Monitoring - Evaluation

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Performance Indicators - Rcpar.org

Inspector-General of Public

Administration in Greece

• Mission Statement: fight against corruption

and nepotism in Public Administration

• Legal Status: Under the Minister of Interior

• Actually an evaluation mechanism in the

Public Sector

• First attempt to apply PI in PA on January

2006


Evaluation Model Selection

BALANCED SCORECARD

CITIZEN

SATISFACTION

Objectives

Measures

Targets

Initiatives

FINANCIAL

Objectives

Measures

Targets

Initiatives

VISION

STRATEGY

INTERNAL

PROCESSES

Objectives

Measures

Targets

Initiatives

LEARNING & GROWTH

Objectives

Measures

Targets

Initiatives

Πηγή: Kaplan R. & Norton D (1996)


Goal Attainment

The key to the implementation of a successful

project and a successful evaluation

Strategic Goals

Specific Goals

Operational Goals


Team Selection

• ¾ of the team were Public Servants

• Limited knowledge of evaluation systems

and quantitative methods

• Attitude difference between control

mechanisms: 2-track personnel

What the personnel was willing to sacrifice in order

to optimize the organisation’s performance and

cope with the new environmental demands?


Model Implementation

Phase 1 Phase 2 Phase 3

Goals

Breakdown

per BS axis

•Definition

•Categorisation

•Codification

•Quantification

Data Collection

& Analysis

PI

Implementation

•Specific

•Measurable

•Attainable

•Realistic

•Time - Bound


PIs Application – Main Obstacles

• No direct and continuous access to

information from the monitoring team;

• Large amounts or irrelevant information,

which could slow down or negatively affect

the process;

• No Periodical data collection at regular

intervals;

• Time lags;

• No Comparative analysis with

corresponding practices, but also with the

programmatic planning.


Conclusions

PROS

• First attempt in the Public

Sector to apply PIs

• Crucial public Body

• Improvement in goal

attainment and strategic

management

• Development of internal

databases and evaluation

teams

• Improvement of internal

procedures

CONS

• Insufficient databases

• The personnel remains

skeptical (fear of losing power)

• Conservative trends – legal -

rational model of administration

• No specialisation on

performance measurement

mechanisms

• Particularity of mission

statement

• Absence of clarity and specific

determinations in strategic

management


Suggestions

• Imperative need to change the public

servants’ attitude

• Mobility

Evaluation

• Duties Specification

• Alternative ways of employee nomination

• Private sector internship

• Training in evaluation systems and

quantitative methods

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