central government administration subject to the general public/civil service legislation is missing), 0 points are awarded. Points are allocated based on the performance appraisal rate (x): • x < 70% = 0 points • 70% ≤ x < 95% = linear function • x ≥ 95% = 3 points.

Perceived practice of setting performance objectives (%)

Analysis of survey responses from a sample of public servants in the central government administration whose performance was assessed at least once in the last two calendar years. They were asked the following question: “Before the beginning of the last evaluation period, did someone set your performance objectives with you? Answers options are: Yes, No, Do not know, Prefer not to answer. Points are allocated based on the percentage of respondents who replied “Yes” to the survey question (x): • x < 10% = 0 points. • 10% ≤ x < 90% = linear function. • x ≥ 90% = 2 points.

Perceived practice of performance interviews (%)

Analysis of survey responses from a sample of public servants in the central government administration whose performance was assessed at least once in the last two calendar years. They were asked the following question: “After the end of your last evaluation period, did your superior or someone else discuss the results of your performance evaluation with you?”. Answers options are: Yes, No, Do not know, Prefer not to answer. Points are allocated based on the percentage of respondents who replied “Yes” to the survey question (x): • x < 10% = 0 points. • 10% ≤ x < 90% = linear function. • x ≥ 90% = 2 points.

Balance in the distribution of performance ratings

The number of public service performance appraisal results in the central government administration falling within the higher rating categories in the last full calendar year is divided by the total number of performance appraisal results within the same scope and period. The result is expressed as a percentage. “Higher rating categories” is defined as those above the central rating categories. If centralised data, at least for public servants in the central government administration subject to the general public/civil service legislation does not exist, or it is incomplete (i.e., data for some central government administration bodies, or groups of public servants in the central government administration subject to the general public/civil service legislation is missing), 0 points are awarded. Points are allocated based on the performance appraisal rate (x): • x > 60% = 0 points • 40% < x ≤ 60% = linear function • x ≤ 40% = 6 points.

Perceived impact of performance assessment on improving employee performance (%)

Analysis of survey responses from a sample of public servants in middle-level management positions in the central government administration. They were asked: “Now more generally for the whole institution where you work, to what extent do you agree with the following statement: Performance evaluation in my institution has improved employees’ performance by identifying their strengths and weaknesses.” Answer options are: Strongly disagree, Tend to disagree, Neither agree nor disagree, Tend to agree, Strongly agree, Do not know, Prefer not to answer. Points are allocated based on the percentage of respondents who replied “Tend to agree” or “Strongly agree” to the survey statement (x): • x < 10% = 0 points. • 10% ≤ x < 90% = linear function. • x ≥ 90% = 2 points.

Perceived consequences of underperformance (%)

Analysis of survey responses from a sample of public servants in the central government administration. Public servants were asked to choose one answer to the following question: “In my organisation, poor performers usually:”. Answer options are: Stay and improve their performance over time, Stay and continue to underperform, Leave because they are removed or transferred, Leave because they quit, There are no poor performers, Prefer not to answer. Points are allocated based on the percentage of respondents who replied “Stay and continue to underperform” to the survey statement (x): • x > 40% = 0 points. • 0% < x ≤ 40% = linear function • x = 0% = 2 points