On amendments to the decision of the Maslikhat No. 213 dated March 14, 2018 "On approval of the Methodology for evaluating the activities of administrative civil servants of the corps "B" of the state institution "Apparatus of the Karasu district Maslikhat"
Karasu district maslikhat DECIDED:
To make the following changes to the decision of the Maslikhat "On approval of the Methodology for assessing the activities of administrative civil servants of the corps "B" of the state institution "Apparatus of the Karasu district Maslikhat" dated March 14, 2018 No. 213 (registered in the Register of State Registration of Regulatory Legal Acts under No. 7627):
the methodology for assessing the activities of administrative civil servants of the corps "B" of the state institution "Apparatus of the Karasu district Maslikhat", approved by the said decision, should be set out in a new edition according to the annex to this decision.
This decision shall enter into force upon the expiration of ten calendar days after the date of its first official publication.
Approved by the decision
Karasu district maslikhat
of March 14 , 2018
№ 213
Methodology for assessing the activities
of administrative civil servants of the corps "B"
of the state institution "Apparatus of the Karasu district Maslikhat"
Chapter 1. General provisions
This methodology for evaluating the activities of administrative civil servants of the corps "B" of the state institution "Apparatus of the Karasu district Maslikhat" (hereinafter – the Methodology) 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" (hereinafter - the Law), a standard methodology for evaluating the activities of administrative civil servants of the corps "B" (hereinafter - the - 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 under No. 16299) and defines the procedure for evaluating the activities of administrative civil servants of the corps "B" of the state institution "Apparatus of the Karasu District Maslikhat" (hereinafter - maslikhat apparatus).
The methodology for evaluating the activities of administrative civil servants of the corps "B" of the maslikhat apparatus is approved by the first head of the Karasu district maslikhat on the basis of a Standard methodology, taking into account the specifics of the maslikhat apparatus.
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 person being evaluated when evaluating by the 360 method;
4) the head of the maslikhat staff is an administrative civil servant of the "B" corps of category E - 2;
5) employee of corps "B" - a person holding an administrative public position of corps "B", with the exception of the head of the maslikhat apparatus;
6) the person being evaluated is the head of the maslikhat staff or an employee of the "B" building;
7) key target indicators (hereinafter - KCI) - indicators established for the head of the maslikhat staff and aimed at 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 for tasks, 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 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 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 state bodies. 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 specific 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, a 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 in the terms established by paragraph 5.
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 5.
The evaluation results are presented according to the following gradation: "Performs functional duties effectively", "Performs functional duties properly", "Performs functional duties satisfactorily", "Performs functional duties unsatisfactorily" (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 head of the department of organizational work of the maslikhat apparatus (hereinafter referred to as the head of the department), in case of his absence – by the person entrusted with the duties of the head of the department, including through an information system. At the same time, the head of the department 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 head of the department 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 from public office an administrative civil servant of the "B" corps 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 kept by the head of the department 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 head of the department with the assistance of all interested persons and parties.
The evaluator provides:
1) bringing to the attention of the evaluated persons the general results of the maslikhat apparatus for the evaluated period;
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:
1) carrying out regular monitoring of the degree of fulfillment of its KCI/assigned tasks;
2) conducting a timely self-assessment as part of the evaluation of its activities using the 360 method;
3) participation in meetings with the head to discuss the results of the evaluation of activities.
The head of the department provides:
1) organization and support of the evaluation process, including the preparation of communication messages, advising participants in the evaluation process;
2) conducting timely analysis and approval of the CCI;
3) if necessary, participation in meetings of the manager and the employee, assistance in resolving disputes by consulting on the evaluation process;
4) conducting a calibration session, including the preparation of information on each employee in preparation for calibration sessions;
5) completeness and timeliness of filling in the necessary documents as part of the assessment of activities for the reporting period, the introduction of the necessary accounts, sending appropriate notifications to employees as part of the assessment of employees' activities.
The evaluation results can only be known to the person being evaluated, the evaluator, the head of the department and the participants of the calibration sessions.
Chapter 2. The procedure for evaluating the head of the maslikhat's staff on achieving the KCI
The assessment of the activities of the head of the maslikhat staff is carried out on the basis of an assessment of the achievements of the KCI.
The KCI is established by the evaluator in agreement with the head of the department in the individual work plan of the head of the maslikhat staff, compiled within ten working days after the start of the evaluated period in accordance with the form, according to the application 1k Standard Methodology. When appointing an employee to a position after the beginning of the estimated period, the KCI 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) The head of the department ensures (if technically possible) the placement of an individual work plan in the information system. If the period from the date of appointment of the employee to the end of the estimated period is less than three months, the KCI of the specified employee is not established. The assessment of the achievement of the KCI of the head of the maslikhat staff is carried out by the evaluator within the time limits set in paragraph 5. At the same time, the head of the department, in order to ensure the reliability of the information, conducts a preliminary calculation of the actual values of the KCI and, through an information system (if technically possible), sends it to the evaluator no later than five working days before the last day of the assessment according to paragraph 5 of this Methodology.
The CCIs are set in the amount of three to five and should reflect the expected concrete results of the activity of the assessed person until the end of the assessed period.
KCI should have quantitative and qualitative indicators of the measurability of achieving goals and be:
1) specific (the result is precisely determined, 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 (CCIs are determined taking into account available resources, powers and limitations);
4) limited in time (the time limit for achieving the KCI during the estimated period is determined);
5) focused on improving the efficiency of the activities of the state body.
Amendments to the CCI are made in case of changes in the functions and structure of the state body directly affecting the achievement of the CCI.
The information system, or in case of its absence, the head of the department, notifies the head of the maslikhat's office about the assessment carried out against him no later than the fifth day of the month following the reporting quarter.
The evaluation sheet is sent for consideration to the evaluating person through the information system, or in case of its absence by the head of the department. Based on the results of the review of the submitted materials, the evaluator sets the grades (from 0 to 5) in the corresponding column of the evaluation sheet in the form of the agreement application 2k Standard methodology. When making assessments, the evaluator uses the table for determining the acceptable assessment, depending on the percentage of implementation of the key target indicator in the form, according to Appendix 3 to the Standard Methodology.
Chapter 3. The procedure for evaluating employees of building "B" by the ranking method
The evaluation of the employees of the building "B" is carried out according to the ranking method.
The evaluation of the employees of the corps "B" according to the ranking method is carried out by the head of the maslikhat staff in the form, according to the application of the 4k Standard Methodology through an information system functioning in a state body (if technically possible). At the same time, if there is no technical possibility, the assessment is carried out on paper.
The information system, or in case of its absence, the head of the department notifies the employee of the "B" building about the assessment carried out against him no later than the tenth day of the month following the reporting quarter.
The evaluation sheet is sent to the evaluating person by the information system, or in case of its absence by the head of the department. The evaluator gives grades (from 0 to 5) in the corresponding column of the evaluation sheet according to the form of the application of the 4k Standard Methodology.
The evaluation of the employees of the corps "B", taking into account the level of results achieved by them in the performance of functional duties, as well as the volume and complexity of the work performed in the assessed period, is determined by the following parameters: the quality of performance of functional duties; compliance with deadlines for tasks; independence and initiative; labor discipline.
Chapter 4. The evaluation procedure according to the 360 method
The 360 assessment is carried out once a year anonymously in the information system. At the same time, if there is no technical possibility, the assessment is carried out on paper. The head of the maslikhat's staff is evaluated by the 360 method according to the form, according to the 5k application of the Standard Methodology, the employees of the "B" building according to the form, according to Appendix 6 to the Standard Methodology.
The 360 method evaluates the following competencies, depending on the category of persons being evaluated: for the head of the maslikhat staff: managing activities; building effective communications; following ethical norms and principles; change management; result orientation; independence and decision-making skills; team management; leadership qualities; cooperation; efficiency; self-development; initiative; for corps employees "B": building effective communications; following ethical norms and principles; change management; result orientation; independence and decision-making skills; cooperation; efficiency; self-development.
The number of persons participating in the survey must be at least three and no more than seven people, individually determined by the information system, or in case of its absence by the head of the department, for each person being evaluated. The employee's assessment by the 360 method also provides for his self-assessment. At the same time, the employee's self-assessment is not taken into account in the final results. The circle of interviewees includes:
1) direct supervisor;
2) an employee of the "B" corps, who is directly subordinate to the person being evaluated;
3) persons who are on the same level with the person being evaluated by position and closely interact with him.
The head of the department administers the evaluation process using the 360 method, generates individual reports and organizes the provision of feedback on the results of the 360 evaluation according to the forms of agreement applications 7 and 8 A typical methodology. When forming the topics of advanced training seminars and retraining courses, the head of the department should take into account the results of the evaluation of the 360 method, including the least pronounced competencies of the employee.
Chapter 5. Procedure for conducting calibration sessions and providing feedback
In order to coordinate and comply with a unified approach to the assessment process, State bodies conduct calibration sessions in accordance with the procedure provided for in paragraph 13 of the Standard Methodology.
The official who has the right of appointment to a public position and dismissal from a public position of an administrative civil servant of corps "B" decides to hold a calibration session and approves its composition within three working days from the date of receipt of the employee's request.
The calibration session is held within ten working days from the date of the employee's request in accordance with the procedure provided for in paragraph 13 of the Standard Methodology.
The head of the department organizes the activities of the calibration session.
At the calibration session, the evaluator briefly describes the work of the person being evaluated and argues his assessment.
The participants of the calibration session can support the assessment of the evaluator or provide arguments for adjusting the assessment. The assessment is adjusted both upward and downward.
The final assessment is accepted by the majority of votes of the participants of the calibration session and is formalized by the appropriate protocol. The head of the department ensures the placement of the protocol in the information system (if technically possible) within three working days from the date of its signing.
Based on the results of the calibration session, the evaluator holds meetings with the evaluated employee and provides feedback on the results of the final assessment.
The following issues are discussed during the meeting:
overview of achievements for the assessed period;
overview of skills and competencies development;
review of the potential and discussion of the employee's career aspirations. The evaluator provides an atmosphere of open and friendly dialogue during the meeting.