تقويم الأداء الوظيفى فى ضوء قانون الخدمة المدنية المصرى | ||||
| مجلة قطاع الشريعة والقانون | ||||
| Article 32, Volume 14, Issue 14, 2023, Page 2333-2406 PDF (2.15 MB) | ||||
| Document Type: المقالة الأصلية | ||||
| DOI: 10.21608/jssl.2023.288486 | ||||
 View on SCiNiTO | ||||
| Author | ||||
| محمد عوض فرج | ||||
| رئيس نيابة, النيابة الإدارية, وزارة العدل, القاهرة, مصر. | ||||
| Abstract | ||||
| يعد مبدأ الكفاءة والجدارة شرطاً هاماً من شروط شغل الوظيفة العامة، إلا أنه مع التطور الإدارى الحديث أضحت شرطاً للاستمرار فى الوظيفة العامة، فمن يثبت كفاءته وجدارته في شغل الوظيفة العامة فإنه يظل مستمراً فيها باعتباره أهلاً للنهوض بأعبائها. لذلك فإن نظام تقويم الأداء للموظف العام من أهم الأنظمة الإدارية في مجال النشاط الإداري، وذلك نظراً لأن تقارير تقويم الأداء تعتبر خير مقياس لدرجة كفاية الموظف العام، بما يمكن السلطة الإدارية من الوقوف على مكامن الضعف في الإدارات المختلفة للعمل على علاجها من خلال وضع الخطط التى تتناسب مع إمكانيات وقدرات الموظفين. ويترتب على هذه التقارير آثار هامة تجاه السلطة الإدارية والموظف على حد سواء منذ التحاقه بالوظيفة العامة وحتى خروجه منها، إذ أنه من خلال هذا النظام يمكن الحكم على مدى استحقاق الموظف للترقية فى الوظيفة أو الاستمرار فيها من عدمه هذا من ناحية، ومن ناحية أخرى لا يمكن تحقيق أى نوع من الإصلاح الوظيفى والكشف عن جوانب القصور فى الجهاز الإدارى للدولة إلا من خلال تقارير تقويم الأداء. The principle of merit and competence is an important condition for holding public office. However, with the modern administrative development, it has become a condition for continuing in public office. Those who prove their merit and competence in filling public offices are continually there, since they are qualified to perform their duties. Therefore, the performance appraisal system of the public official is one of the most important administrative systems in the field of administrative activity, since the performance appraisal reports are considered the best measure of the degree of adequacy of the public official, enabling the administrative authority to identify the weaknesses in the various departments to work on addressing them through the development of plans that are commensurate with the capabilities and abilities of the staff. These reports have important implications for both the administrative authority and the employee from the time he joins the public office until his departure from it. Through this system, it is possible to judge whether an employee deserves to be promoted or continues in the job, on the one hand, and on the other hand, any type of job reform and the disclosure of shortcomings in the administrative apparatus of the state can only be achieved through performance appraisal reports. | ||||
| Keywords | ||||
| تقويم الأداء; مضمون الأداء العادي; الموارد البشرية; الترقية; العلاوة. Performance Calendar; Normal Performance Content; HR; Upgrade; Premium | ||||
| References | ||||
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أولاً: الكتب العامة:
ثانياً: الكتب المتخصصة:
ثالثاً: الرسائل:
رابعاً: المراجع الأجنبية:
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