INTEGRATED SYSTEM OF MANAGEMENT AND PERFORMANCE ASSESSMENT IN THE PUBLIC ADMINISTRATION
(SIADAP)
Framework

SIADAP is governed by law No. 66-B/2007, of 28 December, in its current wording, and the General Labour Law in Public Functions establishes performance assessement general principles. Highlighting the principle that public employees are subject to the performance appraisal scheme, as well as to the principles of target orientation, universality, accountability and development, acknowledgement and motivation and transparency and impartiality

» Concept

The SIADAP is an assessment system that relies on the design of management of public services centred upon objectives

The results achieved in relation to previously set objectives play a central role

The results shall be measured by means of performance indicators enabling transparency and impartiality of the assessment

» Scope and components

SIADAP is applicable to the performance of public services, managers and public employees, targeting to align in a coherent way, performances of services and of those who work therein

The SIADAP integrates three components:

» Subsystem of Performance Assessment of Public Administration Services (SIADAP 1)

» Subsystem of Performance Appraisal of Public Administration Managers (SIADAP 2)

» Subsystem of Performance Appraisal of Public Employees (SIADAP 3)

» SIADAP 1 – Services

The following services are assessed:

» Direct and Indirect State Administration services

» Autonomous Regional Administration services and local authority administration

» The organs and supporting services of the President of the Republic, Assembly of the Republic, Courts and the Public Prosecutor’s Office and respective management organs and of other independent organs

» The structures of mission, operational programmes (1)

(1) The assessment subsystem SIADAP 1 is also applicable to atypical or temporary services of State Direct Administration, with due adaptations imposed by the respective nature, such as are the cases of structures of mission and operational programmes

» SIADAP2 – Managers

The following managers are appraised:

» Top managers

» Holders of 1st degree management positions of services or legally equivalent

» Holders of 2nd degree management positions or legally equivalent

» e-presidents or members of the collegiate governing board

» Middle managers

Holders of middle management positions of any degree whatsoever or legally equivalent

» SIADAP3 – Public Employees

Are appraised the public employees who, regarding the biennial appraising cycle, meet the following conditions:

» Having a public employment legal relationship with at least one year

» Having performed actual service (*) for, at least, one year

» Having objectives and competences contracted

Public Administration employees

It is deemed by Public Administration employees for appraisal purpose in the scope of SIADAP all those who do not perform management positions or equivalent, irrespective of the employment relationship legal title, provided that the respective tenure is for equal period or higher than six months, including:

» Public employees who hold the capacity of civil servants or contractual staff who changed to the form of employment contract in public functions and who perform their activity in entities that are not covered by SIADAP (for example, public companies)

(*) Actual Service – It is deemed, the work actually performed in the scope of objectives defined

» Assessment specific regimes

In spite of SIADAP having a vocation of universal application to central, regional and local authority administration it is provided the possibility of usage of mechanisms of flexibility and adaptation enabling to frame the specificities of various administrations, of public services, careers, of staff functional areas and management demands