Performance management system and a model suggestion regarding the evaluation of individual performance in public institutions

In professional life, performance evaluation of an individual, in other words measurement of his/her physical and intellectual labor, has always been a subject with priority. Employees are most important elements of companies that provide competition advantage. Therefore in order to take fair decisions related with employees and the company, a good performance management system is necessary. The necessity of increase in performance management system in public institutions of Turkey was mentioned in 10. development plan (2014-2018) and public administrations were instructed, for the precautions to be taken related with evaluation of employee sufficiency and performances, by the Public Internal Control Standards Declaration which came into effect in 2007 based on Public Financial Management and Control Law no 5018. The aim of the research is to examine the performance management system applications in public institutions and submit a new performance evaluation model suggestion for employees. The secondary aim is to determine the existing problems related with performance management in public institutions and the precautions to be taken for their solution. First of all the related literature was examined aiming for research purpose. In the research focus group discussion method, which is a qualitative data collection tool, was used. Opinions of 6 directors employed in various public institution of Manisa was asked assuming that they might have detailed information about legislation and performed studies related with their institution. In focus group discussion, 16 questions (12 open ended and 4 semi configured) were asked to the institution directors. At the end of the research, it was determined that narrow scoped studies aiming to evaluate the individual performance were initiated instead of performance management system applications in some institutions of Turkey (ministry of health, ministry of national education, ministry of food, agriculture and livestock-TAGEM and TGNA chairmanship). It is considered that if public institutions carry out the necessities of Public Internal Control Standards Declaration, many problems related with performance management will be solved. Under the scope of the findings, the suggested model related with evaluation of individual performance is output and result oriented where individual targets are determined according to division targets and at the same time takes behaviors, professional knowledge and skills into consideration. In the model, the importance of multiple evaluators, evaluation interview and feedback is not neglected.