Detailed description of project Back
The global objective of the assignment is to contribute to the implementation of “The Strategy for Civil Service Development in the Republic of Azerbaijan for 2019-2025”.
The specific objective is to strengthen the organisational structure as well as the institutional, technical and human capacities of the State Examination Center (SEC) in recruiting, promoting and evaluating the performance of civil servants as well as in ensuring continuous professional development.
The support under this contract will cover the following components and results:
Component 1: Reinforce the capacities of the SEC on recruitment, promotion and performance evaluation of civil servants:
- Result 1. Legal and institutional framework to ensure a competency-based approach in recruiting, promoting and evaluating the performance of civil servants is improved;
- Result 2. Human capacities of the SEC and other relevant representatives of civil service bodies and independent experts to assess the competency of civil servants are reinforced;
- Result 3. Digitalisation of SEC systems providing competency assessment, performance evaluation and candidate reporting is facilitated.
Component 2: Reinforce the capacities of the SEC on continuous professional development and personal career planning:
- Result 4. The SEC is supported in the preparation of a methodology to ensure the continuous professional development and personal career planning for civil servants.
Component 3: Organise public awareness raising events of the project:
- Result 5. Main stakeholders informed about the objectives of the project;
- Result 6. The results of the project presented to the main stakeholders.
Type of services provided
- A comprehensive assessment report on the implementation of the Strategy identifying those actions not yet implemented/underperformed or not planned as well as on the current legal (including draft amendments for the legal acts) and institutional framework including organisational structure of the SEC with recommendations for improvement;
- A new competency model for civil service recruitment, training and performance evaluation defining civil service position requirements, necessary skills and knowledge and corresponding assessment mechanisms;
- A draft Action Plan to implement a competency-based approach in recruiting, promoting and evaluating the performance of civil servants as well as full scale changes to the process and content of examinations and candidate reporting in line with EU Member States good practices;
- Three judgement-based assessment instruments (with 50 questions per each) and 300 additional questions to measure a confirmed list of competences;
- Training needs assessment of SEC staff, representatives of civil service bodies, and of independent experts in the areas of (i) candidate selection exams, (ii) interviews and (iii) performance evaluations;
- One half-day training workshop for 30 participants of the SEC, representatives of civil service bodies, and independent experts to present good practices in recruitment, promotion and performance evaluation in civil service in three selected EU member states;
- Three five-day training workshops (including Training of Trainers) for 30 participants each of the SEC, representatives of civil service bodies, and independent experts to strengthen capacities on the development and delivery of competency-based instruments in examinations, interviews and performance evaluations and of candidate reports;
- Two five-day training of trainers’ workshops for 10 officials each of the SEC on competency-based human resource management and performance evaluation;
- One five-day study visit (for a maximum of five officials) to obtain an overview of recruitment, promotion and performance evaluation processes in civil service of EU Member States;
- One three-day training workshop for 30 officials of the SEC and Human Resource personnel of the government bodies to strengthen capacities on the development of job descriptions and profiles in line with new competency requirements;
- A comprehensive assessment report on current level of digitalisation of the SEC’s services on competency assessment, performance evaluation and candidate reporting with recommendations for its improvement;
- Two five-day training workshops for 10 SEC officials each to improve the capacities of digital competency assessment, performance evaluation and candidate reporting;
- An action plan to improve recruitment processes of existing software platforms to ensure better alignment of job profiles with candidate profiles and to increase the efficiency of these platforms;
- Upgraded functionalities of at least two software platforms to provide competency assessments, performance evaluations and candidate reporting tested in at least two state bodies;
- A comprehensive assessment report on the continuous professional development system currently used by the SEC with recommendations on its improvement;
- A methodology for continuous professional development and guidelines to implement the methodology;
- One three-day training workshop for 30 officials of the SEC and representatives of civil service bodies on how to design and implement a new personal career planning mechanism in civil service area;
- One five-day study visit for a maximum of five officials to obtain an overview of continuous professional development as well as personal career planning methods in civil service in EU member states;
- One three-day training workshop for 30 officials of the SEC to strengthen capacities on the development of a Knowledge Management System and Learning Management System for the civil service;
- Kick-off event to present the project to the main stakeholders at the beginning of the project;
- Closing event presenting the main results of the project.
Main staff provided:
- Team Leader/Civil Service Reform Expert (112 w/d);
- Human Resource Management & Organisational Development Expert (55 w/d);
- Business Processing Analysis & Reengineering Expert (20 w/d);
- Occupational Tests Methodologist (52 w/d);
- Competency-based HRM Expert (73 w/d);
- Recruitment, Promotion and Performance Expert (100 w/d);
- Occupational Psychologist (38 w/d);
- Human Resource Management Digitalisation Expert (76 w/d);
- Communications Expert (20 w/d).
