ROMA (ITALPRESS) – Definitive Freeway of the Senate Hall to the Ddl with the new rules on the management career and the assessment of the performance of the executive and non-directional staff of the Public Administration. The votes in favour were 86, those against 59, no prisoner. The measure had already been approved by the Chamber and becomes so law.
ZANGRILLO “DDL MERITO È LEGGE, VALORIZZIAMO PERSONE PER MIGLIORARE SERVIZI”
With the definitive free way of the Senate, the draft law on the development of the management career and evaluation of the performance of the staff of public administrations, proposed by the Minister for Public Administration, Paolo Zangrillo, becomes law. “The measure marks an important step change in the public sector – we read in a note of the ministry -. The goal is to overcome a logic based on simple fulfillment and build performance-oriented administrations, capable of recognizing merit, enhancing people and offering increasingly efficient services to citizens and businesses.” “With this law we finally put people in the center. We do not introduce only new rules, but we promote a new cultural approach that recognizes merit, rewards results and offers real opportunities for growth to those who work in our administrations,” said Minister Zangrillo. The first pillar of the measure is the renewal of the measurement and evaluation system of performance. The objectives must be clear, concrete and measurable. The evaluation will be progressively open to the participation of a plurality of internal and external parties to the organization, in accordance with the size and complexity of the individual administrations. The remuneration treatment linked to the performance will be progressive and strictly corresponding, in percentage terms, to the evaluation achieved. To counter the flattening of the evaluations, within each general management office the apical scores cannot be attributed to more than 30% of the staff belonging to the same category or qualification.
“To all this we link a strongly innovative element – explains the ministry -: the introduction in the Public Administration of career paths and growth. For the second-range management, 30% of the seats will be accessible through a selection reserved for those who have aged at least 5 years in the official area or 2 in the area of high qualification. This channel is flanked by the SNA (50% of the places) and the competitions banned by each administration (20% of the places). For access to the first-range management, 50% of the positions are reserved. To ensure maximum transparency, the text provides for a strict system of guarantees. The evaluation will be entrusted to an independent Commission composed of 7 members of which: 4 managers of a general level belonging to the same administration who called the procedure; 2 experienced professionals in assessing staff from a different administration or private sector and is chaired by a general manager of role from another administration. The work takes part, without voting rights, the hierarchical leader who is superordinated to each candidate and a member of the Independent Evaluation Organ, with support functions.”.
“To ensure that the selection meets the criteria of impartiality, advertising and transparency, the Commission’s components are drawn to lot, they cannot be part of it twice in a row and the cases of incompatibility for participation in the competition committees remain firm. In addition, an Albo special is set up at the Department of Public Function for the identification of professionals, public or private, experts in personnel evaluation. The selection begins with two steps – the ministry continues -. The first is related to the evaluation of individual performance and organizational behavior. The second is based on a written and oral test. For the purposes of the first evaluation, the committee shall take into account an experiential-actual-motivational interview and a detailed report, subscribed by the executive overordered to the candidate, from which also behavioural indicators should emerge regarding leadership capacities. The tasks conferred may not last more than 3 years and are renewable only once upon the necessary favourable assessment by the Commission on the activity carried out. The second stage is observation and evaluation. Four years after the assignment of the first assignment, if the evaluation is positive, one goes to the roles.”.
“With this measure we allow our people to grow and make careers by demonstrating skills, leadership and results. A public administration that recognizes merit is more attractive, more dynamic and prepared to face the challenges of the present and future. Valorizing people means improving organizations and, above all, the services offered to citizens and businesses”, concludes Zangrillo.
– photo IPA Agency –
(ITALPRESS).
