Professional evaluation in the hospital public service (FPH)
Verified 01 January 2021 - Directorate for Legal and Administrative Information (Prime Minister)
Every year, the official shall be subject to an assessment of his professional value. Every year, he receives a professional interview which gives rise to a debriefing. This assessment shall be taken into account for the official's career. Contract staff recruited to meet a permanent need for DTA: titleContent or CSD: titleContent more than one year old also benefits from an annual professional interview.
General case
The official shall each year receive a professional interview organized in conditions which guarantee confidentiality and which shall give rise to a report.
The purpose of the annual professional interview is to jointly analyze the results of the activities carried out during the past year and to set the priority objectives for the coming year.
Annual job interview is not a substitute training maintenance which can be followed.
The annual professional interview allows the official to express his views on the performance of his duties and his professional environment and to make his wishes for career development known.
To this end, the following points will be discussed in particular:
- Achievement of the objectives set at the previous professional interview or at the time of taking up his duties if the latter took place during the year, in connection with the organizational and operational conditions of the establishment
- How to serve
- Acquired professional experience
- Wishes and prospects for professional development (evolution of missions, change of assignment, mobility or professional promotion)
- Capabilities and interest in management functions
- Objectives for the coming year in the light of the development of the official's professional skills, the prospects for the development of the organizational and operational conditions of the establishment
- Training needs, depending in particular on technical and occupational developments, and for health care workers, depending on the evolution of care methods. The definition of training needs shall be based on the tasks entrusted, the competences which the official must acquire and his professional project
During the interview, the immediate superior shall verify that the official is aware of the rules governing the use of the personal training account and the conditions under which he may consult his rights. If that is not the case, he shall inform the official.
The official shall be invited to make comments and proposals during the interview on the development of his post and the operation of the establishment.
The interview shall give rise to a general assessment of the official's professional standing.
The official's prospects for advancement to the higher grade may also be the subject of a special additional assessment.
This is the case if the official has reached the last step in his grade for at least three years on 31 December of the year in which the promotion table was drawn up and if he has not reached that grade by advancement in grade, internal competition or promotion.
This applies to seconded staff members, integrated following secondment or directly integrated, who have not received any promotion by advancement in grade, internal competition or internal promotion.
This additional assessment shall be taken into account when implementing the general guidelines laid down in the management guidelines.
The criteria for assessing an official's professional standing depend on the nature of his duties and his level of responsibility.
These criteria shall be laid down by the head of establishment after consulting the social committee of establishment. These include:
- Professional performance of the official and achievement of objectives
- Professional and technical skills and knowledge
- Manner of service and relational qualities
- Expertise and, where appropriate, managerial or higher-level capacity
The professional interview shall be conducted by the official's direct superior in the establishment where he/she works most of his/her working time.
If the official does not have a direct superior, the professional interview shall be conducted by the head of establishment or his representative.
The date of the interview shall be fixed and communicated to the official at least 8 days in advance.
The notice of meeting shall be accompanied by the official's post card and a blank copy of the minutes.
The minutes of the interview, which must cover all the topics discussed, are drawn up and signed by the immediate superior.
Within a maximum of 30 days of the interview, the report shall be sent to the official, who may supplement it with his observations.
The staff member shall have 15 days to return it to his immediate superior.
The report shall be endorsed by the head of the establishment, or his representative, who may make his own observations.
The record is notified the officer who signs it to certify that he has read it and then returns it to the principal who incorporates it into his file.
The official may ask the head of establishment to review the minutes of the interview.
He must make his request within 15 free days according to the date of notification of the report.
The head of establishment shall notify his reply within 15 clear days of the date of receipt of the request for revision.
In the event of an unfavorable response, the official may refer the matter to the HEADING: titleContent within one month of the date of notification of the head of establishment's response to the request for revision.
The CAP may propose to the head of establishment the modification of the interview report.
The head of establishment shall send the official, who shall acknowledge receipt thereof, the final report of the professional interview.
The interview report shall be taken into account for the advancement of the grade and internal promotion.
It shall also be taken into account if the amount of certain premiums depends on the individual performance or professional value of the official.
Management and Director of Care
Each official working in the departments and posts of the management staff and directors of hospital care shall receive an annual assessment. This assessment shall be followed by an interview which shall be recorded in writing.
The purpose of the annual evaluation is to provide a general assessment of the official's competence, manner of service, performance and ability to perform his management duties.
The purpose of the evaluation interview is, in particular, to jointly analyze the results of the activities carried out during the past year and to set the priority objectives for the coming year.
It covers the following points:
- Conditions governing the organization and operation of the establishment and the resources made available
- Individual professional performance achieved in the previous year in relation to the objectives set
- Individual objectives for the following year in the light of the resources allocated
- Training needs taking into account in particular the tasks and objectives set
- Career Development and Mobility Opportunities
The interview shall give rise to a general assessment of the official's professional standing.
The official's prospects for advancement to the higher grade may also be the subject of a special additional assessment.
This is the case if the official has reached the last step in his grade for at least three years on 31 December of the year in which the promotion table was drawn up and if he has not reached that grade by advancement in grade, internal competition or promotion.
This applies to seconded staff members, integrated following secondment or directly integrated, who have not received any promotion by advancement in grade, internal competition or internal promotion.
The assessment interview shall be conducted by the Director-General of theARS: titleContent or the prefect, depending on the nature of the establishment.
It's led by the warden for the assistant wardens and the directors of care.
It is conducted by the Director-General of the National Center for the Management of Hospital Practitioners and Management Staff of the Hospital Public Service (CNG) for civil servants placed in search of assignment.
Prior to the interview, the administrative authority conducting the interview shall obtain the opinion of the president of the establishment or the opinion of the chairman of the supervisory board if the official is the director-general of a regional or university hospital center.
This opinion concerns the way in which the official is to be served. It shall be communicated to the official before the interview.
The date of the interview is set at least 8 days in advance.
The assessment interview shall be the subject of a written report communicated to the official.
The official shall be allowed seven days after the report is submitted to sign it to certify that he has taken cognizance of it. He can also add his observations on the conduct of the interview, his career and mobility prospects and his training needs.
The official may request a review of his assessment from the Director-General of the NMC within 15 days of notification of the interview report.
In the event of an unfavorable response, the official may refer the matter to the HEADING: titleContent national of sound body within one month from the date of notification of the reply of the Director-General of the NGC.
The CAP may propose to the Director-General of the NGC the modification of the record of the professional interview.
The annual assessment shall be taken into account for the advancement of grade, the allocation of the variable part of the allowance scheme and the appointment to posts.
Contractual
Contract staff recruited to meet a permanent need for DTA: titleContent or CSD: titleContent more than 1 year old receives a professional interview every year.
The interview focuses on the following:
- Professional results obtained by the staff member in the light of the objectives set and the organizational and operational conditions of the department to which he is attached
- Objectives for the coming year and prospects for improving professional performance
- How to serve
- Acquired professional experience
- Training needs
- Prospects for professional development (including preparation projects for competitions for admission to the civil service)
The head of establishment may, after consulting the technical committee for establishment, define other subjects which may be covered by the professional interview.
The interview is conducted by the direct supervisor.
The date of the interview shall be communicated to the staff member at least 8 days in advance.
It shall give rise to a report containing a general assessment of the professional value of the staff member.
The report shall be forwarded to the official, who shall supplement it with any observations he may have. It is covered by the head of the establishment, who may supplement it.
The report shall then be sent to the official who signs it to certify that he has read it. The officer then returns it to the head of the school, who integrates it into his file.
The conditions for the organization of the professional interview and the content of the report shall be laid down by the head of establishment after consulting the technical committee for establishment.
The staff member may request, by post, a review of the report of the professional interview from the head of establishment within 30 months free days according to its notification.
The head of the establishment shall send his reply within 15 clear days of receipt of the request.
In the event of an unfavorable response from the head of establishment, the staff member may seize at least CCP: titleContent.
The secretariat of the CCP shall be provided by the institution managing the CCP.
After receiving the opinion of the CCP, the head of establishment shall provide the staff member with the final report of the interview.
National Center for the Management of Hospital Practitioners and Management Staff of the Hospital Public Service (CNG)