Objective: Evaluate the performance and aptitudes of each official, taking into account the demands and characteristics of their position, and will serve as a basis for Promotion, incentives and elimination of service.
But what are COMPETENCES AND SKILLS for performance.
performance-evaluation-in-the-administrative-statuteOBJECTIVES
Labor competence is the ability to successfully respond to a complex demand or carry out an activity or task, according to performance criteria defined by the institution or productive sector.
The competences include:
- Knowledge (Knowing),
- Attitudes (Knowing Being)
- Skills (Knowing How)
The Quality Management Model of Health Services
Set of practices that were defined as keys to the management of an institution of excellence. Its design is based on the Chilean Excellence Management Model, which was adapted to the uniqueness of health management to ensure its proper implementation.
Service Excellence
The essential principles of the Model (autonomy, equity between the various institutions, efficiency and effectiveness, transparency, honesty and participation, management oriented towards the satisfaction of users, and appreciation of people as the main strategic factor) are incorporated into seven categories o Criteria, which group a set of practices that a health institution should apply to improve the performance of its services.
KAIZEN, or Continuous Improvement, has been identified as Total Quality, but rather KAIZEN is the umbrella that covers most Japanese practices including Total Quality, Just in Time and Quality Circles, etc.
KAIZEN is not a way of working, it is a way of living.
BASIC ELEMENTS OF A QUALITY PROGRAM WORK TEAM
WHAT IS LEADERSHIP?
Leadership is defined as a way of exerting influence over a certain group in search of the achievement of certain objectives.
ARE LEADERS BORN OR MADE?
Regardless of whether the leader is born or made, it should be noted that the concept of leadership is often confused with authority and power. Therefore, we will define the latter below:
AUTHORITY
• With this faculty only obedience is achieved and it is granted by others.
POWER
Faculty of imposing itself before the rest without necessarily having a formal title or position and, on the other hand, who is not obliged to obey him.
CONCLUSION:
From the above, it should be noted that a person can be a leader and have authority at the same time or be a leader and have power, in short, there can be a mixture between two or three of these.
SOME TOPICS TO CLARIFY
What are job skills gaps?
When do they occur?
What kind of gaps are there?
When should be trained and for what?
What is the job description?
What is the Quality chain
WHAT IS THE PERFORMANCE EVALUATION SYSTEM?
It is a management instrument that allows the performance and attitudes of each official to be evaluated annually, taking into account the requirements and characteristics of their position.
Stimuli and Elimination of service. All officials (staff already hired) must be qualified annually on one of the Lists: 1. Distinction; two.
Good; 3. Conditional and 4. Elimination.
Who will not be Qualified:
Art. 5º Dto. Nº1.229 / 1992
The Superior Head of the Service, and his legal deputy;
The members of the Central JC;
The Staff Delegates, who will retain the qualification of the previous year.
Officials who for any reason have effectively performed their functions for less than six months (continuous or discontinuous) within the respective qualification period.
Art. 18 to 20 Dto. No. 1,229 / 1992
The two Quarterly Prequalification Reports will be issued by the direct Head of the official.
The first of the subperiod from September to
December.
The second from January to April.
And finally the Annual Prequalification, which must consider the inf. previous and the other ant.
(annotations of merit and demerit).
Art. 21 to 23 Dto. No. 1,229 / 1992
The Qualification will be carried out by the Qualifying Board of the establishment, made up of the three highest-ranking officials (holders) plus the Personnel Delegate elected by direct vote, with the right to voice and vote.
A rep will also participate. for each plant to qualify, from the association of officials with the highest representation of each plant.
Art. 18 to 20 Dto. No. 1,229 / 1992
The Qualification will evaluate twelve months of performance, from September 1 of one year to August 31 of the following year.
The Grading Process must begin on September 1 and end no later than November 30 of each year.
The JC will be chaired by the highest ranking official who integrates it.
JC Resolution
Art. 26 Dto. No. 1,229 / 1992
The JC will adopt its resolutions taking into consideration, necessarily, the prequalification of the official made by its Direct Head, which will be constituted by the concepts, notes and background that the latter must provide in writing.
Among the ant., The Annotations of Merit and Demerit that have been made within the annual qualification period will be considered.
Evaluation Factors and Subfactors
Art. 15 Dto. No. 1,229 / 1992
Performance: which will measure the work performed during the period, in relation to the tasks assigned.
Personal Conditions: evaluates those skills directly related to the fulfillment of their functions.
Official Behavior: evaluates the conduct of the official in fulfilling her obligations.
Rating Lists:
Art. 14 Dto. No. 1,229 / 1992
According to the scores, as a result of the notes of the subfactors, the final score will place the official in one of these lists:
List 1: from 60 to 70 points.
List 2: from 50 to 59 points.
List 3: from 30 to 39 points.
List 4: from 10 to 29 points.
Art. 30 Dto. No. 1,229 / 1992
The Notice of the JC resolution will be made by the CJ Secretary, who must deliver an authorized copy of the respective agreement, signed and dated by the official (if he refuses to sign, his refusal to sign will be recorded.
Appeal
Art. 31 to 34 Dto. No. 1,229 / 1992
The official shall have the right to appeal the resolution of the JC to the Director of the institution, in the same act of notification or within five days from notification.
The score assigned by the JC may be maintained or raised, but may not be lowered in any case.
After this recourse, the official may only claim directly from the CGR, due to procedural defects.
Effects of the Rating
The official qualified in List 4 (Elimination), or for two consecutive years in List 3 (Conditional), must withdraw from service within the following 15 business days, or the position for Insufficient Qualification will be declared vacant.
Result of the Ratings Process (Headlines)
Art. 38 Dto. No. 1,229 / 1992 Making the Ladder. Where all officials are located by plant and grade according to the rating score.
According to the vacancies that occur in the following year, the officials who lead each group will be promoted to the next higher level.
Art. 4th Dto. No. 1,229 / 1992
The officials who intervene in the qualification process must act with responsibility, impartiality, objectivity and thorough knowledge of the legal norms related to qualifications and of those provided for in these regulations, when formulating each of the concepts and notes on the merits or deficiencies of the employees.
Art. 20 Discount No. 1,229 / 1992
If the official to be qualified has had more than one boss during the qualification period, it will be up to the last immediate boss to carry out their evaluation.
Notwithstanding, said chief shall require reports from the other direct chiefs, with whom the official has performed.
Art. 26 Dto. No. 1,229 / 1992
The Direct Managers will be responsible for the prequalifications.
The way in which they carry out this process must be considered for the purposes of their own rating.
WHO IS THE DIRECT HEAD?
Direct boss is understood as the official in charge of the person to be qualified.
If the official to be qualified has had more than one boss during the respective qualification period, it will be up to him to make the evaluation to the last immediate boss under whose direct orders he has served. However, said chief shall require a report from the other direct chiefs with whom the official has served during the qualifying period. Said report must be considered in the respective prequalification.
Essential Tasks of the Direct Boss
PERFORMANCE REPORTS: these are reports that contain the duly substantiated notes with which the chief has evaluated the performance and attitudes of each of the officials in charge (for each of the evaluation Subfactors). 2 Performance Reports must be made.
NOTE: The evaluated person can express his disagreement if the notes do not conform to what he considers fair.
PREQUALIFICATION: is the one carried out by the direct boss and who expresses his evaluation, duly justified, about the performance of the officials in charge, throughout the qualifying period.
WHAT IF THE OFFICER DOES NOT AGREE WITH THE EVALUATIONS?
In the Performance Reports and in the Prequalification, the officials can make “OBSERVATIONS”, that justify their disagreements or discrepancies.
These are carried out in writing: In an attached note or in the Performance Reports themselves and / or in the Prequalification.
The Observations to the Prequalification must be submitted to the Personnel Office, to be forwarded to the respective Qualifying Board, once constituted.
AND WHAT IF THE OFFICER DOES NOT AGREE WITH THE EVALUATIONS?
On the other hand, in the Qualification, you can “APPEAL”, in writing to the Superior Head of the Service.
Once the notification of the authority's decision to the Appeal has been made, the official may only make a “CLAIM” before the
Office of the Comptroller General of the Republic (only due to procedural defects, eg absence of notifications).
WHAT IS THE APPEAL AND THE CLAIM?
The Appeal and the Claim are two resources to which the official is entitled.
In the Appeal, the official has the right to present his disagreement with the resolution of the Qualifying Board.
It must be filed upon notification or within the next 5 working days, before the Superior Head of the Service, through the Secretary of the Qualifying Board.
WHAT IS THE APPEAL AND THE CLAIM?
In the Claim, the official has the right to present the existence of procedural defects in the Qualification Process.
The Claim must be filed upon being notified of the result of your Appeal, directly before the Office of the Comptroller General of the Republic, within the following 10 business days, in accordance with the provisions of article 154 of Law No. 18,834 (Administrative Statute).
RIGHTS AND DUTIES OF THE OFFICIAL
Rights
Be notified at each moment of the process in which it is evaluated.
Make written Observations to the evaluation of your direct boss, both regarding the Performance Reports, and the obtained Prequalification.
Appeal to the Head of Service, regarding the Qualification made by the Qualifying Board.
Make a Claim before the Comptroller General of the Republic, due to procedural defects. (Eg absence of notifications)
RIGHTS AND DUTIES OF THE OFFICIAL
Request your direct boss, Annotations of merit, for conduct that you consider outstanding.
Request the direct boss to annul the DEMERITO annotation or to record the mitigating circumstances that occur in each case, within the following 5 calendar days
Propose an official as a candidate for Staff Representative before the Qualifying Board.
Accept to be a candidate for Staff Representative before the Qualifying Board.
RIGHTS AND DUTIES OF THE OFFICIAL
Homework
Sign notification, in each of the moments of the process in which it is evaluated, according to the terms established in the General
Qualification Regulation.
If you accept to be proposed as a candidate for Staff Representative before the Qualifying Board, sign the acceptance.
Attend the Qualifying Board, when the latter requests it and the requested party deems it pertinent.
RIGHTS AND DUTIES OF THE PREQUALIFIER
Rights
Receive from the Personnel Office the pertinent documentation to carry out the evaluation of the officials of your dependency.
Request to the Personnel Office the registration of a Merit or Demerit Annotation to any official of your dependency.
Reject with merit annotation requests, within the terms established in the General
Qualification Regulation.
RIGHTS AND DUTIES OF THE PREQUALIFIER
Homework
Perform timely within the established deadlines, Performance Reports and Prequalification.
Sign and personally notify the official of the Performance Reports and Prequalification.
Properly support your evaluations in writing.
RIGHTS AND DUTIES OF THE PREQUALIFIER
Homework
Process requests for annotation of merit. In case of rejecting them, communicate it in writing, within 5 days to the Personnel office, justifying your rejection.
Notify the official in writing about the content and circumstance of the conduct that gives rise to a Demerit Annotation within 3 days of the occurrence.
Attend the Qualifying Board, when it deems it appropriate.
NOTES OF MERIT AND DEMERIT NOTES
OF MERIT:
They are those intended to record any action that implies outstanding conduct or "official performance".
Between these:
- The acquisition of a title or other special quality related to the service, when these are not specific requirements for their position.
- The approval of training courses related to the functions of the service.
- The performance of tasks for longer periods than that of the normal working day.
NOTES OF MERIT AND DEMERIT
NOTES OF MERIT:
Carrying out tasks that go beyond your normal job.
The execution of tasks of other officials when this is essential.
Permanently stand out for the quality of the work and the proposal of innovations that allow improving the operation of the unit or the institution.
NOTES OF MERIT PROCEDURE
The direct boss must notify the official in writing about the content and circumstance of the conduct that gives rise to the entry, within 3 days of the occurrence.
The official or other person may request the direct boss to make the merit annotations that in his opinion are appropriate.
In the event that the direct boss rejects the official's requests, he must notify the Personnel Office in writing within 5 days, accompanying the reasons for his rejection; if such communication does not take place, the official's request shall be deemed accepted. This rejection communication must go with a copy to the respective Association of Officials, when the official expressly requests it.
DEMERITATION NOTES:
They are those intended to record any action or omission of the employee that involves reprehensible conduct or performance. EstasAmong these:
The manifest breach of official obligations, such as violations of instructions and service orders and non-compliance with the prohibitions provided for in Law No. 18,834 (art.78), and delays in the delivery of work.
DEMERITE NOTES PROCEDURE
The direct boss must notify the official in writing about the content and circumstance of the conduct that gives rise to the entry, within 3 days of the occurrence.
The official within 5 days from the date of the corresponding notification, may request the direct boss to cancel the demerit entry or to record the mitigating circumstances that occur in each case.
The order of annotation made by the direct boss must be issued within 5 days after the fulfillment of the aforementioned deadlines.
Main modifications to the qualification regulations, which introduces Law Nº 19.882.
Performance evaluation will continue to be the basis for promotion, in the case of Administrative and Auxiliary.
Performance evaluation constitutes 25% of the base factors for
Management and Professional Promotion Contests.
The number of Qualifying Boards may be varied.
Other start and end dates of the qualification process may be established.
It will be qualified by class, choosing a staff delegate for each of them.
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