ESR
2.1.6.3. A system for evaluating the performance of employees of the National Police as well as an electronic human resources management system have been developed
Problem solving:
2.1.6. Lack of an effective model of appointment to positions, remuneration, career promotion, and review of disciplinary complaints within the system of the National Police
Deadlines for all measures within ESR
01.03.2023 -
31.12.2024
Implementation of SACP measures within ESR
Total number of measures –
7
2
1
4
Implemented
Partially implemented
Not started
Implementation of SACP measures within the scope of the Problem by main main performers
Ministry of Internal Affairs of Ukraine
42.9%
7
Summarized general information on Measures
Indicators of achievement of ESR
Total number of indicators – 3
Indicators fully achieved – 0
Partially achieved indicators – 0
Indicators with a score of 0% – 3
Summarized general information about Achievement Indicators
| № | Indicators | Weight (%) |
|---|---|---|
| 1 |
A law has taken effect, which: a) stipulates that the procedure of certification of police officers must include the mandatory evaluation of the effectiveness of police officers, and the existing criteria must be supplemented with such evaluation criteria as integrity (using the reasonable doubt approach), managerial competencies (for managers), and job performance (10 percent); b) stipulates that the evaluation of a police officer’s effectiveness as part of certification shall be carried out in the electronic human resources management system (e-HR) (10 percent); c) stipulates that the consolidated results of evaluation of the effectiveness of police officers as part of certification shall be published on the official website of the National Police (5 percent); d) stipulates that an interview as a method of evaluation of managerial competencies shall be conducted only for police officers in managerial positions by a committee at least 25 percent of whose members are representatives of the public (5 percent); e) stipulates that the evaluation rating of police officers and the recommendations of the electronic evaluation system must be considered when approving managerial and staffing decisions at the National Police, including with respect to awarding additional kinds of monthly allowances, bonuses (5 percent). |
35% |
| 2 |
Normative legal acts of the Ministry of Internal Affairs needed for the implementation of the law indicated in subclause 1 of clause 2.1.6.3 have taken effect, stipulating that: a) the methods of evaluation include: computer testing; evaluation using the “360 degrees method” (i.e., anonymous gathering of information about a police officer from other fellow police officers, civil servants, and employees of the police with whom this police officer interacts while performing official duties); an interview with the evaluation committee (only for managers) (6 percent); b) evaluation against the criteria of integrity (using the reasonable doubt approach), professional, functional, and managerial (for managers) competencies of police officers shall be carried out as part of each evaluation method, and the criterion of a police officer’s job performance shall be evaluated using computer analysis of statistical data on each police officer (4 percent); c) during the interview (for managers), every committee member shall give a score for each criterion against which a police officer is evaluated (4 percent); d) each evaluation committee shall have at least 25 percent of its seats filled by representatives of the public, while the other members shall be appointed from among police officers selected randomly by the electronic evaluation system among police officers with the highest rating based on the outcome of previous evaluations (5 percent); e) based on the outcome of the evaluation, each police officer shall be assigned an evaluation rating in the electronic evaluation system, which consists of: the overall score reflecting the degree to which the police officer fits the position held; the overall potential of the police officer’s professional development (4 percent); f) the evaluation rating of police officers is assigned in points using a unified software algorithm and exclusively by the electronic evaluation system based on the input of scores received by the police officer for each criterion after testing, evaluation using the “360 degrees method”, the interview (for managers only), as well as job performance data (4 percent); g) in calculating the rating, the unit weight of scores received by the police officer for each of the evaluation criteria is the same; consolidated and depersonalized rating data shall be published on the official website of the National Police (4 percent); h) based on the data gathered, the electronic evaluation system will general recommendations for each police officer regarding a specific training program to be completed at educational institutions that train police officers or at the unit where the police officer is working (4 percent). |
35% |
| 3 | оприлюднено аналітичний звіт МВС за результатами дослідження перспектив удосконалення кадрової політики та зміни умов оплати праці поліцейських з метою підвищення конкурентоспроможності служби в поліції на ринку праці, який, зокрема, містить пропозиції щодо вирішення проблеми низької оплати праці поліцейських | 30% |