Paraguay Education Ministry Performance Evaluation Regulation PDF

## SESQUICENTENARIO DE LA EPOPEYA NACIONAL: 1864-1870 ### Resolución N° 17006 **POR LA CUAL SE APRUEBA EL REGLAMENTO DE EVALUACIÓN DE DESEMPEÑO PARA FUNCIONARIOS PERMANENTES, PERSONAL CONTRATADO Y COMISIONADO, QUE CUMPLEN FUNCIONES ADMINISTRATIVAS EN ESTE MINISTERIO.** **Asunción, 5 de Setiembre...

## SESQUICENTENARIO DE LA EPOPEYA NACIONAL: 1864-1870 ### Resolución N° 17006 **POR LA CUAL SE APRUEBA EL REGLAMENTO DE EVALUACIÓN DE DESEMPEÑO PARA FUNCIONARIOS PERMANENTES, PERSONAL CONTRATADO Y COMISIONADO, QUE CUMPLEN FUNCIONES ADMINISTRATIVAS EN ESTE MINISTERIO.** **Asunción, 5 de Setiembre de 2016** **VISTO:** El Memorándum DGGTH N° 369/16 de fecha 05 de agosto de 2016, presentado by the señor Luciano T. Maldonado G., Director General de Gestión del Talento Humano of this ministry, and: **CONSIDERANDO:** - That, through the same, he sends the draft resolution "According to which the regulation for the evaluation of performance for permanent officials, hired and commissioned personnel is approved, which perform administrative functions in this Ministry of State". - The Resolution SFP N° 0656/2016 dated July 18, 2016, "By which the regulation for performance evaluation for permanent officials, hired and commissioned personnel of the Ministry of Education and Culture (MEC) is approved". - That, it is necessary to establish the mechanisms for the evaluation of permanent, hired and commissioned officials of this ministry; in order to determine the performance of their functions, the need for training, compatibility in the positions held, or the need for reassignment according to knowledge. Likewise, obtaining valuable information for the processes of promotion, determination of definitive stability in the public service and eventual renewal of the contract; - That, likewise, with the implementation of the present provision, the performance evaluation will be carried out through the platform of the Integrated Information Management System of the Ministry of Education and Culture (SIGMEC), thereby expediting processes, which in turn will avoid the accumulation of printed documents generated by the number of personnel in administrative functions; - That, the execution of the processes related to the management of human resources is the responsibility of the General Directorate of Human Talent Management, as per Article 2 of Resolution No. 9521 of July 15, 2010, “According to which the team responsible for the implementation of the Human Resource Management System, Financial resources and Academic Certification of students of the Ministry of Education and Culture (SIGMEC) is set up”; **EL MINISTERIO DE EDUCACIÓN Y CULTURA** **RESUELVE:** 1. **APPROVE** the regulation for the performance evaluation for permanent officials, hired and commissioned personnel who perform administrative functions in this ministry: in accordance with the annex that forms part of the present resolution. 2. **ENCOMEND** to the General Directorate of Educational Planning of this ministry, the adaptation of the Integrated Management Information System of the Ministry of Education and Culture (SIGMEC), according to the procedure established in the annex of the present resolution and to the specifications of the General Directorate of Human Talent Management of this ministry. 3. **ENCHARGE** to the General Directorate of Human Talent Management of this ministry, the gradual application of this regulation. 4. **COMMUNICATE** and file. **Enrique Riera Escudero** **MINISTER** **I. Legal Framework** The present regulation contains the legal criteria recommended by the Ministry of Public Service, in accordance with the stipulated in Law No. 1626/00 "Of the Public Service" and the Ministerial Resolution SFP N° 328/2013 "According to which the general guide for performance evaluation and identification of potential for permanent public officials, commissioned and hired personnel of the OEE is approved and the Resolution No. 9521/2010 “According to which the team responsible for the implementation of the Human Resource Management System, Financial resources and Academic Certification of students of the Ministry of Education and Culture (SIGMEC) is set up”. The Code of Ethics approved by Resolution No. 9245/2012 of the Ministry of Education and Culture, which in Article 2nd mentions as the objective, the improvement of the Ethical Management of the institution and its execution through the High Performance Team in Public Ethics. The institution takes on the commitment to improve the ethical management of public servants, to ensure the fulfillment of the values established in the document such as responsibility, service, participation, honesty, transparency, respect, impartiality, efficiency, collaboration, commitment and coherence. It must guarantee the criteria of suitability and merit, enhance the potential for the achievement of institutional objectives. **II. Objectives** Performance evaluations provide valuable information about the performance and attitude of the evaluated officials; this information and its analysis constitutes a parameter for decision-making on the part of the institution in all that concerns: - Measuring and assessing the level of performance and potential in the position held - Using it as a supporting document for the distinction and recognition of administrative officials. - Developing improvement plans, training plans, relocation to other positions according to skills and potential. - Obtaining the provisional (after 6 months) and definitive (after 2 years) stability in the public service, subject to the terms established in Law No. 1626/2000 "Of the Public Service". Or a removal from the public service, in accordance with Articles 20 and 21 of Law No. 1626/2000. - Allowing for the re-hiring of personnel when there is a justified need to continue with the provision of hired services, provided that they have entered through a public competition; from a rating of three (3) -good. - Using it as input for the promotion of permanent officials, which will be carried out through public competitions, according to the merit order, understood within the top third of the result of the evaluations (from 100% down to 66% from highest to lowest). Promotion will be carried out on the basis of the technical criteria based on the evaluation of performance and academic credits obtained, through the completion of formal or specialization and updating courses, certified, in accordance with Article 35 of Law No. 1626/2000, “Of the Public Service”. **III. Scope of Application** The procedure established in the present regulation will be applied to permanent or career officials, hired and commissioned personnel of the Ministry of Education and Culture. - Career positions of the Civil Service: It includes officials and employees of the public service who have entered the public service through a Public Competition for Opposition. - This regulation may be applied to personnel whose work regime is the temporary hiring of services. - Officials seconded from other institutions may be subject to performance and potential evaluations, in which case the aim is to improve the potential of the official and the services they provide. - The official who holds a position of trust may be subject to performance evaluation. **IV. Deadlines and Frequency** The performance and potential evaluation for permanent, hired and commissioned officials is determined annually. With respect to those permanent officials who have entered through a Public Competition for Opposition, they will be subject to two (2) performance evaluations that must be approved. The first evaluation will be administered before reaching six (6) months and the second before the expiration of the two (2) years of seniority in the public service. **V. Guiding Principles** The guiding principles for the actions within the evaluation process of this institution are: Objectivity, equity, transparency, relevance, participation and legality, full submission to law and right. Any exception to the fulfillment of the provisions of this regulation must be authorized by resolution of the highest authority, upon justification of the cause that motivates it and the corresponding legal opinion. **VI. Stages** The evaluation performance process will be carried out online, through the Integrated Management System of the Ministry of Education and Culture (SIGMEC), with the General Directorate of Human Talent Management setting a calendar for its implementation. The process will have two stages: A primary evaluation and a secondary evaluation. Prior to the start of the stages mentioned, both the evaluated and the evaluators must be socialized and trained, on the process that will be developed within the framework of the performance evaluation, its objectives and deadlines, as well as, the tools to be used and the evaluation criteria to be considered. Also, the schedule and the tools, for both evaluators and evaluated, will be made available to the evaluators and evaluated, the schedule and the tools for both evaluators and evaluated. **VII. Commission of Evaluation** The Evaluation Commission is the body responsible for the process and application of the present performance evaluation regulation and shall have the following functions: - Verifying compliance with the provisions established in this regulation. - Controlling the correct use of the evaluation instrument. - Verifying the qualification of the evaluated officials, independently, adhering to the present regulation and the parameters established in the tools and evaluation criteria approved. - Requesting reports and files from the General Directorate of Human Talent Management of the evaluated officials in cases where they find it convenient. - Providing their considerations to the respective evaluations, with the power to partially modify the primary qualifications by up to 30 %, in order to ensure fairness and coherence. - Requesting a new evaluation in cases of evidence of non-compliance with the present regulation, as well as, the parameters established in the tools, and/or if they are objected to by the evaluated. - Documenting with evidence everything that allows for justification or objection, as regards the result of the performance evaluation. - Drawing up minutes of all meetings and decisions adopted by the Evaluation Commission. - Informing the highest authority of the results obtained in the performance evaluation process. - Any other functions that the Evaluation Commission deems relevant and which are not contrary to the provisions contained in this regulation. **VIII. Composition of the Evaluation Commission** The Evaluation Commission shall be composed of: - A representative of the highest institutional authority. - The head of the General Directorate of Human Talent Management or a representative of the same. - The person in charge of the area where the evaluation takes place or a representative of the same. **IX. Procedures** The instrument used for the performance evaluation will be the performance evaluation form, which will be available online, in the "Performance Evaluation" module of the Integrated Management System for the Ministry of Education and Culture (SIGMEC), for its corresponding evaluation. The General Directorate of Human Talent Management will be responsible for enabling the evaluation applications for performance in the SIGMEC, according to the established deadlines; and will inform the persons in charge of each area that the performance evaluation forms are available for the evaluation of the officials under their charge; and the scheduled calendar. The person in charge of each area will have five working days to carry out the evaluation and confirm the assigned qualifications online, through the SIGMEC, justifying the qualifications of the evaluated. This deadline will run from the date indicated on the schedule established by the General Directorate of Human Talent Management, by means of official communications. Once the deadline established is reached, the results obtained in the primary evaluations must be communicated by the evaluators to each evaluated, explaining the reason for the assigned mark, and will be available in the SIGMEC. The evaluated may express their agreement or disagreement with the qualification received, only through the SIGMEC, using their respective log-in, within two days, as per the established calendar. If the evaluated does not attend on time and in due form to return their qualification and/or do not express their agreement or disagreement, within the deadline set, through their corresponding log-in, the qualification assigned by the primary evaluator in the SIGMEC will be considered accepted. Once concluded the evaluation of the primary stage, and the deadlines established are over, the General Directorate of Human Talent Management is obliged to draw up a list of evaluated and unevaluated officials, according to the different areas, which will be made available to the Evaluation Commission for the start of the secondary stage. The Evaluation Commission will have access, via SIGMEC, to the performance evaluations of each official, being able to view: - The performance evaluation form. - The report of results of the performance evaluation. In the specific cases where the Evaluation Commission requires a report or a summary of the official’s file, the General Directorate of Human Talent Management will make it available. The Evaluation Commission may introduce its considerations to the respective evaluations, with the power to partially modify the primary qualifications by up to 30 %, in order to ensure fairness and coherence. When completing the review of each file, the Evaluation Commission must confirm the evaluations, print and sign the forms, with the list of evaluated officials, where the personal details of the official and the qualifications received must be included. The Evaluation Commission must draw up minutes of all meetings and decisions adopted by the Commission and will inform the highest institutional authority of the results obtained in the performance evaluation process. The highest institutional authority, the General Directors, Directors and Chiefs, using their log-in in the SIGMEC, will have available the results of the performance evaluation of each one of the officials under their charge, with quali-quantitative details obtained in the process. The entire performance evaluation process will be online, and once concluded, those interested can access their evaluations and print them, if they so require, using their enabled log-in in the SIGMEC. When it is impossible to evaluate for causes not attributable to the official, which must be fully justified, it will be carried out on another occasion, setting one day for all the affected staff. Any adjustments needed to evaluate officials with disabilities must be considered, according to the type of disability observed, and the adaptations required, so that the evaluation process is fair and non-discriminatory. **X. Scale of Qualifications** | Result of Final Qualification | | |------------------------------------|-----------| | Sobresaliente | 91% - 100% | | Very Good | 81% - 90% | | Good | 71% - 80% | | Acceptable | 60% - 70% | | Failed | 0% - 59% | **General Directorate of Human Talent Management ** **Performance Evaluation and Potential Form - Group 1** | Generic Name | | |------------------|--------| | Generic Name of Positions | Support Operatives and Administrative | | Possible Positions | | | Period of Evaluation | | | Name and Surname of the Evaluated | | | ID Nº | | | Employment link | | | Date of Entry to the Institution | | | Date of Appointment as official | | | Depends on the Directorate of: | | | Job Group (Position held) | | | Seniority in the Position: | | | Evaluator: | | **General Directorate of Human Talent Management** **Performance Evaluation and Potential Form - Group 2** | Generic Name | | | Generic Name of Positions | | | Period of Evaluation | | | Name and Surname of the Evaluated | | | ID Nº | | | Employment link | | | Date of Entry to the Institution | | | Date of Appointment as official | | | Depends on the Directorate of: | | | Job Group (Position held) | | | Seniority in the Position: | | | Evaluator | | **General Directorate of Human Talent Management** **Performance Evaluation and Potential Form - Group 3** | Generic Name | | | Generic Name of Positions | | | Period of Evaluation | | | Name and Surname of the Evaluated | | | ID Nº | | | Employment link | | | Date of Entry to the Institution | | | Date of Appointment as official | | | Depends on the Directorate of: | | | Job Group (Position held) | | | Seniority in the Position: | | | Evaluator | | **General Directorate of Human Talent Management** **Performance Evaluation and Potential Form - Group 4** | Generic Name | | | Generic Name of Positions | | | Period of Evaluation | | | Name and Surname of the Evaluated | | | ID Nº | | | Employment link | | | Date of Entry to the Institution | | | Date of Appointment as official | | | Depends on the Directorate of: | | | Job Group (Position held) | | | Seniority in the Position: | | | Evaluator | |