Performance Appraisal of Civil Servants Is in Progress

►Performance appraisal of civil servants is in progress

Performance appraisal is one of the personnel procedures implemented for the first time in civil service, in line with the provisions of Law no.158 of July 4, 2008 on the public office and status of civil servant. It was piloted for the first time in public authorities in 2009, and it is mandatory for each central and local public authority starting with 2010 (according to annex no.8 to Government Decision no.201 of March 11, 2009).

Performance appraisal of civil servants (hereinafter - appraisal) aims, above all, at improving organizational performance by appraising individual professional performances and developing civil servants’ professional and personal skills. Therefore, appraisal of civil servants helps to:

• make a direct link between civil servants’ performance and priorities/objectives of his unit and/or public authority;
• give fair and objective reviews of the civil servants’ performances by comparing the achievements against the pre-set objectives;
• put in place a performance management system and ensure ongoing improvement of performance by coordinating and monitoring performance at individual, unit and public authority levels;
• put in place a system of financial and non-financial motivation of good performers;
• identify civil servants’ professional development needs;
• identify risks, barriers and gaps in achieving the pre-set objectives to step in at the right time;
• identify gaps and challenges related to civil servants’ available resources, and reallocatethem to improve civil servants’ performances.

The purpose of civil servants’ appraisal is to give a fair estimation of the individual performances, given the tasks and duties and priorities at unit/public authority level. Therefore, appraisal is a process helping both the public authority and its employees improve performance, quality and skills. Appraisal also provides a platform for managerial decision making on staff, and is a management tool helping mangers to better plan, organize and monitor work of the unit/public authority.

Civil servants’ performance appraisal takes place on a yearly basis. Some of its key elements are the following:

• performance appraisal is the right and obligation of each civil servant;
• appraisal is the personnel procedure determining how far have the individual objectives been achieved and how efficient the civil servant is in applying the professional and behavioural skills, in order to evaluate the results achieved and identify the training needs;
• no civil servant is left out of the appraisal, including the civil servants with special status, unless the appraisal/attestation procedure is regulated in other regulatory acts;
• the appraisal procedure regulated in the Regulation on performance appraisal of civil servants does not apply to junior civil servants;
• civil servants’ appraisal takes place on a yearly basis, focusing on the performances achieved, professional and behavioural skills applied in the period January 1 – December 31 of each year (evaluated period);
• appraisal is conducted in the period December 15 of the current year – February 15 of next year (appraisal period);
• the civil servant holding a position for less than 4 monthsis not subject to appraisal;
• civil servants’ appraisal has a positive and direct impact on improving individual and institutional performance only if applied in a fair, transparent and rightful manner.

The HR units in CPAAs and LPAAs play a significant part in accurate application of the appraisal procedure, and namely by providing relevant information and methodological support to both the appraiser and the appraisee.

To provide methodological assistance and facilitate performance appraisal, 4000 copies of the methodological guidebook „Performance Appraisal of Civil Servants” were shared with CPAAs and LPAAs. The guidebook contains the main terms related to performance management and appraisal, describes the appraisal stages, stakeholders and their roles, examples and models of documents required for uniform, accurate and fair appraisal of civil servants.

►Moldovan Government and Educational Advising Center sign Partnership Agreement on new post-graduate scholarship program for civil servants

Moldovan Government and the Educational Advising Center (EAC) agreed to collaborate in a program to provide scholarships for Moldovan civil servants. The main purpose of the program is to improve the knowledge and expertise of the civil servants within central and local government, engaged in policy development/coordination/implementation, strategic planning, management of authorities etc. and to ensure their reinstatement in civil service.

The objectives of the program are as follows:

• to provide opportunities for post-graduate study abroad for public sector professionals in early or mid-career who demonstrate both academic excellence and the potential to become responsible and ethical leaders dedicated to promoting open society in the Republic of Moldova;
• to upgrade public administration by improving the expertise of civil servants working in policy-oriented positions within central and local government and to ensure their continued employment in the public sector;
• to empower individuals to improve the educational, social, political and intellectual environments of their home communities.

The program will start in 2011 and continue through 2012, with possible extension to three years.

The number of awards granted will be determined by EAC and may change from year to year, being contingent on the funds provided by the Open Society Institute for this purpose, on the number of candidates qualified for the scholarships, duration of scholarships and available funds to offset program costs.

The Program provides for payment of:

• academic tuition and mandatory fees, including examination and Master thesis costs;
• a monthly stipend for room, board and living expenses sufficient for a single fellow;
• health insurance during the program;
• an allowance package (including funds for educational and for professional development);
• transportation – one round-trip ticket and local transportation (economy class);
• TOEFL and GRE testing (where necessary).

Candidates’ Conditions of Eligibility

Applicants must:

-be citizens and legal residents of the Republic of Moldova at the time of applying for the award;

-have work experience in the public sector (central and local government) for at least 18 months prior to application;

-display excellent academic performance and hold a higher education degree (at least bachelor’s degree);

-be accepted for a full-time MA program in one of the eligible areas by an accredited university;

-proficiency in the language spoken by the host university;

-display leader skills;

-be available for the scholarship in September or October 2011 or 2012;

-be able to receive and maintain visa for the country of the host university;

-be willing to return to the Republic of Moldova after the end of the scholarship and continue working in the previously held position or in a similar position in public sector for at least 3 years.

The language of the scholarships will be English and/or German. For more details about the accredited universities, ongoing MA programs, and eligibility criteria see the website of the Educational Advising Center either call at the phone number (022) 22-11-72 or write at the e-mail .

► Congress of Local Authorities of Moldova– a step towards a strengthened LPA associative sector

The Congress of Local Authorities of Moldova (CLAM) has been created to promote a democratic, autonomous, transparent and efficient local public administration, able to contribute effectively to the development of local communities and delivery of quality public services to population.

CLAM is a non-governmental, non-political and non-profit association created by administrative-territorial units. CLAM is the largest association of LPA in Moldova; at the moment it has 400 members.

In line with the CLAM principles, administrative and financial decentralization, local autonomy and subsidiarity are the fundamentals of a modern, democratic and effective public administration system; the local public administration is a crucial element in the democratization and social and economic development of the Republic of Moldova; enhanced LPA administrative capacity is a critical element of all actions related to decentralization and strengthening of local autonomy in the Republic of Moldova.

The key areas for CLAM are: representation, promotion and unitary and active defence of rights and shared interests of all the communities and local public authorities in the Republic of Moldova; creation and development of a center for information, assistance, training, expertise and experience exchange and delivery of other services needed by LPA; establishment of an effective partnership with the Government and central public authorities governed by principles like equality, cooperation, transparency; promotion of successful models and practices in local and regional development etc.

For more details, see the website of the Congress of Local Authorities of Moldova

►Supreme Court of Justice made its ruling on enforcement of legal provisions

This article provides for your information the links of certain irrevocable decisions ruled by the Supreme Court of Justice on the enforcement of certain provisions of the Law no.158-XVI of July 4, 2008 on the public office and status of the civil servant:

• enforcement of provisions of art. 62 paragraph (1) item d) of Law no.158-XVI:

• enforcement of provisions of art. 62 paragraph (1) item d) in conjunction with the provisions of art. 42 paragraph (5) of Law no.158-XVI:

World Bank announces new scholarship programs for mid-career professionals

Mid-career professionals from World Bank member-countries are invited to apply for two scholarship programs - Japan-World Bank Graduate Scholarship Program (JWBGSP) and Robert S. McNamara Fellowship Program (RSM). The programs provide opportunities for studies in development-related areas for mid-career professionals. The candidates applying for JWGSP should be under 40 years, while those applying for RSM – under 45. To apply for JWGSP at least 2 (desirable 4-5) years of experience and a bachelor’s degree are required, while for RSM the candidates should have completed any course work or exams required for doctoral program. Fellows are expected to return to their home countries upon completion of the fellowship.

The deadline for submitting applications for JWGSP is March 31 and for RSM – February 28, 2011. The application forms, as well as the eligibility criteria for both programs areavailable at .

Moldovan civil servants are invited to attend the international seminar „Management and Communication in Society, Administration and Politics”

Young executives from the Moldovan public sector have the opportunity to attend the international seminar „Management and Communication in Society, Administration and Politics” to be held from September 11 until October 7, 2011 in Berlin and Warsaw. The seminar will bring together civil servants from countries like Armenia, Azerbaijan, Belarus, Georgia, Ukraine, Turkey and is organized by Robert Bosch Stiftung.

The deadline for submitting applications is February 28, 2011. More details and the eligibility criteria are available at

Personnel Policy Division within the State Chancellery

Tel.: (0 22) 250 137; e-mail: