The performance appraisal of civil servants shall be based upon the results achieved during the performance of functions determined by the job description and the objectives established by their line manager for the period in question (Article 30 Paragraph 6 of the Law on Civil Service).
The Rulebook determines and defines the following criteria for performance appraisal and hiring of civil servants (Articles 5 – 12):
The degree of achievement of the set work objectives - demonstrates the extent to which a civil servant has fulfilled the work objectives in a quality, correct and precise manner within defined timelines.
Independence in work - indicates to what extent a civil servant is able to plan and execute the set work objectives independently and without continuous help from his/her superiors.
Relation towards work - indicates the work ethics of a civil servant which is reflected in the hard work and responsibility of the civil servant, as well as in his/her work efficiency, adherence to working hours, consistency in work and relation towards work assets. Creative ability and initiatives - demonstrate the creative and inventive aspect of the
civil servant’s work engagement, which is reflected in the ability to find solutions and provide ideas with the aim of improving work processes.
Relations with others in performance of duties and communication skills - indicate the ability to achieve coherent oral and written interaction of a civil servant with his/her colleagues and clients while performing his/her work. The communication skills also reflect themselves through having and expressing enthusiasm and positive energy, tact and self-control, as well as through a developed sense of team work and belonging to the organisation.
Readiness to adapt to changes - expresses the level of flexibility shown by a civil servant with regard to the acceptance and affirmation of new solutions aimed at improvement of work processes. The civil servant’s readiness for continuous professional development and application of acquired knowledge is also one of the important indicators of the readiness to adapt to changes.
Additional criterion - shall not be mandatory, but may be used as an option in the cases where the previously determined criteria do not completely match the nature of work. The additional criterion must be determined for the civil servant in advance for the appraisal period. The civil servant can be assigned only one additional appraisal criterion.
The assessment of these criteria requires rendering a decision for each specific case. This does not imply the use of same standards for every civil servant. On the contrary, the requested standards related to the job description of a specific civil servant need to be defined. Independence, creative abilities, initiatives and the like will have different meanings for different work positions. Requirements for higher positions of civil servants related to independence and communication skills will differ from the similar requirements for lower positions. The same degree of criteria fulfilment should be applied only for comparable positions.
The performance appraisal of an employee shall also be based on the work results achieved by the employee during the realisation of functions foreseen by the description of the work position he/she occupies and the objectives set by the employer for the time period in question (Paragraph 2 Article 53a of the Law on Labour Relations in the Institutions of BiH). More closely defined appraisal criteria, however, have not been prescribed by a law or bylaw so far.
4.2. Setting work objectives
For each appraisal period, a civil servant is being assigned a minimum of three and a maximum of five work objectives. In exceptional cases, if, regarding the nature of activities belonging to that specific work position and the prescribed duties and tasks, there is a difficulty to set the work objectives, two work objectives may be set. Typically, work objectives arise from the description and purpose of the work position. They must be achievable and, if possible, measurable and they must have realistically set deadlines (Article 13 of the Rulebook).
Setting of civil servant’s work objectives is under the competence of his/her line manager. The work objectives are set through the agreement between the civil servant and the line manager and they usually arise from the objectives set at the level of a specific organisational unit and the institution as a whole. The work objectives for the following period are set during the performance appraisal interview for the previous appraisal period, no later than 30 days after the beginning of appraisal period. The set work objectives are entered, in the order of their significance, in the first section of the prescribed performance appraisal form (Article 14 Paragraphs 1, 2, 4 and 5 of the Rulebook).
Datum postavljanja ciljeva: ____________________________
Objective 1 Deadline: Objective 2 Deadline: Objective 3 Deadline: Objective 4 Deadline: Objective 5 Deadline: 1. WORK OBJECTIVES
Comment by the line manager: (optional)
Comment by the civil servant: (optional)
Comment by the line manager’s immediate supervisor:
(in case of disagreement)
If a civil servant is opposed to the work objectives set for him/her by the line manager, he/she records his/her disagreement into comments section of the performance appraisal form. In the case of disagreement between the line manager and the civil servant, the civil servant’s work objectives are, as previously mentioned, finally set by the line manager’s immediate supervisor (Article 14 Paragraph 6 of the Rulebook).
Changes to the set work objectives are possible if there happen to be changes in the priorities of the institution or organisational unit, or if circumstances arise that make the work objectives impossible to achieve. Changes are established in the same way as the work objectives are set on another performance appraisal form, which is being attached to the form containing the originally set work objectives (Article 15 of the Rulebook).
The work objectives for the civil servant on probation are set by the line manager acting as civil servant’s mentor, who is obligated to provide to the civil servant a detailed explanation of what is expected of him/her within each of the set work objectives (Article 14 Paragraph 3 of the Rulebook). The procedure for setting of and changes to work objectives is the same as the one used for a civil servant (Article 1 Paragraph 2 of the Rulebook).
5. HOW IS THE PERFORMANCE APPRAISAL CONDUCTED?