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Performance Appraisal and the Personal Career development in the Montenegrin Public Administration

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Title: Performance Appraisal and the Personal Career development in the Montenegrin Public Administration


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

2
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3
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)

The Human Resources Management Authority of
Montenegro
4
Purpose of Appraisal
  • Monitoring of the work of CSSE
  • Making proper decisions on their career
    development (promotion, recognition, but also
    termination of employment)

The Human Resources Management Authority of
Montenegro
5
Criteria of Performance Appraisal
  • 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

The Human Resources Management Authority of
Montenegro
6
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

The Human Resources Management Authority of
Montenegro
7
Performance Appraisal Marks
  • Excellent
  • Good
  • Satisfactory
  • Usatisfactory

The Human Resources Management Authority of
Montenegro
8
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

The Human Resources Management Authority of
Montenegro
9
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10
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11
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12
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

The Human Resources Management Authority of
Montenegro
13
Performance Appraisal of the Managing Personnel
  • Performance Appraisal of the managing personnel
    is conducted by the head of the institution
  • Marks satisfactory, unsatisfactory

The Human Resources Management Authority of
Montenegro
14
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

The Human Resources Management Authority of
Montenegro
15
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

The Human Resources Management Authority of
Montenegro
16
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

The Human Resources Management Authority of
Montenegro
17
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

The Human Resources Management Authority of
Montenegro
18
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

The Human Resources Management Authority of
Montenegro
19
  • THANK YOU!
  • Jadranka Djurkovic
  • Deputy Director HRMA
  • jadranka.djurkovic_at_uzk.co.me
  • www.uzk.co.me
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