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

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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

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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
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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
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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
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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
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Performance Appraisal Marks

• Excellent
• Good
• Satisfactory
• Usatisfactory

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