When it comes to performance appraisals in the civil service, it can be difficult to set criteria that are both objective and reflective of reality.

In Cyprus, where the proportion of civil servants evaluated as “exceptional” is an unrealistic 97% (and growing), the government decided to make performance appraisals a priority of its reform.

After a first unsuccessful attempt in 2016, in early 2020 Parliament voted in favour of a new reform that includes the major amendments sought by Pasydy, the country’s largest union representing public sector workers.

The new appraisal system is based on three principles – objectivity, transparency and merit – and will see civil servants awarded a grade between 1 and 10 every year. Although quotas have been deemed unconstitutional, every grade awarded (whether increased, decreased or the same as the previous year) must be thoroughly documented by management and can be appealed to the civil service commission (EDY).

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One of the government’s objectives is to guarantee equitable access to promotions to promote mobility across ministries. The Ministry of Finance decided to connect the two measures by making appraisals the main criterion for applying to a higher-level position. Prospective applicants must now receive a score of 5 or higher for at least 3 years.

To ensure balance, other weighted criteria are included (score on a selection exam, recognized professional qualifications, experience). The weightings will depend on the responsibilities of the position.

The only situation where appraisals will not be a factor is for positions in category A14 and above (1), i.e. senior management, open to both internal and external candidates, to ensure equal treatment among candidates.

Additionally, all managers may request a 180-degree evaluation, where their superior interviews the members of their team. It’s an individual approach that uses co-worker feedback to support career advancement.

According to the minister, the primary objective is to put an end to the culture of “coasting upwards”, where promotions are based on nothing more than seniority and agents aren’t incentivised to work at at developing their careers or upgrading their skills.

¹ There are 16 compensation categories for public service jobs (A1 to A16).