Institution of Public Complaint as a Human Resources Management Tool
Institution of Public Complaint as a Human Resources Management Tool

Summary/Abstract: Performance appraisal in the work process is defined as an oral or written assessment of an employee’s individual qualities, behaviour and accomplishments. It is present practically at all work process stages, i.e. in the input – action – output pipeline. This mayserve various specific objectives. Employees of the broadly understood administration, in particular government administration officials supposed to form civil service or local government officials, are also subject to this type of assessment. For an effective employee performance appraisal, it is necessary to collect information about the person in the period under review. It can be obtained i.e. from public complaints (actio popularis) filed at public administration bodies by various entities. The purpose of including this measure in the provisions of Part VIII of the Code of Administrative Procedure is to legally define the instruments ofcivic control. The complaint itself, with an inherent evaluation by an external entity of the public authority’s mode of operation and behaviour or omissions by persons employed atpublic administration bodies, may constitute a major source of information on facts that may affect the appraisal. Employee performance appraisal drawing on this information may alsobe used in the human resources management process.

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