ASSESSMENT OF THE INDIVIDUAL PERFORMANCE OF CIVIL SERVANTS UNDER THE ADMINISTRATIVE CODE

: Performance indicators are established to assess the degree to which civil servants have achieved their individual objectives. The setting of individual objectives and performance indicators must be linked to the tasks and objectives of the institution in which the civil servant works.In the framework of the individual performance assessment process for civil servants, the training requirements for civil servants are established.The objectives set out in paragraph (1) shall be determined in accordance with the duties set out in the job description, by reference to the public position held, its professional grade, the theoretical and practical knowledge and skills required to perform the public position held by the civil servant, and shall correspond to the objectives of the department in which the civil servant works.The performance indicators referred to in paragraph 1 shall be set out in paragraph (1) shall be established for each individual objective, in accordance with the level of the public office holder's duties, by reference to the requirements relating to the quantity and quality of the work performed. In all cases, the individual objectives and performance indicators shall be made known to the public servant at the beginning of the period evaluated. In this article, we propose to discuss relevant issues concerning the analysis of the annual individual performance assessment report of civil servants, by analysing the two methodologies for assessing the annual performance of civil servants, as described above, with reference to the judicial practice in this field