The Human Resources Management Authority of Montenegro
Performance Appraisal and the Personal Career
development in the Montenegrin Public Administration
10 – 12 October 2012
Baku, Republic of Azerbaijan
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
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
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
Performance Appraisal Conduct
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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
Performance Appraisal Marks
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Excellent
Good
Satisfactory
Usatisfactory
The Human Resources Management Authority of Montenegro
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
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
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
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
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
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
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
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
THANK YOU!
Jadranka Djurkovic
Deputy Director HRMA
jadranka.djurkovic@uzk.co.me
www.uzk.co.me