EFFECTS OF THE PUBLIC EMPLOYEES’ APPRAISAL

Contrary to legislation repealed, General Labour Law in Public Functions (LTFP) provides for, expressly, the performance appraisal effects

These ones being those provided for in the SIADAP law, as well as, those concerning changing of the pay step, granting of performance bonuses and disciplinary penalties set out in the LTFP

» For the service

» Identification of public employees’ personal and professional potential that should be developed

» Diagnosis of the training needs

» Identification of competences and professional behaviours worthy of being improved, workplace and related processes

» For the public employee

Excellent Performance

With the excellent performance rating gathers conditions to

» Be part of the public employees list that may change the pay step for the following step by managerial option

» Be part of the public employees list who may receive performance bonus

Excellent Performance in two consecutive appraisal cycles

» Traineeship in a foreign Public Administration service or in an International Organisation

» Traineeship in another public service, non governmental or business entity with activity and management methods relevant for public administration

» Attendance to tranning courses that are suitable to the development of professional competencies

Relevant Performance

» By achieving two relevant performance ratings the public employee meets the requirements to be set out in a list of public employees who may change for the following pay step by managerial option

» With one relevant performace rating the public employee meets the requirements to be set out in a list of public employees who may receive performance bonus

Adequate Performance

By achieving three consecutive ratings of adequate performance the public employee meets the requirements to be set out in a list of public employeess who may change for the following pay step by managerial option

Inadequate Performance (2 negative points)

It obliges that the public employee’s training needs are identified as well as the drawing of a professional improvement plan

With two consecutive ratings of inadequate performance an inquiry procedure shall be open that may lead to the opening of a disciplinary procedure grounded on breach of professional duties

Compulsory change of the pay step

10 points accumulated since the last change of the pay step

The public employee is entitled to change for the following pay step

No. of points corresponding to each qualitative mention

» Excellent performance = 6 points

» Relevant performance = 4 points

» Adequate performance = 2 points

» Inadequate performance = 2 negative points