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The annual performance evaluation of officials, which will take place in January next year, will already be carried out in accordance with the new procedure. In addition, the qualifications of public officials will be evaluated according to the competencies established in the job description. The purpose of this part of the evaluation is to identify the need for in-service training, that is, the competency evaluation will be carried out in order to know what competencies the official lacks and how to correct the existing gaps: self-study, activities, consultation with colleagues or non-formal education.
The greatest innovation awaits those responsible for the institutions (recruited by competition). Your skills will be assessed using the 360 degree method. This means that the competencies of the directors of institutions will be evaluated not only by themselves and their direct managers, but also by their officers or employees who work under an employment contract and colleagues: directors of other related institutions, public officials, employees.
The assessment of your manager’s competencies is expected to be conducted by at least 10 to 20 subordinates, depending on the size of the institution, and 5 to 10 colleagues. The subordinates will be automatically selected by the information system according to certain criteria, and the list of colleagues will be prepared by the person in charge of the institution in coordination with his immediate supervisor.
The evaluation will be carried out anonymously through the Public Function Management Information System. The results of the evaluation will be seen by the director of the institution himself and his immediate supervisor (for example, the minister).
According to GTiminas Miškinis, Director of VTD of the Ministry of the Interior, this innovation will help managers to look more broadly at their competencies, to see themselves from various perspectives: subordinates, colleagues. This is an opportunity to reflect on your leadership skills and improve them as needed.
“A manager, like any professional, must improve, learn, change constantly, according to the circumstances. Some leadership competencies were needed 20 years ago, others are needed now. One institution needs the same skills, another the vital ones. Society is changing, organizations and employee expectations are changing. Managers must also change, ”says G. Miškinis.
The 360-degree assessment method is widely used throughout the world in both the public sector and business organizations. It allows you to compare how an employee values their professional leadership competencies and how others who work together see them. This method is most often used to assess managerial competencies.
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