OBJECT, REQUIREMENTS AND PARAMETERS OF APPRAISAL

» Object

Object of appraisal in general

The work actually performed shall be the subject of appraisal (actual service), therefore the absences of the public employee during a considerable time make a fair and balanced appraisal unfeasible. So, these absences shall not be taken into consideration in the calculation of the length of service. It deals with, particularly of a managerial criterion

Object in the curricular weighting

In cases of appraisal by curricular weighting, the elements expressly defined in the law and those that are set out in the criteria defined by the Assessment Coordinating Council shall be the object of weighting

Biennial assessment

Even though the service has been performed during a lower period of two years, such assessment is valid for the full biennial

» Compulsory requirements

Formally, there are only actual conditions for the appraisal with the cumulative meeting of the following requirements:

» The public employee has an employment legal relationship, of, at least, one year

» Meets, at least, a year of actual service

» The form where the objectives and competences contracted are set out has been signed, by the evaluator and the evaluatee (or notified to this), until, at least one year before the final appraisal period

» Appraisal Parameters

The final appraisal of public employees is based on the parameters “Results” and “Competences”

» Results

The parameter relating to “results” relies on previously defined clear and precise objectives

Scoring

The appraisal of the parameter “results” emerges from the arithmetic average of scorings obtained in all objectives:

» 5 points for the objectives that have been surpassed

» 3 points for the objectives that have been attained

» 1 point for the objectives that have not been attained

Setting of objectives

For the calculation of “results” it is necessary that objectives have been previously defined

» The objectives shall be contracted between the evaluator and the evaluatee, in the absence of agreement, they are unilaterally set by the evaluator

» A minimum of three and a maximum of seven objectives are set and for each one the measurement indicators have to be defined and the criteria for surpassing them

Types of objectives

The objectives may be of various types:

» Supply of goods and acts or service delivery, targeting the effectiveness in the user satisfaction

» Quality, orientated towards innovation, improvement of service and of users’ needs satisfaction

» Efficiency, in the direction of simplification and rationalisation of time limits and procedures of procedural management and reduction of operating costs

» Improvement and development of individual technical and behavioural competences of the public employee

» Competences

The parameter related to “competences” is based on previously selected competences from a specific list according to the professional group of each public employee

Scoring

The appraisal of “competences” results from the arithmetic average of scorings granted to all competences chosen (at least five):

» 5 points for the competences shown at a highest level

» 3 points for the competences shown

» 1 point for the competences not shown or inexistent

» Appraisal scheme based on competencies

The appraisal scheme based on competencies previously chosen by each public employee, in number not lower than eight, may only be applied to public employees that find themselves in the following situations:

» Inserted in a career for which recruitment academic qualifications is demanded at the level of compulsory schooling or equivalent to 12 years schooling

» Develop activities/tasks in the majority of daily routine, permanent, standardised and whose execution is previously defined

» Final appraisal

The final appraisal of public employees results from the weighted average of scorings obtained in the two appraisal parameters – results (minimum weighting of 60%) and competences (maximum weighting of 40%)

Expression of the final appraisal

The final appraisal is expressed according to ratings:

» Relevant Performance (from 4 to 5 points) – it may only be granted to 25% of the appraised public employees

» Adequate performance (from 2 to 3,999)

» Inadequate performance (from 1 to 1,999)

Distinction of merit

A distinction of merit meaning Excellent Performance may be recognised by the Assessment Coordinating Council (CCA) to public employees to whom the rating of Relevant Performance has been granted. This recognition may be proposed by the evaluatee or by the evaluator. The maximum percentage for granting the distinction of merit is of 5% of the total of evaluated public employees