New Public Appraisal System – What it provides for the productivity bonus

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A new system of evaluation in the Public Sector and provision of rewards for civil servants who achieve specific goals (productivity bonus) includes the bill of the Ministry of Interior, which was put to public consultation by the competent Minister Makis Voridis.

The bill is entitled: “Targeting, evaluation and reward system to enhance the efficiency of public administration and other provisions for human resources in the public sector” and will be posted on the Open Government website (www.opengov.gr) for comments and remarks until May 24.

It also provides for the creation of a single skills framework for all public administration human resources procedures, introduces the institution of human resources development consultant and establishes the Common Evaluation Framework, based on which public services will self-evaluate.

In particular, the introduction of a system of incentives and reward for productivity, with a total annual amount of 35 million euros, is envisaged. The reward can reach up to 15% of the sum of the annual basic salary and the responsibility position allowance of each employee, is not offset by the personal difference and is subject to insurance contributions and other deductions of additional salaries.

The measure concerns:

A. The civil servants and the uniformed staff of the public sector, who, due to their competence, implement specific objectives of the annual action plans of the ministries, which are approved every December by the Council of Ministers (total expenditure 20,000,000 euros per year).

B. The employees involved in projects of the National Recovery and Sustainability Plan “Greece 2.0” and in the implementation of co-financed projects, the employees of the General Directorate of Public Investments of the Ministry of Development and Investment, the General Secretariat of Information Technology, Research of the Ministry of Digital Governance, the Central State Aid Unit-Decentralized State Aid Units, the special services of the NSRF and the Strategic Plan for the new Common Agricultural Policy and the central service of the AEU Ο.Τ.Α. first degree and the general directorates of Financial Services of the ministries of responsibility and the financing bodies, if they are involved in projects of the National Recovery and Sustainability Plan “Greece 2.0” and in the implementation of programs co-financed by the European Union (total cost 10 million per year) .

C. The staff of the general directorates of Financial Services of the ministries, the General Accounting Office of the State, as well as the other services and bodies, which are supervised or subordinated to the Ministry of Finance, based on the achievement of specific quantitative targets set by decision of the Minister of Finance for each service.

The quantitative targets are indicatively related to financial and cash management, control and results, expenditure planning and control, settlement of arrears, elaboration of a significant number of fiscal regulatory acts, elaboration of claims on government guarantees and in general quantitative related to fiscal policy (total expenditure of EUR 5 million per year).

In addition, a temporary reward system is provided for court employees, who achieve specific goals in the framework of the implementation of the provisions of the National Recovery and Sustainability Plan “Greece 2.0”. The reward is calculated on the basic salary and the position position allowance and can be paid from 1.1.2020 until 31.12.2025. The total cost reaches 11 million euros.

Regarding the new evaluation system, the rating for employees is abolished, as in practice it proved to be a sham with the majority of the evaluated receiving a high score between 75% – 89%. However, no consequences are foreseen for low-performing employees. Supervisors will be graded from 1 to 5 based on the achievement of the goals set at the organizational unit level.

The evaluation process of both the employees and the supervisors takes place in three successive stages with respective meetings of the evaluator and the evaluated every January, May and December.

The evaluated has the right to file an objection before the Evaluation Supervisory Committee set up in each ministry and which will consist of one member of ASEP, one member from the National Transparency Authority and one member from the Legal Council of the State.

The bill also provides for the creation of a unified skills framework, which will be the basis for all human resource processes in public administration, such as the selection of staff, selection of supervisors, evaluation, etc.

The integrated skills framework includes the following skills: a) politicism, b) teamwork, c) adaptability, d) result orientation, e) organization and planning, f) problem solving and creativity, g) professionalism and integrity, h) knowledge management and i) leadership.

The institution of the Human Resources Development Consultant is introduced in every ministry (except the Ministries of Foreign Affairs, National Defense, Citizen Protection and Shipping & Island Policy), in first and second degree local authorities, in independent services, in decentralized administrations, in NP and NPIDs owned by the General Government and independent authorities.

Among his responsibilities are the advisory assistance and support to the staff, especially in matters of implementation of the evaluation system and the development plans of the employees and the supervisors.

Finally, the Common Evaluation Framework (CFR) is established, based on which public services will self-evaluate. As mentioned in the draft law, this is a model that is part of the total quality management and is used for the self-evaluation of public sector organizations, through a holistic approach to the analysis of their operation and performance, in order to strengthen their administrative capacity.

Bodies wishing to receive certification for the correct and complete implementation of the CFR submit a request to the Ministry of Interior, which awards distinctions for excellent performance to the three of the candidate public organizations with the highest scores.

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