Key Benefits:
Minister of Interior, Homeland Security and Local Freedoms,
In light of amended Act No. 83-634 of 13 July 1983 on the rights and obligations of civil servants, together with amended Act No. 84-16 of 11 January 1984 on statutory provisions relating to the public service of the State;
Having regard to amended Decree No. 85-1057 of 2 October 1985 on the organization of the central administration of the Ministry of Interior;
Having regard to Decree No. 2002-682 of 29 April 2002 on the general conditions for the evaluation, appraisal and advancement of State officials;
Considering the advice of the departmental technical committee;
Considering the advice of the technical committee of the central administration;
Considering the advice of the Central Joint Technical Committee of Prefectures;
Considering the advice of the technical committee of the technical services of equipment;
Considering the advice of the technical committee for information and communication systems;
Considering the opinion of the technical committee of the social service,
Stop it!
This Order sets out the provisions for the evaluation and appraisal of officials of the Ministry of Interior, Internal Security and Local Freedoms pursuant to Titles I and II of the above-mentioned Decree of 29 April 2002.
Except as defined for certain categories of officers, it is applicable to personnel managed by the general management of the administration of the Ministry of Interior, Internal Security and Local Freedoms.
The provisions of Chapter I relating to the evaluation also apply to personnel made available in the services referred to in section 1 except 3° I of this section, and to section 2 of amended Decree No. 85-1057 of October 2, 1985 relating to the organization of the central administration of the Ministry of Interior, in the territorial services attached to them and the prefectures.
Section 2 staff are subject to an annual assessment during the second semester of the year that includes an interview and provides a record. The organizational schedule for the evaluation is set each year according to the calendar of parity and promotion administrative commissions.
Evaluation maintenance is conducted by the officer's direct supervisor. Its date is set at least eight days in advance to allow the officer and the supervisor to prepare it and to complete the portions of the record as a basis for the record that they are responsible.
Maintenance is an exchange of a professional nature between the supervisor and the officer who carries, in accordance with the job descriptions, on:
- the professional results obtained by the agent in respect of, on the one hand, the individual objectives assigned to him the previous year or during his assignment in connection with the collective objectives of the service and, on the other, the conditions for the organization and operation of the service to which he reports;
- the priority targets set for the coming year for the service and for the agent;
- the training needs of the officer in the light of his or her duties and activities;
- the agent's career and mobility prospects and personal expectations or aspirations;
- the overall assessment of the agent's path and, in particular, its ability to access a higher-level position or job.
Each of the points mentioned in the previous article is the subject of a section in the transcript of the evaluation interview completed by the supervisor and completed, with respect to it, by the officer.
The officer may, in particular, mention his or her observations on the conduct of the maintenance and the content of the evaluation, particularly with regard to his or her training needs and career prospects. It may be required to express its appreciation of the characteristics of its position of expected skills and abilities.
At the end of the interview, the report is co-signed by the officer and the supervisor. It is placed on the agent's file and is taken into account for the review of any proposed grade or promotion to the choice. A copy is given to her.
The officer may request a review of any part or all of the contents of the record relating to the reference year, in writing, in a reasoned manner, to the President of the competent parity administrative board. The review of the appeal may request a review of the assessment report.
Chiefs of service who have the power to set notes and to make general evaluations expressing the professional value of the staff are:
- in central administration, directors general, directors, directors, deputy directors, heads of service, deputy directors, deputy directors, deputy directors, heads of office, national technical adviser and deputy national technical adviser of social service;
- in prefecture and sub-prefecture, prefectures and sub-prefectures, Secretaries-General for Regional Affairs, Chief Administrative Officers, Directors, heads of offices or offices responsible for staff and resources, Assistant Secretary-General, heads of departmental information and communication systems, regional technical advisers of the social service;
- in the area services and the General Secretariats for Police Administration, Area Prefects, Delegate Prefects for Security and Defence, General Secretaries, Directors, Regional Delegation Directors;
- in the area services of information and communication systems, area prefects, delegated prefects, area chiefs of information and communication systems, the regional head of service of Versailles, heads of departments and heads of disconnected technical sections;
- in administrative courts of appeal and in administrative tribunals, presidents, courts of jurisdiction.
In central offices and prefectural offices, where the staffing or organization of services warrants this, the rating may be provided by the heads of offices and section heads respectively.
The rating shall be determined by the head of service, if any, on the proposal of the officer's direct supervisor and after the assessment made by the officer according to the provisions defined in Chapter I.
Staff are noted at the end of the calendar year according to the schedule of the relevant Joint Administrative Boards to review seniority reductions and proposals for advancement and at the time of departure when they change assignments. In the event of a change of assignment during the year, the rating is provided by the Chief of Service under whose authority the officer was placed on the post of assignment for the longest period.
An individual rating sheet shall be established for each officer with:
- a general assessment expressing the professional value of the agent;
- a note established in coherence with the general appreciation expressing on the one hand the level of the agent and on the other hand the margin of evolution since the previous rating.
The general assessment is based on, on the one hand, a grid consisting of criteria that express the qualities and skills that the officer demonstrates in the performance of the service and, on the other hand, an overall literal appreciation that indicates, in particular, the ability of the person concerned to perform functions of the same level or higher level.
These qualities or competencies include:
- technical and professional skills;
- personal qualities and abilities;
- relational and team-work qualities and capacities;
- where applicable, the qualities and managerial capacities.
The criteria grid may contain references common to all bodies or grades and others whose object is only intended for some of these bodies or grades. It shall allow, for each criterion, to specify whether the required quality or competence translates or calls for progress.
The general assessment takes into account the evaluation.
The note covers two separate elements:
1° The level of professional value expressed in the form of letters;
2° The margin of evolution since the previous rating, expressed by a coefficient in figures.
The individual rating sheet is communicated to the agent by the chief of service. This communication may give rise to an interview. The officer entered on the record his observations and his prospective professional wishes, the date and the sign. A copy is given to her.
The officer may request a review of any part or all of the content of his notation in writing, on a reasoned basis, with the President of the appropriate parity administrative board. The appeal may, after consideration of the appeal, request a review of the rating.
Agents whose professional value is recognized and expressed by the entire individual rating sheet can benefit from a reduction in seniority. Those who have experienced the highest margin of evolution benefit from the maximum reduction as defined in Article 13 of the above-mentioned Decree of 29 April 2002.
The Competent Personnel Management Authority for each service or service group, at the central or territorial level, shall convene before the end of the first semester the conference of the heads of the notative services in order to harmonize the conditions for the implementation of the rating. At this conference, the terms and conditions for the application of this Order, including the rules laid down in Article 17. The distribution of seniority reductions between services or service groups is also carried out, prorated by the number of personnel involved.
Specific distribution arrangements may be used, including quotas allocated to deconcentrated services, to take into account the low number of personnel.
The grade progress table is prepared each year. It is established by conducting a thorough examination of the agent's professional value from:
- individual rating sheets covering the last years;
- motivated proposals made by the Chief of Service;
- evaluation records for the last years.
The rating applies from 2004 as defined above. Its periodicity will be determined by an interim order made before 1 January 2005.
The Director General of the Administration is responsible for the execution of this Order, which will be published in the Official Journal of the French Republic.
Done in Paris, December 11, 2003.
Nicolas Sarkozy
