CIVIL SERVANTS PERFORMANCE EVALUATION IN LITHUANIA CIVIL SERVICE DEPARTMENT UNDER THE MINISTRY OF THE INTERIOR2012.

CIVIL SERVANTS PERFORMANCE EVALUATION IN LITHUANIA

CIVIL SERVICE DEPARTMENT UNDER THE MINISTRY OF THE INTERIOR 2012

Evaluation of Civil Servants Evaluation of Civil Servants Performance is regulated byPerformance is regulated by

• The Law on Civil Service of the Republic of Lithuania

• Civil Servants Evaluation Rules approved by the Government of the Republic of Lithuania

CIVIL SERVICE DEPARTMENT UNDER THE MINISTRY OF THE INTERIOR

EvaluationEvaluation• Regular evaluation (during a calendar year) of

the civil servants performance. Each year till 20th of JanuaryThe performance of the head of the institution, a career civil servant or an acting civil servant, recruited to the position of a career public servant, is evaluated by his line manager, if this person worked as the civil servant in this institution not less than 6 months per calendar year

• Extraordinary evaluationMay be organized not earlier than 6 months after the regular evaluation of a civil servants performance, or if the person worked as the civil servant in this institution not less than 6 months per calendar year


Whose performance shall be Whose performance shall be evaluated?evaluated?

• The head of the institution

• The career civil servant

• The acting civil servant

The performance of statutory civil servant and civil servants of political (personal) confidence is not evaluated


Who shall evaluate?Who shall evaluate?

• Person, who is admitting the head of the institution, has also to evaluate his performanceThe goal of performance evaluation of the Head of the Institution - to evaluate the qualification and abilities to fulfill the functions, laid down in his job description, and abilities to implement the institutional strategic(al) objectives

• Line manager is evaluating the performance of a career civil servant or an acting civil servantThe goal of performance evaluation of a career civil servant or an acting civil servant - to evaluate the qualification and abilities to fulfil the functions, laid down in his job description


Performance evaluationPerformance evaluation

Civil servant’s performance evaluation consists of:

• Qualification’s evaluation

• Result’s evaluation


QualificationQualification’s’s evaluation criteria evaluation criteria

• Leadership• Human Resources Management• Program and Project Management• Financial Management• Analysis and Substantiation• Communications and Public Relations• Strategic Thinking


Criteria Criteria - - Communications and Communications and Public RelationsPublic Relations

• Uses communication tools, in order to include related persons into institution‘s activities improvement process

• Creates and develops the culture of the institution: promotes communication and cooperation between related persons and inside the institution

• Develops and improves the environment, which ensures close links between policy formulation and implementation

• Knows how institution should communicate and cooperate

• Realize the role of civil servant, who is responsible for PR, and communicates with him


ResultResult’’s evaluations evaluation

• At the beginning of each year civil servant and line manager agrees on results, which has to be achieved during a year (3-6 results)

• Civil servant and line manager also agrees on result’s evaluation indicators

• Civil servant and line manager identifying the level of risk at which the results can’t be achieved

• During the next year’s performance evaluation it is compared whether the results have been achieved


The procedure of the regular The procedure of the regular evaluationevaluation

• Qualification questionnaire filling (completed by civil servant and by line manager)

• Conversation between civil servant and line manager

• Completing the conclusion of civil servant’s evaluation performance (completed by line manager)

• Civil servant is acquainted with the conclusion and has to sign it


The evaluation scale The evaluation scale

excellent

good

satisfactory

unsatisfactory


The evaluation scaleThe evaluation scaleCIVIL SERVICE DEPARTMENT UNDER THE MINISTRY OF THE INTERIOR

Good

Evaluation commission

Excellent Unsatisfactory

If the performance of civil servant evaluation is evaluated as good, such civil servant will be evaluated by evaluation commission only by his written request

Evaluation procedure is finished

Satisfactory

Formatting the Evaluation Formatting the Evaluation commissioncommission

• Evaluation commission is formatted by the head of a state or municipal institution or agency

• The performance of the head of the institution, the manager of the inside audit service and auditors, members of the evaluation commissions and civil servants of grades 18-20 must be evaluated by the evaluation commission, which is formatted by the Director of Civil Service Department under the Ministry of the Interior


Evaluation commissionEvaluation commission

Evaluation commission is formatted for 2 years and consists of not less than 5 civil servants

One member of the Commission must be appointed as a Chairman

If there is a Trade Union in the institution, one representative from that Union can be a member of the Evaluation Commission

A civil servant from the Civil Service Department can take part in the Commission meetings as the member of this Commission


Evaluation commissionEvaluation commission

The Evaluation Commission must evaluate the performance of civil servant no later than 1st of March (regular evaluation)

The performance of a civil servant, who can’t participate in the Evaluation Commission meeting for a serious reasons, may be evaluated by the Evaluation Commission without his participation on his written request

The performance of pregnant or breast-feeding civil servants are evaluated by the Evaluation Commission only on their written request


Proposals of the evaluation Proposals of the evaluation commissioncommission


Good Excellent

Unsatisfactory

There are no proposes

to assign qualification class to a civil servant

to promote a career civil servant

(to transfer to a senior position)

to retain the same (highest) qualification class and to give the

one-off bonus

to transfer a career civil servant to a senior position and to assign

qualification class to a civil servant

to assign a lower qualification class to a civil servant or to

annul the III qualification class

to demote a civil servant(to transfer a career civil

servant to a lower position)

to dismiss a civil servant from the service, if his evaluation is

unsatisfactory two times in turn or dismiss an acting civil servant from

the service.

No changes in status

Satisfactory

to annul the qualification class to a civil servant and to improve

the qualification

to improve the qualification of a civil servant

to transfer a career civil servant to a lower position and to

improve the qualification

Extraordinary evaluationExtraordinary evaluation

• There are doubts about the performance of the head of the institution or career civil servant

• There is a written request of civil servant to transfer him to a specific senior position

• There is a motivated proposal of line manager to grant particular qualification class for civil servant

• There is a written request of a civil servant to transfer him to a specific senior position and line manager’s motivated proposal to grant particular qualification class for that civil servant

• There is a motivated proposal of line manager to dismiss an acting civil servant from the service

• There is a motivated proposal of line manager to grant III qualification class to an acting civil servant


Differences between Differences between extraordinary and regularextraordinary and regular

eevaluationvaluation


Differences between an extraordinary and regular evaluation:

– there is no appraisal in extraordinary evaluation (excellent, good, satisfactory or unsatisfactory)

– the Evaluation Commission makes decision to approve or not to approve a motivated proposal of line manager

The end of the evaluation The end of the evaluation procedureprocedure

After evaluation commission meeting, person admitting civil servant to a position:

• No later than in 5 working days after the evaluation commission meeting, person, admitting civil servant to a position, accepts an order (decree) about implementing the decision proposed by the evaluation commission

• The implementation of the proposal of evaluation commission is not obligatory for the person, admitting civil servant to a position

• If the person, admitting civil servant to a position, decides not to implement the proposal of the evaluation commission, the reasons of that decision must be signified in the commission conclusion


THANK YOU !


CIVIL SERVANTS PERFORMANCE EVALUATION IN LITHUANIA CIVIL SERVICE DEPARTMENT UNDER THE MINISTRY OF THE INTERIOR2012.

Documents

year civil servant

role of civil servant

career public servant

januarythe performance

interiorwhose performance

himcivil service department

related persons

interior results evaluationat