The performance evaluation process in public administration and the model of prime ministry social services & child care institute

The employment record system which is used in employee evaluation in public administration can not fulfill the needs of today?s rivalry atmosphere. It is an indisputable reality that the system mentioned above is adequate neither in surveying the success of the employees nor in evaluating these surveys. The employment record system is not an objective evaluation system. The employment record grade that is to be given is mostly in the initiative of the superintendent and is inclined to abuse. Since there is no feedback concerning the success of the employees as a result of the employment record grading, the evaluation made has no contribution to their achivement. This system is inadequate in discernment of the succesful ones from the others and almost every employee gets the same or similar grades; which reduces the motivation. Thus, it is required to improve a new employee evaluation system for public administration. The 360 Degree Multiple Feedback System could be an alternative for the employment record system. The employee is not evaluated only by his/her superintendents but also by different colleagues. Therefore, the more objective the evaluation becomes with information taken from different sources, the more contribution the motivation of the employee gets. In this system, the superintendents do not evaluate the employees unilaterally. On the contrary, the employees evaluate the superintendents as well. As a result, with the employees? direct participation to the evaluation process, their feeling of the state of belonging to the organisation increases as they feel themselves more talented and valued thus getting self-motivation. As the employees are informed about their performance through feedback, they can see their incompetences and can show diligence to eliminate these. With 191 this system also, the employees? requirement for occupational retraining can be determined more easily. This situation makes considerable contribution to both individual and organisational improvement. In the transition period to the 360 Degree Multiple Feedback System, principally the required substructure should be costituted and the superintendents and the employees should be acquainted with the required information about the subject. This suggested system for The Prime Ministry Social Services & Child Care Institute can also be put into practice in other public institutions. According to the data acquired through the public survey conducted with the 135 employees employed in The Prime Ministry Social Services & Child Care Institute Ankara Provincial Administration and associated institutions, the employees of the organization have a critical approach to the employment record system and they give us the idea that they would support a new system.