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Amendment Of The Cabinet Of Ministers On 7 August 2007 The Regulation No 532 "system Of The Ministry Of The Interior Authorities And Prison Administration Officials With A Special Service Rank Activities And Outcomes Evaluation Order"

Original Language Title: Grozījums Ministru kabineta 2007.gada 7.augusta noteikumos Nr.532 "Iekšlietu ministrijas sistēmas iestāžu un Ieslodzījuma vietu pārvaldes amatpersonu ar speciālo dienesta pakāpi darbības un tās rezultātu novērtēšanas kārtība"

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Cabinet of Ministers Regulations No. 194, Riga 2014 (April 15. No. 5) Amendment 23 Cabinet 2007 august 7, Regulation No 532 "Interior Ministry system and prison administration officials with a special service rank activities and outcomes evaluation order" Issued in accordance with the Ministry of the Interior system of the institutions of the place of administration officials unIeslodzījum with the special ranks in the course of the service law in article 16, first paragraph make Cabinet 2007 august 7, Regulation No 532 "system of the Ministry of the Interior authorities and prison administration officials with a special service rank activities and outcomes assessment order "(Latvian journal, 2007, 129. no; 2009, nr. 53.) amendments and express the annex 1 the following:" 1. the annex to Cabinet of 7 august 2007 regulations no 532 officers evaluation form first name last name Department title rank position since the evaluation period from the date of the previous evaluation to the previous assessment (assessment grade) Ceos of title 1 self-assessment task laid down in the previous assessment in the performance criteria laid down obligations and I task execution the execution of their duties, the evaluation period of the post in the self-assessment (burning in the window corresponding to the degree)-A 1 meets the requirements for the appointment can push higher (official quality out job responsibilities, duties of the service exceeds requirements) 2-(A) meets the requirements (quality of the officials take office) B – partially meets the requirements (the officer does not make a sufficient quality of the Office's obligations, in particular the deficiencies identified, which may prevent the period up to the next evaluation) C – does not meet the requirements (not sufficient quality officials take office certain deficiencies found) legislation, job description and previous activities and outcomes of the official evaluation tasks set out in the Protocol that the evaluation period is not executed (specify which tasks are not executed in whole or in part) tasks the factors impinging on the personal factors the State or authorities level factors II. competences required for Official self-assessment evaluation grade: A-the skill is developed at a level that allows the right to perform the duties (B), where the skill is sufficient to be able to perform the duties of the minimum level, but should it develop C-the skills shortage hampers the performance of their duties, the cooperation with colleagues in personal responsibility and a desire to interact with others within the group, to work as a team. The ability to involve other tasks and making decisions. Skills relate to working with the staff and subject to the same level of employees and managers the ability to fulfil the obligations of the responsible. Without the need for additional control and monitoring. The desire to raise their qualifications. Ability to independently accomplish the task, with the initiative to take on responsibilities and tasks, to engage actively in the resolution of a problem situation, to fulfil the obligations, chores get done in time. Enthusiasm and initiative in cooperation with the public (if necessary, the performance of official duties) planning and control skills to maintain permanent contact with people, to find out the public's needs and respond to them accordingly, create relationships between them, with the positive cooperation to improve the institution's prestige. Sociability, communicability ability to choose priorities, develop a work schedule, organize and plan work and closer and further the objectives, to provide time and effective use of resources. Competence includes not only plans but also regular work and verification of compliance with the plan and the necessary corrections. Competence includes the examination of the available information, the role and function of a clear definition of the business process, information storage, performance verification of compliance with the quality criteria laid down in the communication (communication) problem solving ability to convince others to adopt a belief or action. Ability to listen and to accept other views. Competence includes identifying other people (Group of people) influence, using available information, arguments, consider means of psychological types of influence to achieve a certain objective capacity to find and get the information you need. The ability to get as much information as is required for all aspects of the problem, the distinction between useful information from non-valid and important information from the irrelevant. Ability to accurately and quickly go into the available information, to examine all available information, to understand the situation and to draw logical conclusions. Ability to identify and combine the causes and benefits, as well as to make the right decisions in leadership (if is subordinated to staff) Ētiskum skill and personality characteristics that allows effective tasks given to subordinates, providing feedback, give support to achieve the tasks assigned, motivate them to work in institutions (public administration) mission, values and ethical principles of acceptance and adherence, prevention of conflicts of interests, disciplines. Participation in the detection of criminal offences public service III. Future activities and the development of self-assessment

1. the tasks to be achieved in the next evaluation period, shortcomings that need to be resolved (to make a qualitative assessment of the next tasks must be clearly defined, measurable, achievable, results-oriented to a specific and particular deadline) 2. Required changes to the job description (if necessary, specify what changes would be necessary to develop specific job description) 3. Training needs (characteristics, skills, skills, knowledge, which should be developed to enhance work efficiency. Training courses that would be required to attend) 4. Possible career development (if an officer wants to change their service conditions, specify a service that posts may be career development and what is its motivation) officer ____ ____ ____ ____ ____ ____ ____ (name) ____ _____ (date) _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ (signature) title 2 direct driver assessment officials Evaluated the direct manager of the first name, last name, Department, position, officials Evaluated name to certain officials in the previous assessment tasks completion criteria i. officials of their duties and tasks the execution of their duties, the evaluation period given assurance for the performance of the duties of the position in the rating (to record the appropriate level) in the window (A) 1 – meets the requirements for the appointment can push higher (official quality out job responsibilities, duties of the service exceeds requirements) 2-(A) meets the requirements (quality of the officials take office) B – partially meets the requirements (the officer does not make a sufficient quality of the Office's obligations, in particular the deficiencies identified, which may prevent the period up to the next evaluation) C – does not meet the requirements (not sufficient quality officials take office certain deficiencies found) legislation, job description and previous activities and outcomes of the official evaluation tasks set out in the Protocol that the evaluation period is not executed (specify which tasks are not executed in whole or in part) the tasks of the official reasons for the delay-dependent reasons (personally) from independent reasons officials II. required competences of Officials assessment assessment grade: A-the skill is developed at a level that allows the right to perform the duties (B), where the skill is sufficient to be able to perform the duties of the minimum level, but should it develop C-the skills shortage hampers the performance of their duties, skill assessment description of the skill level of collaboration with colleagues in cooperation with the public (if necessary, the performance of official duties) communication (communication) problem solving planning and control personal responsibility for personnel management (if is subordinated to staff) Ētiskum III. officials and development plan 1. tasks that reach the next evaluation period , flaws that need to be resolved (to make a qualitative assessment of the next tasks must be clearly defined, measurable, achievable, results-oriented to a specific and particular deadline) 2. Required changes to the job description 3. Training needs (characteristics, skills, skills, knowledge, which should be developed to enhance work efficiency. Training courses that need to attend) 4. Possible career development (career development of potential and its motivation) officials direct Manager ___ ____ ___ ____ ____ (name) ____ ____ (date) _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ (signature) President of the Ministers "Newsletters the Rapidity Interior Minister Richard Kozlovsk a