“Building a Professional Civil Service in Kosovo”
Union, principally financed by the EU
A joint initiative of the OECD and the European
Workshop on
26-27 June 2008 – Pristina
Recruitment, Promotion, Mobility
and Performance Appraisal
Standards for a Professional
Civil Service
Julio Nabais
OECD/GOV/SIGMA
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
Overview
1.
2.
3.
4.
5.
Common aspects
Recruitment
Promotion
Mobility
Performance appraisal
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
1. Common Aspects
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
Basic Conditions for a Good Public
Management System

A well structured system (clear
missions; clear roles; organisation; working conditions;
etc.)

Good management capacity (legal
framework; management tools; accountability; resultoriented; etc.)

Qualified and motivated staff (well
recruited; trained; fair salaries; committed; etc.)
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
Saying it differently…
Hardware
+
Software
+
Heartware
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
A professional civil service must be:







Merit-based
Loyal (mainly regarding the Constitution and the law)
Impartial
Honest
Transparent
Client-oriented
Accountable
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
2. Recruitment
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
Main Principles for Recruitment:

Right to equal access
[no discrimination]

Merit
[the best candidate]
[competition through fair and transparent
procedures]
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
Equal access vs. Merit
Equal
access
Merit
Merit
Equal
access
Career-based system
competition based on
knowledge/qualifications
Position-based system
competition based on
competences
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
General guarantees for a meritbased 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)
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
Some “exceptions”…




Elected officials
Political advisers
Positive discrimination
Internal mobility
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
A special case:
senior 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?)
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
Recruitment 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!
© OECD
Other relevant issues to be considered
Union, principally financed by the EU
A joint initiative of the OECD and the European

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
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
3. Promotion
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
Promotion vs. Salary
Progression
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
© OECD

Union, principally financed by the EU
A joint initiative of the OECD and the European
Promotion in career-based systems
The same basic principles as for recruitment







Methods





Right to career development
Equal opportunities
Open competition (usually, only internal competition)
Public announcement
Objectivity in the selection procedure
Right to appeal
Tests
CV scrutiny
Training
Interviews
Requirements
 Seniority
 Performance appraisal
 Training
© OECD

Union, principally financed by the EU
A joint initiative of the OECD and the European
Promotion 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






Methods





Equal opportunities
Open competition (could be internal and external)
Public announcement
Objectivity in the selection procedure
Right to appeal
Tests
CV scrutiny
Training
Interviews
Requirements
 Seniority / professional experience
 Performance appraisal
 Training
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
4. Mobility
© OECD

Union, principally financed by the EU
A joint initiative of the OECD and the European
Different Meanings & 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
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
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
…
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
4. Performance Appraisal
© OECD

Union, principally financed by the EU
A joint initiative of the OECD and the European
Performance 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
© OECD

Union, principally financed by the EU
A joint initiative of the OECD and the European
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
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
Main 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
© OECD
Union, principally financed by the EU
A joint initiative of the OECD and the European
Thank you
Falemenderit shumë
XBAЛ A ЛEПO
© OECD