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“HOW TO WIN PUBLIC CONFIDENCE AS COVERNMENT OFFICIALS"-100 Sheets for Effective&Efficient Public Administration

 事業名 開発途上国等の公務員の人材育成に関するプログラムの開発
 団体名 公務研修協議会 注目度注目度5


Sheet 44

 

GUIDE TO THE CASE "POSTPONING PAY INCREASES"

 

1 Performance Evaluation System of This Organization

 

The details of the performance evaluation system in this case are not fully entered into, but it would appear to have the following three problems.

・There is no formula as to how the grades from individual elements are synthesized into a final rating.

There is no clear rule about the relationship between element ratings and the final grade. The final rating, however, has a direct connection to pay increase. Under this system, managers are likely to base their decision on whether the employee is worthy of a special pay increase or not. They mark the final evaluation accordingly and ensure that each element rating is compatible with the final grade. Assessed in this manner, individual element evaluations are reduced to nonsense.

・There is no particular rule as to how the final performance rating should be used except for that of pay increase.

This situation results in all attention being focused on pay increase, and the special pay increase in particular. The performance evaluations' main objective of facilitating the career development of employees is completely lost. It is essential that every supervisor realize the true purpose of performance evaluation.

・No training on performance evaluation for supervisors.

There is a great necessity to train supervisors about the purpose of performance evaluation. They should be taught how to make fair evaluations, how to handle performance evaluation meetings, and how to utilize these grades at a post evaluation stage. Supervisors may develop their own approach after studying how other managers operate or by seeking their advice. Performance evaluation is a confidential process, however, so it is difficult for supervisors to learn how to evaluate their staff without training. Untrained, they might possibly evaluate their staff in a manner which is far from appropriate. Training for supervisors who are to assess staff for the first time is essential.

 

 

 

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集計期間:成果物公開〜現在
更新日: 2022年8月6日

関連する他の成果物

1.信頼される公務員になるために?効果的・効率的な公務遂行のための100シート?
2.「開発途上国等の公務員の人材育成に関するプログラムの開発」の報告書
3.将来あるべき人事管理を考えるための基礎調査(平成10年)
  [ 同じカテゴリの成果物 ]


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