Draft resolution of the Akimat of the Beimbeta Mailina district " On amending the resolution of the Akimat of the Beimbeta Mailina district dated June 1, 2023 No. 103 "On approval Assessment methods activities administrative state employees Corps "B" of local executive bodies Beimbet Maylin district"

District Akim

Beimbeta Maylina

K. Murzhakupov

No.

List of information that must be reflected in the explanatory note

Note

1.

Name of the government agency that developed the document

State Institution "Office of the Akim of the Beimbet Maylin District"

2.

Grounds for the adoption of the draft regulatory legal act with reference to the relevant legal acts, provisions of international treaties ratified by the Republic of Kazakhstan, decisions of international organizations of which the Republic of Kazakhstan is a party, protocol and other instructions of the President, the Leadership of the Presidential Administration, the Government and the Government Office and/or other justifications for the need for its adoption

In accordance with paragraph 1 of the order Chairman of the Agency
of the Republic of Kazakhstan for civil service affairs dated July 28, 2025 No. 121 "On Amendments to the Order of the Chairman of the Agency of the Republic of Kazakhstan for Civil Service Affairs and Anti-Corruption dated January 16, 2018 No. 13 "On Certain Issues of Assessing the Performance of Administrative Civil Servants"

3.

The need for financial expenditures under the draft regulatory legal act and its financial security, including the source of funding, and, if necessary, the decision of the Republican Budget Commission (relevant calculations, a reference to the source of funding, and a copy of the decision of the Republican Budget Commission must be attached to the explanatory note).

The adoption of the act will not entail financial costs associated with its implementation.

4.

The expected socio-economic, legal and (or) other consequences in the event of the adoption of the draft regulatory legal act, as well as the impact of the provisions of the draft regulatory legal act on ensuring national security.

The adoption of the project does not entail negative socio-economic consequences and does not affect national security.

5.

Specific goals and deadlines for expected results

The goal is to bring it into compliance with the legislation of the Republic of Kazakhstan.

Term - will be put into effect upon expiration of ten calendar days after the day of its first official publication .

6.

The need to bring legislation into line with the proposed draft regulatory legal act in the event of its adoption (indicate whether it is necessary to adopt other legal acts or make amendments and/or additions to existing acts) or the absence of such a need.

No

7.

Compliance of the draft regulatory legal act with international treaties ratified by the Republic of Kazakhstan and decisions of international organizations of which the Republic of Kazakhstan is a party

No

8.

Results of calculations confirming the reduction and (or) increase in costs of private business entities in connection with the entry into force of the draft regulatory legal act.

No

Appendix 1

to the Methodology for assessing the performance of administrative civil servants of Corps "B" of local executive bodies of the Beimbet Maylin district

Parameters

Rating
(from 0* to 5 points)

Comment (optional)

Explanation when filling out

1. Ensuring high-quality performance of tasks in supervised units (by supervised employees)

The following is taken into account:
- high-quality execution of tasks and assignments in supervised departments;
- absence of justified comments, returns, complaints, or other facts on this parameter, stipulated by the assessment methodology of the state body.

2. Ensuring compliance with deadlines for completing tasks in supervised units (by supervised employees)

The following is taken into account:
- efficiency of execution;
- absence of violations of deadlines for the execution of documents, instructions, tasks, or other facts related to this parameter, as stipulated by the assessment methodology of the state body.

3. Leadership and decision-making skills

The following is taken into account:
- the ability to assume leadership of a team and responsibility for team results;
- the ability to clearly set goals and objectives;
- the ability to motivate a team through personal example, effective communication and the creation of a positive team climate; - the ability to act effectively in conditions of uncertainty;
- the ability to propose several options for solving problems, taking into account possible risks;
- other facts on this parameter, stipulated by the assessment methodology of the government agency.

4. Compliance with labor discipline by the person being evaluated

The following is taken into account:
- no tardiness;
- no early departure from work without a valid reason;
- no violations of official ethics;
- compliance with information security requirements;
- compliance with requirements for maintaining state secrets;
- compliance with the regulations of the government agency or other facts on this parameter, stipulated by the assessment methodology of the government agency.

5. Lack of disciplinary action

The imposition of disciplinary sanctions during the quarter being assessed is taken into account.
If a disciplinary sanction is imposed:
- in the form of a reprimand, reprimand, or severe reprimand, the score cannot exceed 2.99 points;
- in the form of other types of sanctions, including for misconduct that discredits the civil service, the score cannot exceed 1.99 points.

Average final grade

Appendix 2

to the Methodology for assessing the performance of administrative civil servants of Corps "B" of local executive bodies of the Beimbet Maylin district

Parameters

Rating
(from 0* to 5 points)

Comment
(optional)

Explanation when filling out

1. Quality of performance of functional duties

The absence of substantiated comments, returns, complaints or other facts on this parameter, as provided for in the assessment methodology of the state body, is taken into account.

2. Compliance with deadlines for completing tasks

The following is taken into account:
- absence of violation of deadlines for the execution of documents, assignments, tasks or other facts on this parameter, provided for in the assessment methodology of the state body.

3. Independence and initiative

The following is taken into account:
- the ability to perform functional duties with a high degree of independence;
- initiative in developing approaches and proposals aimed at improving the supervised area of activity;
- activity and participation in solving supervised problems;
- other facts on this parameter, stipulated by the assessment methodology of the government agency.

4. Compliance with labor discipline

following is taken into account:
- no tardiness;
- no early departure from work without a valid reason;
- no violations of official ethics;
- compliance with information security requirements;
- compliance with requirements for maintaining state secrets;
- compliance with the regulations of the government agency;
- other facts on this parameter, stipulated by the assessment methodology of the government agency.

5. Lack of disciplinary action

The imposition of disciplinary sanctions during the quarter being assessed is taken into account.
If a disciplinary sanction is imposed:
- in the form of a reprimand, reprimand, or severe reprimand, the score cannot exceed 2.99 points;
- in the form of other types of sanctions, including for misconduct that discredits the civil service, the score cannot exceed 1.99 points.

Average final grade

Application

to the resolution district akimat

dated "___" __________ 2026 No. ___

Application

to the resolution district akimat from June 1, 2023

No. 103

No.

Structural element

Previous edition

New edition

Justification

1

Appendix to the said resolution

Methodology for assessing the performance of administrative civil servants of Corps "B" of local executive bodies of the Beimbet Maylin district

Chapter 1. General Provisions

1. This Methodology for assessing the performance of administrative civil servants of corps "B" of the state institution of local executive bodies of the Beimbet Mailin district (hereinafter referred to as the Methodology) was developed in accordance with paragraph 5 of Article 33 of the Law of the Republic of Kazakhstan dated November 23, 2015 "On the civil service of the Republic of Kazakhstan", the Standard Methodology for assessing the performance of administrative civil servants of corps "B" (hereinafter referred to as the Standard Methodology), approved by the order of the Chairman of the Agency of the Republic of Kazakhstan for Civil Service Affairs and Anti-Corruption dated January 16, 2018 No. 13 (registered in the Register of state registration of regulatory legal acts under No. 16299) and determines the procedure for assessing the performance of administrative civil servants of corps "B" (hereinafter referred to as corps "B" employees) of local executive bodies of the Beimbet Mailin district.

2. The main concepts used in this Methodology:

1) a superior manager – a person to whom the immediate manager of the employee being evaluated is directly subordinate;

2) immediate supervisor – a person with a higher civil service position, to whom a civil servant is directly subordinate in accordance with his job description;

3) the assessing person – the immediate supervisor and/or superior, depending on the specifics of the activities of the government agency, as well as a circle of people from the work environment of the assessed person when assessing using the 360-degree method;

4) head of a structural unit/government body – administrative civil servant of corps “B” categories (heads of structural units) E-1, E-2, ER-1;

5) employee of corps “B” – a person holding an administrative government position of corps “B”, with the exception of the head of a structural unit/government body;

6) the person being assessed is the head of a structural unit/government body or an employee of Corps “B”;

7) key target indicators (hereinafter referred to as KTI) – indicators established for the head of a structural unit/government agency and aimed at achieving the documents of the state planning system, including national projects, the agreement of the employee of Corps “A”, or aimed at increasing the efficiency of the state agency;

8) ranking method - an assessment method in which the assessment of the performance of employees of Corps "B" is determined taking into account the degree of their compliance with the assessment parameters - the quality of performance of functional duties, compliance with deadlines for completing tasks, initiative and independence, compliance with labor discipline, the volume and complexity of work performed;

9) 360 method – an assessment method aimed at identifying whether the person being assessed has the required competencies by interviewing a circle of people from the work environment of the person being assessed;

10) calibration sessions – periodic meetings of assessors to discuss, possibly adjust and approve the results of the assessment of the performance of the assessed persons;

11) evaluation period – the period of evaluation of the performance results of a civil servant.

3. The performance evaluation of Corps B administrative civil servants (hereinafter referred to as the evaluation) is conducted to determine the effectiveness and quality of their work using the unified human resources management information system (hereinafter referred to as the information system). Where technically feasible, the evaluation is conducted on paper or in information systems operating within government agencies.

The assessment is carried out based on the results of achieving the KCI, using ranking methods and 360 depending on the job category of the person being assessed.

The evaluation of employees of Corps "B" of state bodies in which an automated evaluation system has been introduced is carried out taking into account the features determined by the internal documents of these state bodies.

4. 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 it 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 for the KCI and ranking is based on the average assessment of the Corps B employee for the reporting quarters.

5. An assessment is not conducted if the employee being assessed has held a specific position for less than one month during the assessment period. If, during the assessment period, the employee being assessed is on vacation, social leave, temporary disability, business trip, internship, retraining, or advanced training, the employee's KCI achievement assessment, ranking assessment, and/or 360-degree assessment are conducted without their participation within the timeframes specified in paragraph 4.

6. The assessment of employees dismissed from a government agency before the end of the assessment period is carried out without their participation within the timeframes established in paragraph 4.

7. The assessment results are presented according to the following gradation:

"Performs job responsibilities effectively"

"Performs functional duties properly"

"Performs functional duties satisfactorily"

“Performs functional duties unsatisfactorily” (unsatisfactory rating).

The result “Performs functional duties effectively” corresponds to a rating range 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.

8. The results of achieving the KCI and the results of the assessment using the ranking method are the basis for making decisions on the payment of bonuses, incentives, training, rotation, promotion, demotion in a government position, or dismissal.

9. The results of the 360-degree assessment are the basis for making decisions on employee training.

10. Organizational support for the assessment is provided by the HR department (hereinafter referred to as the HR department), including through the information system.

In this case, the HR department creates a schedule for evaluating employees in the information system, which is approved by the official who has the right to appoint an administrative civil servant of Corps "B" to a government position and dismiss him from a government position.

11. The HR department ensures that the employee being evaluated is familiarized with the results of the evaluation within two working days from the date of its completion.

Familiarization of employees specified in the second part of paragraph 5 of this Methodology is carried out by sending a registered letter with acknowledgment of delivery and/or a telephone message and/or a telegram and/or a text message to a subscriber's mobile phone number or to an e-mail address or using other means of communication that ensure the recording of the notification or call.

12. In case of disagreement with the results of the assessment, the employee shall submit a corresponding application in any form for a calibration session to the official who has the authority to appoint to a government position and dismiss from a government position an administrative civil servant of corps "B" within five working days from the date of familiarization with the results of the assessment.

13. The decision of the calibration session may be appealed by a civil servant in accordance with the established procedure of the Administrative Procedure Code of the Republic of Kazakhstan.

14. Documents related to the assessment are stored in the HR department for three years from the date of completion of the assessment, and also, if technically possible, in the information system.

15. The results of the assessment are strictly confidential information and are not subject to disclosure to third parties, except in cases where the government agency is obliged to disclose this information in accordance with the Law of the Republic of Kazakhstan “On Access to Information”.

16. Disagreements related to the evaluation procedure are considered by the HR department with the assistance of all interested persons and parties.

17. The assessor ensures:

1) communicating to the assessed persons the strategic goals of the government body/structural unit, the general results of the work of the government body/structural unit for the period under assessment;

2) timely setting, coordination and approval by the KCI;

3) conducting regular monitoring of the degree of fulfillment of the KCI during the assessment period and providing them with a final assessment of their performance and constructive feedback; conducting regular monitoring of the degree of fulfillment of functional duties by the assessed persons during the assessment period and providing them with a final assessment of the employee’s performance and constructive feedback;

4) participation in calibration sessions and in resolving controversial issues regarding the assessment of persons being assessed, should they arise during the assessment process.

18. The person being assessed ensures:

1) conducting regular monitoring of the degree of fulfillment of the KCI/assigned tasks;

2) conducting timely self-assessment as part of the assessment of its activities using the 360 method;

3) participation in meetings with the manager to discuss the results of the performance assessment.

19. The HR department ensures:

1) organizing and supporting the performance evaluation process, including preparing communication messages and consulting participants in the evaluation process;

2) conducting timely analysis and coordination of the KCI;

3) if necessary, participation in meetings between the manager and the employee, assistance in resolving controversial issues by consulting on the performance evaluation process;

4) conducting a calibration session, including preparing information for each employee in preparation for the calibration sessions;

5) the completeness and timeliness of filling out the necessary documents as part of the performance assessment for the reporting period, the introduction of the necessary records, and the sending of relevant notifications to employees as part of the performance assessment of employees.

20. The results of the assessment may be known only to the person being assessed, the assessor, the head of the HR department and the participants in the calibration sessions.

Chapter 2. Procedure for assessing the head of a structural unit/government body for achieving the KCI

21. The performance of the head of a structural unit/government body is assessed based on the assessment of the achievement of the KCI.

22. The KCI is established by the assessor in agreement with the structural unit coordinating the strategic planning issue (if any), as well as with the HR department in the individual work plan of the head of the structural unit/government agency, compiled within ten working days after the start of the assessment period in the form in accordance with Appendix 1 to the Standard Methodology.

When an employee is appointed to a position after the start of the evaluation period, the KCIs are established within ten working days from the date of his appointment to the position.

At the same time, within five working days from the date of establishment (approval) of the KCI, the HR department ensures (if technically feasible) the placement of the individual work plan in the information system.

If the period from the date of appointment of an employee to the end of the evaluation period is less than three months, the KCI is not established for the said employee.

The assessment of the achievement of the KCI of the head of a structural unit/government body is carried out by the assessing person within the timeframes established in paragraph 4.

In this case, the HR department, in agreement with the structural unit coordinating the issue of strategic planning (if any), in order to ensure the reliability of the information, carries out a preliminary calculation of the actual values of the KCI and, through the information system (if technically feasible), sends it to the assessing person no later than five working days before the last day of the assessment in accordance with paragraph 4 of this Methodology.

23. KCIs are established in a number of three to five and must reflect the expected specific results of the activities of the assessed entity until the end of the assessed period.

24. KCIs should have quantitative and qualitative indicators of measurability of goal achievement and be:

1) specific (the result is precisely defined, indicating the expected positive change that needs to be achieved);

2) measurable (specific criteria are defined for measuring the achievement of the KCI);

3) achievable (the KCIs are determined taking into account available resources, powers and constraints);

4) limited in time (the deadline for achieving the KCI during the assessed period is determined);

25. Changes to the KCI are made in the event of a change in the functions and structure of a government body that directly affects the achievement of the KCI.

26. The information system, or in its absence, the HR department, notifies the head of the structural unit/government agency about the assessment being carried out in relation to him no later than the fifth day of the month following the reporting quarter.

27. The evaluation form is sent for review to the evaluator via the information system or, if it is not available, by the HR department.

Based on the results of reviewing the submitted materials, the assessor assigns grades (from 0 to 5) in the appropriate column of the assessment sheet in the form according to Appendix 2 of the Standard Methodology.

When assigning assessments, the assessor uses a table for determining the acceptable assessment depending on the percentage of implementation of the key target indicator in the form, according to Appendix 3 of the Standard Methodology.

Chapter 3. The procedure for assessing employees of Corps "B" using the ranking method

28. The evaluation of employees of Corps “B” is carried out using the ranking method.

29. The evaluation of Corps B employees using the ranking method is carried out by the head of the structural unit/government agency using the form in Appendix 4 of the Standard Methodology via the information system operating within the government agency (if technically feasible). However, if technically feasible, the evaluation is conducted on paper.

30. The information system, or in its absence, the HR department, notifies the employee of Corps “B” about the assessment being carried out in relation to him no later than the tenth day of the month following the reporting quarter.

31. The evaluation form is sent to the evaluator by the information system, or, if it is not available, by the HR department.

The assessor assigns grades (from 0 to 5) in the appropriate column of the assessment sheet in the form in accordance with Appendix 4 to the Standard Methodology.

If the number of employees of the “B” corps of the structural unit exceeds fifty people, the assessment is also carried out by persons determined by the assessing person.

32. The assessment of Corps B employees, taking into account the level of results they have achieved in the performance of their functional duties, as well as the volume and complexity of the work performed in the period under assessment, is determined by the following parameters:

quality of performance of functional duties;

compliance with deadlines for completing tasks;

independence and initiative;

labor discipline.

Chapter 4. The 360-degree assessment procedure

33. The 360-degree assessment is conducted once a year anonymously in the information system. However, if technically feasible, the assessment is conducted on paper.

Heads of structural divisions (of a government agency) undergo a 360-degree assessment using the form in accordance with Appendix 5 to the Standard Methodology, while employees of Corps "B" undergo a form in accordance with Appendix 6 to the Standard Methodology.

34. The following competencies are assessed using the 360 method, depending on the category of persons being assessed:

for heads of structural divisions:

activity management;

building effective communications;

adherence to ethical standards and principles;

change management;

results orientation;

independence and decision-making skills;

team management;

leadership qualities;

cooperation;

efficiency;

self-development;

initiative;

for employees of Corps "B":

building effective communications;

adherence to ethical standards and principles;

change management;

results orientation;

independence and decision-making skills;

cooperation;

efficiency;

self-development.

35. The number of persons participating in the survey must be no less than three and no more than seven people, individually determined by the information system, or in its absence by the HR department, for each person being assessed.

The 360-degree employee evaluation also includes self-assessment. However, the employee's self-assessment is not factored into the final results.

The circle of persons interviewed includes:

1) immediate supervisor;

2) an employee of Corps “B” who is directly subordinate to the person being assessed;

3) persons who are at the same level as the person being assessed and who closely interact with him.

36. The HR department administers the 360° assessment process, generates individual reports, and organizes the provision of feedback on the 360° assessment results using the forms set out in Appendices 7 and 8 of the Standard Methodology. When developing the topics for professional development seminars and refresher course subjects, the HR department must consider the 360° assessment results, including the employee's least pronounced competencies.

Chapter 5. Procedure for conducting calibration sessions and providing feedback

37. In order to coordinate and maintain a unified approach to the assessment process, government agencies conduct calibration sessions in the manner provided for in paragraph 12 of this Methodology.

38. An official who has the right to appoint to a government position and dismiss from a government position an administrative civil servant of Corps “B” shall make a decision on holding a calibration session and approve its composition within three working days from the date of receipt of the employee’s application.

39. The calibration session is conducted within ten working days from the date of the employee’s request in the manner prescribed in paragraph 12 of this Methodology.

40. The HR department organizes the activities of the calibration session.

41. At the calibration session, the assessor briefly describes the work of the person being assessed and justifies his or her assessment.

Participants in the calibration session can support the assessor's assessment or provide arguments for adjusting the assessment.

The assessment adjustment is carried out both upwards and downwards.

The final assessment is approved by a majority vote of the calibration session participants and documented in a corresponding protocol. The HR department ensures that the protocol is posted in the information system (if technically feasible) within three business days of its signing.

42. Based on the results of the calibration session, the assessor meets with the employee being assessed and provides feedback on the results of the final assessment.

The following issues will be discussed during the meeting:

review of achievements for the period under assessment;

review of skills and competencies development;

review of potential and discussion of the employee's career aspirations.

The evaluator ensures an atmosphere of open and friendly dialogue during the meeting.

Chapter 6. Procedure for assessing the performance of administrative civil servants of Corps "B" for the period of work from July 1, 2021 to December 31, 2022, who are on social leave or during a period of temporary disability.

Methodology

assessment of the performance of administrative civil servants of Corps "B" of local executive bodies of the Beimbet Maylin district

Chapter 1. General Provisions

1. This Methodology for assessing the performance of administrative civil servants of corps "B" of local executive bodies of the Beimbet Mailin district (hereinafter referred to as the Methodology) was developed in accordance with paragraph 5 of Article 33 of the Law of the Republic of Kazakhstan "On the Civil Service of the Republic of Kazakhstan", the Standard Methodology for assessing the performance of administrative civil servants of corps "B", approved by order of the Chairman of the Agency of the Republic of Kazakhstan for Civil Service Affairs and Anti-Corruption dated January 16, 2018 No. 13 "On certain issues of assessing the performance of administrative civil servants" and defines the procedure for assessing the performance of administrative civil servants of corps "B" .

2. The main concepts used in this Methodology:

1) a leadership position is an administrative government position in Corps B, which is vested with the authority to organize the activities of a subordinate unit or individual employees;

2) immediate supervisor – a person with a higher civil service position, to whom a civil servant is directly subordinate in accordance with his job description;

3) head of a structural unit/government body – administrative civil servant of corps “B” categories E-1, E-2, ER-1 ;

4) the assessing person – the immediate supervisor and/or the head of the structural unit/government body;

5) the person being assessed is the person in relation to whom the assessment is carried out ;

6) calibration sessions – periodic meetings of officials to discuss, possibly adjust and approve the results of the performance assessment of the persons being assessed;

7) evaluation period – the quarter for which the performance results of a civil servant are assessed .

3. The performance evaluation of administrative civil servants of Corps B (hereinafter referred to as the evaluation) is carried out to determine the effectiveness and quality of their work through the integrated information system “E-kyzmet” (hereinafter referred to as the information system).

The evaluation of administrative civil servants of Corps B of state bodies in which an automated evaluation system has been introduced is carried out taking into account the features determined by the internal documents of these state bodies.

In the absence of the assessing person, the assessment is carried out by the person replacing him.

The assessment of seconded persons is carried out in the receiving government agency for the period of secondment.

By decision of the first head of a state body, persons who are directly subordinate to him may be assessed by the head of the apparatus of this state body.

4. The assessment is carried out based on the results of the quarter – no later than the twentieth day of the month following the reporting quarter.

The final assessment is formed automatically from the average assessment of the administrative civil servant of corps “B” for the reporting quarters of the calendar year in the information system .

The final assessment is formed no later than January 30 of the year following the reporting year.

5. The assessment is not carried out in cases where the period of tenure of the employee being assessed in a specific position during the assessment period is less than one month from the date of appointment or election to the position being assessed .

In this case, the period under assessment must include at least fifteen working days actually worked by the employee.

6. The assessment of employees dismissed from a government agency before the end of the assessment period is carried out without their participation within the timeframes established in paragraph 5 .

7. The assessment results are presented according to the following gradation:

"Performs job responsibilities effectively"

"Performs functional duties properly"

"Performs functional duties satisfactorily"

“Performs functional duties unsatisfactorily” (unsatisfactory rating).

The result “Performs functional duties effectively” corresponds to a rating range 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.

8. Organizational support for the assessment is provided by the human resources management service or, in its absence, by the structural unit (person) entrusted with the performance of the duties of the human resources management service (personnel service) (hereinafter referred to as the human resources management service), including through the information system.

9. The employee being assessed receives the results of his assessment in the information system, as well as in the E-kyzmet mobile application.

notified within a month following the reporting quarter by sending a registered letter with acknowledgment of receipt and/or a telephone message and/or a telegram and/or a text message to a mobile phone number or an e-mail address, or by using other means of communication that ensure the recording of the notification or call.

10. In case of disagreement with the results of the assessment, the employee shall submit a corresponding application in any form for a calibration session to the official who has the authority to appoint to a government position and dismiss from a government position an administrative civil servant of corps "B" within five working days from the date of receipt of the assessment results.

11. The decision of the calibration session may be appealed by a civil servant in accordance with the established procedure of the Administrative Procedure Code of the Republic of Kazakhstan.

12. Documents related to the assessment shall be kept in the HR department for three years from the date of completion of the assessment, as well as in the information system.

13. The results of the assessment are confidential information and are not subject to disclosure to third parties, except in official needs , as well as in cases where the government agency is obliged to disclose this information in accordance with the Law of the Republic of Kazakhstan “On Access to Information”.

14. Disagreements related to the evaluation procedure are considered by the HR service with the assistance of all interested persons and parties.

15. Heads of the HR service ensure:

1) organizing and supporting the performance evaluation process, including preparing communication messages and consulting participants in the evaluation process;

2) if necessary, participation in meetings between the assessor and the assessed persons, assistance in resolving controversial issues by consulting on the performance assessment process;

3) conducting a calibration session, including preparing information for each employee in preparation for the calibration sessions;

4) the completeness and timeliness of filling out the necessary documents as part of the performance assessment for the reporting period, the introduction of the necessary records, and the sending of relevant notifications to employees as part of the performance assessment of employees.

Chapter 2. Procedure for evaluation of administrative civil servants of Corps "B"

16. The assessment of administrative civil servants of Corps “B” E-1, E-2, ER-1 is carried out by the immediate supervisor in accordance with the form in Appendix 1 to this Methodology.

The assessment of administrative civil servants of Corps “B” occupying leadership positions, with the exception of persons specified in the first paragraph of this clause, is carried out by the head of the structural unit/state body in the form in accordance with Appendix 1 to this Standard Methodology.

The assessment of administrative civil servants of Corps B, categories D-3 (except for the head of a structural unit) is carried out by the immediate supervisor in accordance with the form in Appendix 2 to this Methodology.

The assessment of other administrative civil servants of Corps “B” is carried out by the head of the structural unit/government body in accordance with the form in Appendix 2 to this Methodology.

17. The evaluation form is sent to the evaluator by the HR department. through the information system .

The evaluator gives marks from 0 to 5.

If the number of persons being assessed exceeds twenty people, the assessment is also carried out by administrative civil servants of Corps “B” , determined by the assessing person.

Chapter 3. Procedure for conducting calibration sessions and providing feedback

18. In order to coordinate and maintain a unified approach to the assessment process, government agencies conduct calibration sessions in the manner provided for in paragraph 10 of this Methodology.

19. The official who has the right to appoint to a government position and dismiss from a government position an administrative civil servant of Corps “B” shall make a decision on holding a calibration session and approve its composition within three working days from the date of receipt of the employee’s application.

The composition of the calibration session consists of an odd number of members.

The number of members of a calibration session must not be less than three.

A particular calibration session does not include a person who disagrees with the assessment, nor does it include the person who assessed it.

The members of the calibration session shall include the assessors (except for the person whose assessment is subject to review at the calibration session), as well as an employee of the human resources service (HR department) or a person assigned to perform the duties of the human resources service (HR department).

20. The calibration session is conducted within ten working days from the date of the employee’s request in the manner prescribed in paragraph 10 of this methodology.

21. The HR department organizes the activities of the calibration session.

22. At the calibration session, the assessor briefly describes the work of the person being assessed and justifies his or her assessment.

The person being assessed has the right to justify his or her disagreement with the assessment to the members of the calibration session in written or oral form.

Members of the calibration session may support the assessor's assessment or provide arguments for adjusting the assessment.

The assessment adjustment is carried out both upwards and downwards.

The final assessment is approved by a majority vote of the calibration session participants and documented in a corresponding protocol. The HR department ensures that the protocol is posted in the information system (if technically feasible) within three business days of its signing.

23. Based on the results of the calibration session, the assessor meets with the employee being assessed and provides feedback on the results of the final assessment.

The following issues will be discussed during the meeting:

review of achievements for the period under assessment;

review of skills and competencies development;

review of potential and discussion of the employee's career aspirations.

The evaluator ensures an atmosphere of open and friendly dialogue during the meeting.

In accordance with paragraph 1 of the order Chairman of the Agency
of the Republic of Kazakhstan for civil service affairs dated July 28, 2025 No. 121 "On Amendments to the Order of the Chairman of the Agency of the Republic of Kazakhstan for Civil Service Affairs and Anti-Corruption dated January 16, 2018 No. 13 "On Certain Issues of Assessing the Performance of Administrative Civil Servants"