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Workshop onWorkshop on“Building a Professional Civil Service in Kosovo”“Building a Professional Civil Service in Kosovo”

26-27 June 2008 – Pristina26-27 June 2008 – Pristina

Recruitment, Promotion, Mobility and Performance Appraisal

Standards for a Professional Civil Service

Julio NabaisOECD/GOV/SIGMA

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OverviewOverview

1. Common aspects2. Recruitment3. Promotion4. Mobility5. Performance appraisal

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1. Common Aspects

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Basic Conditions for a Good Public Basic Conditions for a Good Public Management System Management System

A well structured system (clear missions; clear roles; organisation; working conditions; etc.)

Good management capacity (legal framework; management tools; accountability; result-oriented; etc.)

Qualified and motivated staff (well recruited; trained; fair salaries; committed; etc.)

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Saying it differently…Saying it differently…

Hardware+

Software+

Heartware

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A professional civil service must be:A professional civil service must be:

Merit-based Loyal (mainly regarding the Constitution and the law)

Impartial Honest Transparent Client-oriented Accountable

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2. Recruitment

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Main Principles for Recruitment:Main Principles for Recruitment:

Right to equal access[no discrimination]

Merit[the best candidate][competition through fair and transparent

procedures]

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Equal access vs. MeritEqual access vs. Merit

Career-based system competition based on

knowledge/qualifications

Position-based systemcompetition based on

competences

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General guarantees for a merit-General guarantees for a merit-based system of recruitmentbased system of recruitment

Open competition Public announcement (official gazette; newspapers;

electronic publication; etc.)

Neutrality of the recruitment committee Objectivity of criteria and transparent

procedures Right to be appointed / contracted Right to appeal (judicial review)

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Some “exceptions”…Some “exceptions”…

Elected officials Political advisers Positive discrimination Internal mobility

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A special case:A special case:senior managerssenior managers

Are systems converging?

A hybrid system (political / administrative trade-off)

A priority and relevant issue everywhere…

…but still a sensitive issue (how to manage it?)

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Recruitment of contractual staffRecruitment of contractual staff

Permanent staff- Following similar rules and procedures as for CS

or- More flexible schemes, ensuring public announcement,

fairness, transparency, appeal rights

Under fixed-term contacts- Flexible schemes, ensuring public announcement,

fairness, transparency, appeal rights

…in any case, it is public employment!

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Other relevant issues to be consideredOther relevant issues to be considered Centralisation / de-centralisation

Specialisation Independence Quality Costs Responsibility Planning

Internal / external Promotion / Mobility/ redundancy / refreshing / new competences Budget savings Quality

Monitoring system e-Recruitment General and specific requirements Probationary period / training

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3. Promotion

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Promotion vs. Salary Promotion vs. Salary ProgressionProgression

Promotion • Higher position within the career (vertical)• New responsibilities / more demanding• Based on merit, seniority & new competences (training)• Social recognition• Motivation factor

Progression • Same position / different rank (horizontal)• No changes in functions & responsibilities• Salary progression• Based on seniority & performance• Motivation factor

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Promotion in career-based systemsPromotion in career-based systems The same basic principles as for recruitment

Right to career development Equal opportunities Open competition (usually, only internal competition) Public announcement Objectivity in the selection procedure Right to appeal

Methods Tests CV scrutiny Training Interviews

Requirements Seniority Performance appraisal Training

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PromotionPromotion in position-based systems in position-based systems

In principle, “promotion” as a concept is not used (no right to “career” development)

When used, almost the same basic principles as for recruitment Equal opportunities Open competition (could be internal and external) Public announcement Objectivity in the selection procedure Right to appeal

Methods Tests CV scrutiny Training Interviews

Requirements Seniority / professional experience Performance appraisal Training

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4. Mobility

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Different MDifferent Meaningseanings & Possibilities & Possibilities Voluntary / compulsory Temporary (secondments) / definitive (transfers)

Inter-professional / inter-departmental Between different levels of administration

(central, regional, local) Geographical mobility – incentives International mobility

Mobility management:• Central capacity• e-mobility

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Important for…Important for…

Adjusting the working force in PA Avoiding / reducing redundancy Reducing budgetary costs Developing career possibilities Increasing competences Improving performance Fighting against corruption Personal & family reasons …

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4. Performance Appraisal

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Performance Appraisal ObjectivesPerformance Appraisal Objectives

For the organisation To improve overall effectiveness To improve HRM To motivate staff To assess training needs

For the employee Information on how his/her activity and behaviour are

perceived by the organisation (feedback) To improve communication with his/her superiors To assess his/her potential and capacity / need for

improvement (strengths & weaknesses) Opportunity for rewards

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Main Principles and Guarantees Main Principles and Guarantees

A right (employee) & a duty (managers) Linked to the established (agreed…) objectives Participation Fairness and objectivity of the criteria Structured (due procedure) and regular (yearly, every 2 years,…)

Right to appeal Consequences:

Rewards (career and rank advancement; bonuses; …) Penalties (career delayed; no bonuses; dismissal; …)

Performance appraisal & Performance-related pay

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Main risks to be consideredMain risks to be considered

Poor quality of the legal framework

Politicisation / patronage

Weakness of the HRM system (rules; co-ordination; needs; training; monitoring; etc.)

Lack of capacities/ competences to manage processes (recruitment and promotion; performance appraisal; mobility; etc.)

Weakness of the control system (administrative & jurisdictional)

Lack of attractiveness

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Thank you

Falemenderit shumë

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