subsystem for the performance appraisal of public employees (SIADAP 3)

Public employees’ appraisal system establishes the following priorities:

  • Favour individual objectives setting in line with those of services and achievement result-orientation;
  • Enable identification of employee development potential;
  • Enable diagnosis of training needs and improvement in positions and working procedures;
  • Support dynamics for professional development from a merit and excellence rating performance perspective;
  • Strengthen employee intervention in the objectives setting and services’ assessment process;
  • Existence and intervention of a Joint Commission.

Public employees’ performance appraisal is biennial and relates to the performance of the two preceding calendar years. The process shall be initiated with the contracting of appraisal parameters (results and competences), during the month of February of the calendar year in which the appraisal cycle is initiated and the appraisal shall be made during the months of January and February of the following year to that one in which the appraisal cycle is completed.

Appraisal parameter Results: a minimum of three and a maximum of seven objectives are set biennially for each public employee, and for each objective a performance measurement indicator shall be established.

The objectives to be set are as follows:

  • Provision of goods and carrying out of acts or service delivery;
  • Quality, orientated towards innovation, improvement of services and end users’ needs satisfaction;
  • Efficiency, towards simplification and rationalization of time limits and procedural management processes and in the operational costs reduction;
  • Improvement and development of individual, specialized and behavioral competencies of the public employee.

Appraisal parameter Competencies: chosen from those set out in the list approved for the respective professional group by ministerial order, in number not less than five for each public employee.

Pursuant to law in force and in exceptional situations, the performance appraisal may be exclusively based on “competencies”, by way of a reasoned service’s top manager decision after the Assessment Coordinating Council being heard.

A Joint Commission with advisory competence shall operate close to the top manager of each service. It is incumbent upon this Commission to analyze appraisal proposals made known to public employees appraised, before official confirmation.

The Joint Commission shall be composed of 4 members:

  • 2 members representing the Administration (one is a member of the Assessment Coordinating Council);
  • 2 members representing the employees.

The Joint Commission members’ term of office is of 4 years.