Considerations Regarding the Appeal to the Administrative Court of the Individual Performance Appraisal Report of Civil Servants
Considerations Regarding the Appeal to the Administrative Court of the Individual Performance Appraisal Report of Civil Servants

Author(s): Eugenia Iovănaş
Subject(s): Public Administration, Public Law, Sociology of Law, Administrative Law
Published by: ADJURIS – International Academic Publisher
Keywords: public office; public servant; professional performance; objectives of the public authority or institution; evaluation report;
Summary/Abstract: Performance indicators are established to assess the degree to which individual civil servants have achieved their objectives. The setting of individual objectives and performance indicators must be linked to the tasks and objectives of the institution in which the civil servant works. The process of evaluating the individual performance of civil servants shall establish the training requirements for civil servants. The objectives set out in paragraph 1 shall be set out in the following way (1) shall be established in accordance with the duties of the job description, by reference to the public office held, its professional grade, the theoretical and practical knowledge and skills necessary for the performance of the public office held by the civil servant, and shall correspond to the objectives of the department in which the civil servant works. The performance indicators referred to in paragraph 1 shall be those set out in Annex I. (1) shall be established for each individual objective, in accordance with the level of the public office holder's duties, by reference to the requirements of the quantity and quality of the work performed. In all cases, the individual objectives and performance indicators shall be made known to the public servant at the beginning of the period under evaluation. In this article, we propose to discuss relevant aspects of the analysis of the annual individual performance appraisal report of civil servants, by analysing the two methodologies for the annual performance appraisal of civil servants, as described above, with reference to the relevant judicial practice.

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