Performance Evaluation in Public Administration: Changing Diagnosis

New research trends in effectiveness, health, and work: A Criteos scientific and professional account 01/2009;


Two decades after the introduction of service classification in public
service, the Law 10/2004, of March 22th, turned an important page in the Public Administration Reform, creating the Performance Evaluation Integrated System (SIADAP).
The prior system was accused of lack of credibility, in view of results
obtained. Regardless of the causes for the problem – the model itself or its
deficient implementation – and after years of impasse, it seemed impossible to separate the solution from the relegation of the system and resorting to a new model that would guarantee credibility of evaluation credits, finally allowing accurate oversight of the workers real performance, crucial for developing of an effective human resources management policy.
The SIADAP has followed a new perspective, adopting the management by
objectives method, guided by the accomplishment of pre-determined working goals.
The objectives should function as optimizers of the workers motivation,
stimulating their active participation, thus enhancing the quality of the services and the organization’s productivity.
Presently at an implementation stage, it seems pertinent to analyse the
system, its functional parameters and components, assessing strong and weak points, anticipating its reformulation, already announced by the government to take place next year.
This model presents advantages and handicaps, and it will be essential to
manage its balanced execution, which may act as a safeguard for both rights and duties of the workers, as well as for the major guidelines of administrative activity, promoting an attitude of constructive accountability by the working individual, as part of an effective and productive organization pursuing public interest.

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Available from: Rui Vaz

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