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Title:OCENJEVANJE DELOVNE USPEŠNOSTI JAVNIH USLUŽBENCEV NA OBČINAH
Authors:Moravec, Melita (Author)
Korpič Horvat, Etelka (Mentor) More about this mentor... New window
Files:.pdf MAG_Moravec_Melita_2016.pdf (1,74 MB)
MD5: D2036466787D9140980C49BC626B8D1C
 
Language:Slovenian
Work type:Master's thesis (m2)
Typology:2.09 - Master's Thesis
Organization:PF - Faculty of Law
Abstract:Zahteve glede delovanja javne uprave in s tem tudi lokalne samouprave kot dela le-te, se vedno bolj zaostrujejo, hkrati pa so vedno prisotne težnje za zmanjšanje obsega sredstev za njeno delovanje. Zaposleni v javni upravi bi se posledično morali vedno bolj angažirati, pomembno funkcijo pri tem pa ima lahko ustrezna motivacija, pri čemer je v javni upravi ključnega pomena ocenjevanje delovne uspešnosti, ki pomeni osnovo za napredovanje in nagrajevanje javnih uslužbencev. Ocenjevanje delovne uspešnosti je torej pomembno orodje nagrajevanja nadpovprečno uspešnih javnih uslužbencev in orodje motiviranja za boljše delo. Ocena delovne uspešnosti se javnim uslužbencem določi na podlagi ocenjevanja elementov, ki jih določa Zakon o sistemu plač v javnem sektorju in ki so podrobneje opredeljeni s kriteriji v Uredbi o napredovanju javnih uslužbencev v plačne razrede . Vendar pa večina kriterijev (natančnost, ustvarjalnost, odnos do uporabnikov…) ni merljivih, saj v primeru ocenjevanja nimamo natančno določene enote mere in tudi ne orodja, s katerim bi to merili. Dejstvo je, da ocena delovne uspešnosti vedno vsebuje elemente subjektivnosti, predvsem zaradi kriterijev, ki niso merljivi. V zvezi s tem se pojavlja vprašanje, na kakšen način vzpostaviti sistem ocenjevanja delovne uspešnosti javnih uslužbencev, da bo mogoče čim bolj objektivno oceniti delovno uspešnost javnih uslužbencev. Odločilno vlogo ima neposredni vodja oziroma ocenjevalec, ki mora dobro poznati, kaj se pričakuje od javnega uslužbenca, zato bi ocenjevalec moral biti strokovno usposobljen, predvsem pa bi moral biti oseba z integriteto, ki je vredna spoštovanja in zaupanja. Tudi v ostalih evropskih državah poteka vrednotenje dela javnih uslužbencev. Z reformami sistemov ocenjevanja kriteriji, ki se nanašajo na osebne značilnosti (točnost, socialne kompetence, inteligentnost) in pridobljene lastnosti (izobrazba) izgubljajo na pomenu, večji poudarek je na funkcionalnih ocenah, ciljnih dogovorih in ocenjevanju kompetenčnosti za izvajanje dela.
Keywords:delovna uspešnost, ocenjevanje delovne uspešnosti javnih uslužbencev, sistem plač v javnem sektorju
Year of publishing:2016
Publisher:[M. Moravec]
Source:Maribor
UDC:331.101.6(043.3)
COBISS_ID:5197099 New window
NUK URN:URN:SI:UM:DK:EOHLJCME
Views:2881
Downloads:353
Metadata:XML RDF-CHPDL DC-XML DC-RDF
Categories:PF
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Secondary language

Language:English
Title:Assessment of work success of civil servants
Abstract:Demands regarding the functioning of public administration, including local government as part of it, are ever more stricter. But at the same time demands for the decrease in funding for its functioning are on the rise as well. Employees in the public administration, civil servants, should therefore become more and more involved. Appropriate motivation could be an important function of this process. In this regard the assessment of work success is of key importance in public administration, because it represents the basis for the promotion and rewarding of civil servants. The assessment of work success is therefore an important tool to reward civil servants whose work results are above average, as well as a tool to motivate better work results. The assessment of work success for civil servants is determined on the basis of assessment elements defined in the Act on the system of wages in the public sector (Zakon o sistemu plač v javnem sektorju ) which are further specified with the criteria in the Decree on the promotion of civil servants to salary grades (Uredba o napredovanju javnih uslužbencev v plačne razrede ). But most of the criteria (thoroughness, creativity, dealing with customers ...) cannot be measured because there is no precisely specified unit of measure and no tool to be used for measurement. It is a fact that the assessment of work success always contains subjective elements, especially in the case of criteria which cannot be measured. This poses the question of how to implement a system of assessment of work success for civil servants in order to reach a high degree of objectivity with which to assess their success at work. Here a key role is taken by the direct manager or assessor, who has to be well informed on what is to be expected of a civil servant. This means that the assessor should be professionally competent and should foremost be a person of integrity, deserving respect and trust. Assessment of work of civil servants is also being undertaken in other European countries. With reforms of the assessment systems the criteria which deal with personal character (punctuality, social competence, intelligence) and acquired skills (education) are losing importance. A stronger emphasis is being put on functional assessments, agreements on goals, and the assessment of work competence.
Keywords:work success, assessment of work success of civil servants, system of wages in the public sector


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