@ARTICLE{26543117_26562343_2009, 
	author = {Anastasiya Bozhya-Volya}, 
	keywords = {},
	title = {Performance assessment of senior civil servants: international practice and Russian Perspectives},
	journal = {Public Administration Issues},
	year = {2009},
	month = {1},
	number = {2},
	pages = {82-103},
	url = {https://vgmu.hse.ru/en/2009--2/26562343.html},
	publisher = {},
	abstract = {Analysis was based on seven main aspects of performance management systems: a form of assessment criteria confirmation, authority for assessment criteria establishment, authority for performance assessment and payment decision-making, methods of assessment, a form of performance assessment results, consequences of positive assessment and consequences of negative assessment. Despite of apparent similarities of performance management systems in different countries, most of them have particular features that lead success or inefficiency of performance management of senior civil service. As a result, several suggestions for performance assessment and motivation of senior civil servants in Russia were made. They include three main stages of application of performance management instruments. The first stage supposes setting up performance objectives for senior civil servants. The second stage assumes an experiment of limited use of performance bonuses for senior civil servants in some ministries. Results of this experiment should be used to form normative and methodological foundation for further application of these instruments in other ministries and agencies (the third stage).},
	annote = {Analysis was based on seven main aspects of performance management systems: a form of assessment criteria confirmation, authority for assessment criteria establishment, authority for performance assessment and payment decision-making, methods of assessment, a form of performance assessment results, consequences of positive assessment and consequences of negative assessment. Despite of apparent similarities of performance management systems in different countries, most of them have particular features that lead success or inefficiency of performance management of senior civil service. As a result, several suggestions for performance assessment and motivation of senior civil servants in Russia were made. They include three main stages of application of performance management instruments. The first stage supposes setting up performance objectives for senior civil servants. The second stage assumes an experiment of limited use of performance bonuses for senior civil servants in some ministries. Results of this experiment should be used to form normative and methodological foundation for further application of these instruments in other ministries and agencies (the third stage).}
}