| Abstract [eng] |
This study attempts to verify how performance appraisal is being applied in Lithuanian civil service personnel management in accordance with the theoretical models of performance evaluation. Civil servants performance evaluation is one of the most important element of civil service personnel management. It can tell a possibility to civil servants to reach career, to improve skills and to create solid civil service. Which could improve state’s executive public policy efficiency. Thought Civil servants performance evaluation system in Lithuania is improving almost ten years, results of analysis showed that, existing civil servants performance evaluation system can not reach evaluation targets, because of it’s practical appliance. Civil servants performance evaluation system that is organised properly and applied effectively, help the person and the organisation to get the useful information and to make an important managerial decisions on duties and responsibilities distribution, conditions of payment, promotion, needs for qualification raising and for the establishing the potential. Although the rating process instigates many problems that are connected with organisational, administrative and human resource rating aspects. To define possible imperfections and problems of the system, and to find development possibilities, the procedure of the service activity rating of the Lithuanian state service was analysed in the paper. Main point of this analysis is to identify civil servants performance evaluation system’s problems and to give suggestions to improve it. Hypothesis of this paper is formulated to prove or reject thesis, that civil servants performance evaluation system can not reach targets of evaluation because of evaluation system element and weakness of performance. Extra hypothesis says, that civil servants performance evaluation system do not make conditions, necessary needed to reach evaluation system best results. In first chapter dealt with theoretical providence. In this chapter the purpose is to detect civil servants performance evaluation system importance. Also to detect civil servants performance evaluation system components, their interrelations and their practical use (advantage and disadvantage). In the second chapter is explored civil servants performance evaluation system. Analysed in laws and decrees defined civil servants performance evaluation system’s purposes, subjects, which are content of civil servants performance evaluation system. Third chapter is intended to practical research, done on the state service system, based on the users' opinion, helped to define the system aspects that should be developed, to choose the course for supplements and changes in rating system, and to prepare practical offers for the development. The aim of the research was to enrich the effectiveness and to ensure comprehensive potential of the state service rating system. Both hypothesis were proved only partly. That’s why can be said, that in this time existing civil servants performance evaluation system it’s own purposes can implement only partly. Finally, in analysis involved suggestions to improve civil servants performance evaluation system. |
