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On approval of the methodology for assessing the activities of administrative civil servants of the "B" corps of local executive bodies of the Shalkar district
In accordance with Article 31 of the Law of the Republic of Kazakhstan "On Local Public Administration and Self-Government in the Republic of Kazakhstan", paragraph 5 of Article 33 of the Law of the Republic of Kazakhstan "On Public Service of the Republic of Kazakhstan", Decree of the President of the Republic of Kazakhstan dated December 29, 2015 No. 152 "On certain issues of public service", order of the Chairman of the Agency of the Republic of Kazakhstan On Civil Service Affairs and Anti-Corruption dated January 16, 2018 No. 13 "On some issues of evaluating the activities of administrative civil servants", registered in the Register of State Registration of Regulatory Legal Acts No. 16299, the Akimat of the Shalkar district DECIDES:
To approve the attached methodology for evaluating the activities of administrative civil servants of corps "B" of local executive bodies of the Shalkar district.
To assign control over the execution of this resolution to the head of the office of the akim of the Shalkar district.
This resolution shall enter into force upon the expiration of ten calendar days after the date of its first official publication.
Akim of the Shalkar district
Zh.Zhidekhanov
Appendix to the Resolution
akimat of Shalkar district
from --- 2023 No.---
Methodology for evaluating the activities of administrative civil servants of corps "B" of local executive bodies
Shalkarsky district
Chapter 1. General provisions
This Methodology for evaluating the activities of administrative civil servants of Corps "B" (hereinafter referred to as this Methodology) of local executive bodies of the Shalkar district has been developed in accordance with paragraph 5 of Article 33 of the Law of the Republic of Kazakhstan "On Civil Service of the Republic of Kazakhstan", a standard methodology for evaluating the activities of administrative civil servants of Corps "B" (hereinafter referred to as – Standard Methodology), approved by Order No. 13 of the Chairman of the Agency of the Republic of Kazakhstan for Civil Service Affairs and Anti-Corruption dated January 16, 2018, registered in the Register of State Registration of Regulatory Legal Acts No. 16299 and defines the procedure for evaluating the activities of administrative civil servants of Corps "B".
The main concepts used in this Methodology are:
1) superior supervisor - a person in relation to whom the direct supervisor of the employee being evaluated is directly subordinate;
2) direct supervisor - a person higher in a public position, in relation to whom a civil servant is directly subordinate in accordance with his job description;
3) the evaluating person is the direct supervisor and/or a higher-level supervisor, depending on the specifics of the activities of the state body, as well as the circle of persons from the working environment of the evaluated person when evaluating by the 360 method;
4) head of a structural subdivision/state body
- administrative civil servant of corps "B" of categories E-1, E-2, E-R-2;
5) employee of corps "B" - a person holding an administrative public position of corps "B", with the exception of the head of a structural subdivision/state body;
6) the person being evaluated is the head of a structural subdivision/state body or an employee of the "B" building;
7) key target indicators (hereinafter referred to as KCI) - indicators established for the head of the maslikhat staff and aimed at achieving the documents of the state planning system and improving the efficiency of the state body;
8) the ranking method is an evaluation method in which the evaluation of the activities of the employees of the corps "B" is determined taking into account the degree of their compliance with the evaluation parameters - the quality of performance of functional duties, compliance with deadlines, initiative and independence, compliance with labor discipline, the volume and complexity of the work performed;
9) method 360 is an assessment method aimed at identifying the presence of the required competencies in the evaluated person by interviewing a circle of people from the working environment of the evaluated person;
10) calibration sessions - periodic meetings of evaluators to discuss, possibly adjust and approve the results of the evaluation of the activities of the evaluated persons;
11) the estimated period is the period of evaluation of the results of the work of a civil servant.
The evaluation of the activities of the employees of the "B" corps (hereinafter referred to as the evaluation) is carried out to determine the effectiveness and quality of their work through a unified information system for personnel management (hereinafter referred to as the information system). At the same time, if there is no technical possibility, the assessment is carried out on paper, or in information systems operating in a state body.
The assessment is carried out on the basis of the results of the achievement of the KCI, by ranking and 360 methods, depending on the category of the position of the person being evaluated.
The assessment of the achievement of the KCI and the ranking method is carried out at the end of the quarter - no later than the tenth day of the month following the reporting quarter, according to the 360 method is carried out at the end of the year - no later than the tenth day of the month following the reporting year.
The final assessment of the KCI and ranking consists of the average assessment of the employee of the "B" building for the reporting quarters.
The evaluation is not carried out in cases where the duration of the evaluated employee's stay in a particular position in the evaluated period is less than three months. If, during the evaluation period, the employee being evaluated is on labor or social leave, a period of temporary disability, business trip, internship, retraining or advanced training, the employee's assessment of the achievement of the CCI is carried out within five working days after going to work, the evaluation by the ranking method and/or 360 is carried out without his participation within the time limits set by paragraph 4.
The evaluation of employees dismissed from the state body before the end of the assessed period is carried out without their participation within the time limits established by paragraph 4.
The evaluation results are set according to the following gradation:
"Performs functional duties efficiently",
"Performs functional duties properly",
"Performs functional duties satisfactorily",
"Performs functional duties not satisfactorily" (unsatisfactory assessment).
The result "Performs functional duties effectively" corresponds to a range of ratings from 4 to 5 points, "Performs functional duties properly" from 3 to 3.99 points, "Performs functional duties satisfactorily" from 2 to 2.99 points, "Performs functional duties unsatisfactorily" from 0 to 1.99 points.
The results of the achievement of the KCI and the results of the evaluation by the ranking method are the basis for making decisions on the payment of bonuses, encouragement, training, rotation, demotion or dismissal.
The results of the 360 assessment are the basis for making decisions on employee training.
Organizational support of the assessment is provided by the personnel management service or, in its absence, by a structural unit (person) entrusted with the performance of the duties of the personnel management service (HR service) (hereinafter referred to as the personnel management service), including through an information system.
At the same time, the personnel management service in the information system creates a schedule for evaluating employees, which is approved by an official who has the right to appoint to a public position and release from public office an administrative civil servant of corps "B".
The Personnel Management Service ensures that the evaluated employee is acquainted with the results of the evaluation within two working days from the date of its completion through an information system and/or an intranet portal of state bodies or an electronic document management system.
In case of disagreement with the results of the assessment, the employee submits a corresponding application in any form for conducting a calibration session to an official who has the right to appoint to a public position and dismiss an employee of the "B" corps from a public position within five working days from the date of familiarization with the results of the assessment.
The decision of the calibration session may be appealed by a civil servant in accordance with the established procedure of the Administrative Procedural Code of the Republic of Kazakhstan.
Documents related to the evaluation are stored in the personnel management service for three years from the date of completion of the evaluation, as well as if technically possible in the information system.
The results of the assessment are strictly confidential information and are not subject to disclosure to third parties, except in cases when the state body is obliged to disclose this information in accordance with the Law of the Republic of Kazakhstan "On Access to Information".
Disagreements related to the evaluation procedure are considered by the personnel management service with the assistance of all interested persons and parties.
The evaluator provides:
1) bringing to the attention of the evaluated persons the strategic objectives of the state body/structural unit, the overall results of the work of the state body/structural unit for the period under evaluation;
2) timely formulation, coordination and approval of the CCI;
3) conducting regular monitoring of the degree of performance of the KCI during the evaluated period and providing them with a final assessment of the activity and constructive feedback; conducting regular monitoring of the degree of performance of functional duties by the evaluated persons during the evaluated period and providing them with a final assessment of the employee's activity and constructive feedback;
4) participation in calibration sessions and in resolving controversial issues on the assessment of the evaluated persons, if they arise during the assessment process.
The person being evaluated provides: