Building the criteria of performance evaluation for public sector employees: The case of college of economics lecturers Can Tho university

The research presents the criteria for performance evaluation to public sector employees: the case of College of Economic (CE), at Can Tho University, Vietnam. This is an important basis to recognize, to consider rewards to qualified staff in an academic year according to Decree 56/2015/ND-CP dated 09/6/2015 of Government.

AGU International Journal of Sciences – 2019, Vol (2), 12 – 20 BUILDING THE CRITERIA OF PERFORMANCE EVALUATION FOR PUBLIC SECTOR EMPLOYEES: THE CASE OF COLLEGE OF ECONOMICS LECTURERS CAN THO UNIVERSITY Nguyen Thi Phuong Dung1, Le Thi Thu Trang1 Can Tho University Information: Received: 16/07/2018 Accepted: 07/07/2018 Published: 11/2019 Keywords: Performance evaluation, public sector, lecturer ABSTRACT The research presents the criteria for performance evaluation to public sector employees: the case of College of Economic (CE), at Can Tho University, Vietnam This is an important basis to recognize, to consider rewards to qualified staff in an academic year according to Decree 56/2015/ND-CP dated 09/6/2015 of Government This study applied case study method The result of the research presents four sections: (1) Work performance according to the responsibilities in the contract; (2) Performance according to occupation ethic; (3) Spirit of responsibility to serve the country, to cooperate with colleagues and the awareness of officials’ behavior disciplines; and (4) Performance of officials’ other duties Four sections are divided into 13 criteria Besides, the research results are not only crucial basis for salary, but also the references for organizations INTRODUCTION the amendments in performance evaluation are in Decree No 39/2012/ND-CP supplementing Decree No 42/2010/ND-CP on the law of emulation and commendation; Decree No 65/2014/ND-CP amending the law on emulation and commendation in 2013; and most recently, Decree No 56/2015/ND-CP of the Government on assessing and classifying cadres, civil servants and public employees and Circular No 35/2015/TT-BGDĐT guiding the education sector’s emulation Despite many amendments, the implementation and concretization of these decrees and circulars are still too qualitative for evaluation criteria in public sector Performance evaluation is one of the topics that the managers are interested in because it can help to make decisions for retention, promotion, tenure and salary increases The lack of fairness and transparency in the evaluation process will impact employees’ enthusiasm at work workers, which results in low productivity Performance evaluation scientifically is that all criteria must be measured and determined by the critical figures of key contents for each task Assessing the performance of cadres, civil servants and officials is an important step that has been paid attention by the Government and has been repeatedly revised in order to improve the efficiency of the assessment process in public sector units Some of In the private sector, the performance evaluation is measured based on the profit or target sales 12 AGU International Journal of Sciences – 2019, Vol (2), 12 – 20 which determine the basic salary, bonus, of an individual However, in the public sector, this activity has not been effectively implemented because of respectable mindset This leads to the liability for the work that was psychologically affected, “foot in, foot out” alike This is the reason why many officials become unwilling to work or feel like lack of enthusiasm Therefore, using KPIs to assess implementation process of cadres, civil servants and public employees is a suitable way for performance evaluation Therefore, in the academic year 2015-2016, Can Tho University in general and College of Economics in particular changed the form and proportion of evaluation criteria compared to the previous periods However, the innovation was not been effectively carried out because the evaluation criteria were still very general for example "Completing the assigned tasks, achieving productivity and quality, etc." In particular, it is essential that the managers access their officials fairly by quantifying and concretizing the indicators above Consequently, the study on “Building the criteria of performance evaluation for public sector employees: the case of College of Economics Lecturers at Can Tho University” is a need OBJECTIVE METHOD AND work plan The qualitative analysis method was used specifically in-depth interviews with officials in the College of Economics of Can Tho University Interviews at the College are conducted on people who are believed to be knowledgeable in the field of investigation The interviewees’ work position at CE are various such as Dean, Deputy Dean, Head of specialized departments, representatives of lecturers according to their seniority (young lecturers, lecturers working for 10 years and longer) In order to provide a complete set of criteria, in addition to questionnaires sent to the consulted subjects in the referendum, the research also held a meeting to interview the college leaders In some cases, the study conducted a second and third interview with leaders to clarify the evaluation criteria because the successful application of KPI method must be approved by the leadership board For the rest of the study reference, supplements and responds to information directly related to the work performed by the college staff and lectures The open questionnaire was built based on the form No 03 in the Decree No 56/2015 / NDCP on the content for assessing and classifying officials, public servants and officials After summarizing ideas, the researchers formulated a set of evaluation criteria The study also took more simultaneous interviews with college leaders to build criteria consistent with the goals of the unit RESEARCH 2.1 Objectives of the research The main objective of this research is to build a system of performance evaluation criteria for the lecturers of CE at the Can Tho university Using KPI- based evaluation aims to measure the capacity of the individuals/ units in order to create the basis for consideration of emulation and commendation, salary distribution, additional income, appointment, alternation, officials discipline THE EVALUATION CRITERIA Lecturer evaluation criteria is one of the most important criteria to assess the quality of university’s education and training However, it is necessary to propose the evaluation criteria which must be based on the regulations and guidelines in the field of education Besides, the selection of methods and assessment tools must be available Many managers believe that the employees’ capacity evaluation will produce positive motivation for employees This is a crucial content not only in reviewing their responsibilities 2.2 Data analysis The method for building a set of criteria for evaluating lecturers at the College of Economics (CE) - Can Tho University is based on the lecturer 13 AGU International Journal of Sciences – 2019, Vol (2), 12 – 20 but also in their performance of employees in both private and public sector guiding students to the newest research findings and debates in their field of study Teaching must be combined with scientific research activities There cannot be a good lecturer who does not participate in scientific research According to Decree 56/2015 / ND-CP on assessing and distributing officials, lecture evaluation is conducted according to 04 criteria including (1) results of work performance or duties under the contract work; (2) the compliance of lecturers' ethics; (3) the responsibility, attitude, cooperating with colleagues and implement codes of behaviors; (4) the performance of lecturers’ other duties Besides, Can Tho university operates its resources to be the leading national institution for education, research and technology distribution in order to make significantly contribute to high-quality human resource development According to the mission of Can Tho university, the lecturers will be evaluated based on their performance in teaching, scientific research and social activities according to 04 criteria of Decree 56 One of the important functions of a lecturer is teaching In particular, the criteria for professional titles of teaching staff are presented in Joint Circular No 36/2014/TTLT-BGDĐT-BNV Therefore, in order to fully assess the teaching capabilities of lecturers there should be evaluation criteria covering all teaching activities Those criteria are: Criterion 1: Regarding the norm of teaching hours (according to Regulation No 4412 / QD-CTU 25/11/2015 on promulgation of working regulations for lecturers at Can Tho University) Standard of lecture’s working time norm is established by the titles, qualifications and salary ratio The results of the work performance based on the four criteria are the basis for reward, salary increase According to the experience of public universities, the criteria of the work performance or duties under the contract accounts a larger proportion than the other criteria Criterion 2: The feedback from students Lecturers and their teaching must also be evaluated through the feedback of students At the end of each semester, students will be interviewed to evaluate each module of each lecturer Based on the faculty board’s collections, the university has the right solution for the future Next, the study illustrated four criteria that were used to evaluate lecturers of CE at Can Tho University Criterion 3: Based on the work plan and assignment of the Head of the Departments, lecturers are responsible for preparing the plan and the expected volume of their work The declaration of lecturers' workload, in addition to teaching in class, also includes activities such as preparing subject outlines, preparing new subjects, updating lectures, proposing, test designing, exam monitoring, grading, publishing scores 3.1 Results of work performance or duties under the work contract 3.1.1 Assessing Teaching One of the most important functions of a university is to convey knowledge This function cannot be assessed separately with the scientific research A good lecturer should be the one to stimulate student’s curiosity in learning by 14 AGU International Journal of Sciences – 2019, Vol (2), 12 – 20 Table Criteria for evaluating lecturer's teaching - Criterion Item Criterion Contents Complete from 110% of standard working hours directly in class (excluding professional activities converted into standard hours) Complete from 90% to less than 110% of standard working hours directly in class (excluding the professional activities converted into standard hours) Complete from 50% to less than 90% of standard working hours directly in class excluding professional activities converted into standard hours) Score from student's feedback is from 3.6 and higher Score from student's feedback is from 3.2 up to 3.6 Score from student's feedback is below 3.2 Developing, revising course syllabus Developing satisfactory new lesson content Updating satisfactory content of lectures Completing the scoring plan on the system on time Completing the scoring plan on the system on time Submitting general scores, instructions on schedule, without being reminded (Source: Processing of survey results, 2018) 3.1.2 Assessing Scientific research levels and international scales The criterion covers the whole personnel body including the heads and members; Chairman / member whose articles are published in the domestic scientific journals according to the State Council of Professor Title recognized in 2016; whose English articles are published in domestic and foreign magazines; whose scientific seminars are published by domestic or international organizations Besides teaching function, the evaluation also involves evaluating lecturers’ scientific research duty Effective teaching needs to combining with scientific research activities Criterion 4: Scientific research works In order to encourage lecturers to participate in scientific research, especially in this field where there are not many staff involved in, the College of Economics and the university has incentive policies such as adding teaching hours, building criteria for rewarding and adding time for female lecturers (Regulations 4412 and 2015) Therefore, this criterion is based on the approved scientific research proposals from institutional level to local area, province, ministry, national Criterion 5: Supervising students to conduct scientific research topics This is the criterion for evaluating lecturers regarding scientific research A good lecturer not only imparts knowledge but also helps students develop problem-solving and analytical skills 15 AGU International Journal of Sciences – 2019, Vol (2), 12 – 20 Table KPI for research activities Criterion Contents Writing research proposals Leading and managing the units, getting certificates of merit at university level or higher Members to implement the project at the university; local / ministry; province / domestic; international level Authors / Co-authors whose articles are published in national scientific journal by Council of State; the title of professor is recognized Author / Co-Authors whose English articles are published in national / international journals are not in the list Author / Co-Authors whose English articles are published in international journals in Scopus Articles in scientific conference published nationally / internationally Guiding students to register research topics Guiding students to complete scientific research topics at accepted levels (Source: Processing of survey results, 2018) 3.2 Assessing the compliance of lecturers' ethics students to follow This criterion is based on Decree No No 16/2008/QD-BGDDT dated April, 16, 2008 - Ethics regulations of the Minister of Education and Training, and Decree No 79-QD/ ĐU 31/5/2012 - Standard regulations of lecturers’s ethics of Can Tho University following Ho Chi Minh's moral example The regulation of lecturers' ethics is a necessary standard for lecturers who not only make efforts to train themselves but also deserve social respect It is one of the basis for evaluating, categorizing and supervising lecturers to build a qualified workforce as well as to improve teaching skills and methods, with a positive lifestyle and standard behavior that really is an example for The 6th criterion is built on professional ethics consist of qualities, ethics, lifestyles, preservation and protection of lecturers' ethics Table Assessing of the compliance of lecturers' ethics Criterion Item No complaints, disciplinary actions recorded by council from reprimand upwards No slandering, distorting, over-level complaints, causing disunity No complaints from the family that impact the unit No violating traffic laws No violating laws or regulations not to impact the overall achievement of the unit, disciplinary actions from reprimand upwards 16 AGU International Journal of Sciences – 2019, Vol (2), 12 – 20 Criterion Item Attending short-term training courses, conferences, seminars, to improve the qualification with a certificate Attending all meetings for Resolution, politics, professional skills (seminar) organized by Faculty, University Finding scholarships themselves to study Master, PhD successfully Finishing Master/Doctor programs on schedule Appointed as PGS/GS; awarded certificates by the Minister (Outstanding Educator/ People’s Educators) Being upgraded lecturers at all levels of the year (Source: Processing of survey results, 2018) 3.3 Assessing of the responsibility, attitude, cooperating with colleagues and implement codes of conduct 16/2008/QD-BGDDT April 16, 2008 and Decree No 79-QD/ĐU 31/5/2012 – to give evaluation criteria for this item Based on Decree No 1501/QD-TTg, 2015 Approving the project on strengthening revolutionary, ethical and lifestyle ideal education for young and teenagers, in the period 20152020.The sense of responsibility, the attitude of serving is related to enhancing revolutionary ideals, ethics, and student life in order to change in morality and comprehensive development Besides, it is also based on Decree No Criterion 7: There is a sense of responsibility in the job and serious practice with internal rules and regulations Criterion 8: Having a polite attitude, proper gentleness, attentive to service, listen to opinions, and not make difficulties for students Criterion 9: Spirit of cooperation with colleagues to solve the job in the organization and cooperation with other units Table Assessing the responsibility, attitude, cooperating with colleagues and implement codes of conduct Criterion Item Having a sense of responsibility in the teaching of the modules Not missing teaching hours without complaints from students Teaching on time and full time without complaints from students Not having outside lecturers for backup teaching Appropriate words and behaviors to students Assisting students to look for scholarship opportunities recognized by the Faculty Having initiatives and scientific research products which are applied in practice recognized by the Faculty Proposing ideas to attract successful short-term training courses Taking responsible for/ Engaging in the procedures and proposing useful strategies recognized by the Faculty 17 AGU International Journal of Sciences – 2019, Vol (2), 12 – 20 Criterion Item Effective cooperation with colleagues, being honest with supervisors Not being indifferent or late, which affects the work schedule criticized by leadership board Introducing Master / PhD scholarships to colleagues recognized by the Faculty Taking responsibility for/Engaging in organizing scientific conferences, seminars, jobs, training events, etc (Source: Processing of survey results, 2018) 3.4 Assessing the performance of lecturers’ other duties curriculum development, organizing seminar, and professional improvement activities Other duties are activities which lecturers attend in the unions and social works in the College and University According to Decree No 4412/2015, if lecturers are holding leadership, managerial or unions positions, the proportions of standard working hours are different Therefore, it is not the mandatory task of the lecturers Not all lecturers are in charge of such activities It is just a criterion for evaluating, classify lecturers and considering lecturers' rewards Criterion 11: Faculty tasks: these jobs are related to the faculties' activities including organizing activities, attending seminars, conferences, and others recognized by the Faculty Criterion 12: Union task: these activities are related to organizing and attending in students' and staff’s games organized by Youth Union Criterion 13: Social service: attending in different levels in the university/society to sharing scientific knowledge to the community such as advice for community /social/ business education programs Criterion 10: Besides Teaching and research duties, lecturers also attend in extra-curricular activities depending on annual plans such as Table Assessing the performance of lecturers’ other duties Criteria Contents Author/Co-author in published books Author/Co-author in reprinted books 10 Scholarships Awardee for Master, PhD study Presenter at Faculty-level Seminar Guiding lecturers to complete the probationary Engaging in the AUN standard test of the Faculty Engaging in adjusting training programs 11 Engaging in improving training programs Presiding / joining the training program quality evaluation team Presiding / joining project proposals of all levels recognized by the Faculty 18 AGU International Journal of Sciences – 2019, Vol (2), 12 – 20 Criteria Contents Self-finding and winning domestic/international projects recognized by the Faculty Participating in students’ employment survey after graduation Other activities in addition to teaching Presiding / engaging in organizing sports events and arts festival Presiding / engaging in organizing arts activities for students Presiding/ engaging in consulting to organize contests, academic classes for students 12 Executive Committee members of Youth Union Faculty / University Participating in the Sports Festival, organized by Faculty An enthusiastic supporter in movements organized by the University/Faculty (01 time) Participating in launching the movements of University/Faculty Engaging in counseling for organizations large / medium / small scale 13 Engaging in teaching short-training courses of the Faculty Finding enterprises attend in supporting teaching activities (Source: Processing of survey results, 2018) CONCLUSION concrete evidence that helps lecturers know how their work contributes to the university’s development goals Although the indicators are quantified and easy to measure, leaders need to specify the score for each indicator and determine key to adapt to organizations’ development goal As the quality of education is increasingly concerned by the society, it is required the university improve the quality of training and make adjustments to achieve those goals more effectively Particularly, competency of the teaching staff is the key factor Therefore, the quality of lecturers is paid much attention by the university and many policies are proposed to promote working motivation and opportunities for lecturers Even though these efforts brought successful changes in evaluating the performance of the public sector agencies, they still face unprecedented pressure to improve their quality This research proposes a set of criteria for evaluating staff of the College of Economics at Can Tho University based on the work performance indicators The performances of lecturer are traditionally evaluated according to three major criteria; teaching, research, and services All criteria are specifically quantified on targets, performance level The assessment is REFERENCES Decree No 42/2010/ND-CP.2010 Decree detailing a number of law emulation and reward, law adjusting, supplementing a number of law emulation and rewardhttp://www.chinhphu.vn/portal/page/po rtal/ chinhphu/hethongvanban?class_id =1&mode=detail&document_id=94226 Decree No 39/2012/ND-CP 2012 Decree adjusting, supplementing a number of content decision 42/2010/ND-CP of April 15, 2010, the government detailing a number of law emulation and reward, 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This research proposes a set of criteria for evaluating staff of the College of Economics at Can Tho University based on the work performance indicators The performances of lecturer are traditionally