Human resources strategy - Curtea de Conturi

14/23
SPECIFIC STRATEGIC OBJECTIVE 2
To ensure that the RCoA has in place a staff professional performance
appraisal system (“appraisal system”) that encourages and identifies
good performance whilst also identifying areas of under-performance so
that appropriate corrective action can be taken.
Strategic measures
Specific actions
Modernise the
appraisal system to
make it a more
effective tool for
encouraging good
performance and
identifying poor
performance.
The appraisal system will be improved by
introducing much more targeted objectives
(Specific, Measurable, Attainable, Relevant,
Timely). There will be far fewer of them than is
currently the case. The system as a whole will be
made more transparent. Establish specific
objectives for departments in the central structure
(I, VI and VII).
The performance management indicators
currently under development will be finalised and
used as part of the appraisal system. The
appraisal system will be managed in such a way
that it is not only linked to promotion prospects
(as is currently the case) but also poor
performance will be better identified and
corrective measures to deal with any individual
deficiencies that are made apparent will be
initiated. The evaluation system will also identify
training needs for individual employees and these
will be fed formally into the training system.
Develop criteria
based on individual
job requirements.
Develop a mix of individually qualitative and
quantitative criteria by which staff will be
appraised. These will be specific to each job. These
will be individually differentiated in relation to the
specific requirements of each job.
Human Resources Strategy of the Romanian Court of Accounts