Career Management of Civil Servants
The career development of civil servants and the establishment of a civil service system based on the career principle are one of the goals of the Law of Georgia on Public Service, declared in its very first article. Transitioning to a career management model is the main objective of civil service reform, which aims to ensure the retention of professional civil servants, provide opportunities to develop their professional skills, facilitate work performance appraisal, and enable structured career advancement planning.
A civil servant's career begins on the day they take the oath. The oath is a formal acknowledgment of their status as a civil servant and a commitment to assume responsibility before the people and the state. Career progression in the civil service includes both vertical advancement and horizontal mobility, which can occur not only within a single institution but also across the entire civil service system.
The continuous development of civil servants, whether through promotion within hierarchical ranks or through the assignment of diverse functions, is essential for the efficient and effective operation of a public institution. This approach fosters individual professional growth, enhances multifaceted skills, and equips civil servants with additional knowledge and experience necessary for further career advancement.
Among the various career management tools, competition and performance assessment stand out as fundamental. Career advancement in a merit-based system is possible through internal or closed competition. Internal competitions provide opportunities for civil servants to advance o within the same public institution, while closed competition allows them to pursue career opportunities in another public institution within the civil service system.
Performance evaluation, introduced as a novel approach within the civil service system, reflects a commitment to fostering professional growth among civil servants. Assessments reveal the capabilities and development needs of civil servants at both personal and organizational levels. These evaluations measure employee's contribution toward achieving organizational goals and are conducted using a four-level system. Notably, performance assessment significantly influences the career development trajectory of civil servants.
.svg)