APPRAISAL PROCEDURE

» Schedule

» » 1A – Self- appraisal

It is carried out by public employees, by way of a specific form that should be analysed by the appraising officer/line manager, if possible in conjunction with the appraised public employee, before the appraisal proposal. It may be submitted at the request of the evaluatee or on demand of the evaluator

» 1B – Submission of the request for curricular weighting

It is made by the evaluatee for the cases in which there are not effective conditions for appraisal, for the cases when there is no appraisal that should be taken in consideration in the career of origin or for cases in which a change of a former appraisal is envisaged to be taken into consideration for the biennial in question

» 2 – Appraisal

The evaluator makes the appraisal filling in the respective forms, taking into account the objectives defined for public employees, as well as the guidelines transmitted by the CCA with regard to the differentiation of the merit

» 3A – Validations of relevant performance and inadequate performance

The CCA analyses the proposals for performance appraisal that have to be validated (Relevant Performance and Inadequate Performance) so as to make the harmonisation and in such a way so as to ensure the quota established for the rating Relevant Performance be complied with, transmitting, if necessary, new guidelines to evaluators, being commenced the process leading to validation of Relevant Performance and Inadequate Performance and recognition of Excellent Performance

» 3B – Refusal of validation by the CCA

In case of the CCA does not validate the proposals for appraisal of Relevant Performance or of Inadequate Performance, sends back the proceedings to evaluators, accompanied by the due justification and establishes a time limit for the reformulation of the proposals

The evaluators may:

» change the proposals accordingly

» maintain the proposals of appraisal, forwarding them again to CCA accompanied by a due justification

The CCA may:

» receive the justification and validate the proposal for appraisal

» establish a final proposal of appraisal that transmits to the evaluator, if it does not agree with the justification of the evaluator

» 4 – Recognition of Excellent Performance

For possible recognition of merit of Excellent Performance, the CCA appraises the proposals of the evaluators of evaluatees who have previously obtained validation of Relevant Performance

This recognition implies formal declaration of the CCA (Minutes)

» 5 – A meeting is held between the evaluator and the evaluatee

With a view to:

» Give notice of the appraisal proposal

» Contracting the appraisal parameters for the appraisal cycle underway

This meeting is scheduled by the evaluator or, if such does not occur, the public employee may request its scheduling

» 6 – Intervention of the Joint Commission

After taking notice (signing the form or being notified) on the appraisal proposal that shall be the subject of confirmation, if the public employee does not agree with same, he/she may request the top manager, within the time limit of 10 working days, that his/her proceedings shall be appraised by the joint commission, submitting the respective justification

Only after having been tried all the time limits for hearing the Joint Commission may the top manager make the respective confirmations

» 7 – Appraisals confirmation

The top manager confirms the performance appraisals, if agreeing with them, including those which are granted by way of curricular weighting. In case of disagreement he/she may grant a final appraisal, complying with always the maximum percentages defined for differentiation of the merit

» 8 – Knowledge of confirmations

After confirmation, the evaluatees take notice of the appraisal granted within the time limit of five working days

Note

The appraisal process shall be, as a rule, completed until the month of April of the year following that one which completes the appraisal cycle

» Publicising

Performance appraisals of public employees are publicised when justify the grant of performance bonuses and the change of pay step