One. General Basis

1.1. The purpose of this Regulation is to regulate the development and approval of the performance plan (hereinafter referred to as the “plan”) of a full-time civil servant, reporting on the implementation of the plan, and the relationship related to assessing the performance results and qualification level of the employee.

1.2. The principles of evidence-based, impartial, and transparent assessment of the performance results and qualification level of a full-time civil servant shall be followed.

1.3. The following terms used in this Regulation shall be understood as follows:

1.3.1. “performance plan” means a plan of objectives and measures to be implemented within a one-year period, developed by a full-time civil servant in accordance with this Regulation in accordance with the organizational or unit plan in accordance with his/her job description;

1.3.2. “performance objectives and measures” mean measures to be taken within the framework of the tasks and duties of the full-time civil servant, the goals and objectives of the organization or unit;

1.3.3. “Criteria” means an indicator that determines whether the planned performance objectives and measures of a civil servant have been achieved;

1.3.4. “Achievement level” means the results expected to be achieved by the end of the planned period, as reflected in the civil servant’s performance plan;

1.3.5. “Knowledge and skills” means the knowledge, skills, experience and attitudes required for the civil servant to perform his/her official duties.

Two. Development and approval of plans

2.1. The plan of a civil servant (hereinafter referred to as “civil servant”) shall be based on the performance plan of the organizational unit and shall be consistent with the job description of the employee. The performance plan of the head of the unit shall consist of two parts: the plan of the organizational unit and the objectives and measures for improving knowledge and skills.

2.2. The employee plan consists of two parts: the employee's performance goals and the knowledge and skills improvement goals, which have sections such as implementation measures, measurement criteria, achievement level, and start and end dates.

2.3. The head of the unit shall review the employee's plan for consistency with the organizational and unit plans and his/her job description, and approve it by January 10.

2.4. In organizations without organizational units, the employee shall have his/her plan reviewed and approved by the direct budget manager.

2.5. An employee of a vertically managed organization shall approve the performance plan by the Head of the Office of the Governor at that level and the direct budget manager under his/her jurisdiction.

2.6. After the plan is approved, if the employee begins to perform additional functions in accordance with current requirements, or if the employee's job description changes, the plan may be amended or supplemented. Additional tasks and duties shall be implemented in accordance with the performance goals section of the plan, and the amendments and supplements shall be an integral part of the plan.

2.7. The plan shall be deemed to have been approved by the employee or the head of the unit signing and stamping the plan.

2.8. If the employee is temporarily released, released, or dismissed from the civil service, the plan implementation shall be evaluated and terminated.

Three. Reporting and confirming the implementation of the plan

3.1. The employee shall confirm the implementation of the plan with his/her signature and report on it in accordance with the approved template for half-yearly and full-yearly periods.

3.2. The employee shall report on the implementation of the plan for half-yearly periods by June 15 and at the end of the year by December 15.

3.3. The head of the unit shall conduct an interview on the progress of the employee's plan implementation in the 1st and 3rd quarters by April and October 5.

3.4. The head of the unit (if there is no organizational unit, the direct budget manager of the organization) shall review and evaluate the employee's plan implementation report, interview the full-time civil servant, sign and certify it.

3.5. If the head of the unit does not evaluate and certify the employee's plan implementation within the period specified in this Regulation without good reason, he may file a complaint with a higher-level organization or official.

3.6. The employee shall regularly report to the head of the unit (if there is no organizational unit, the direct budget manager of the organization) on the implementation of the plan and receive appropriate support and direction.

Fourth. Assessing the employee's work performance, results, and level of qualification

4.1. The organization's evaluation team shall be formed by the decision of the direct budget manager, consisting of representatives of the management officials of the organization's unit and the human resources officer, and shall be established within June and December of each year. If the organization does not have an organizational unit, an organizational assessment team is not required and the work of the organizational assessment team specified in this regulation shall be performed by the direct budget manager.

4.2. The evaluation of knowledge, skills, attitudes, ethics, and competences, which is an appendix to the performance plan of the head of the unit, shall be similar

4.3. The head of the unit shall review the employee’s performance report and give it a rating of “A or Excellent”, “B or Good”, “C or Satisfactory”, “D or Needs Improvement”, and “F or Unsatisfactory”.

4.4. The head of the unit shall submit the first half-yearly report of the employee’s plan to the organizational evaluation team by June 17, and the last half-yearly report by December 17.

4.5. When evaluating the report of an employee of a vertically managed organization, the management of the higher-level organization shall evaluate it after being certified by the Head of the Office of the Governor of that level.

4.6. In the event that a discrepancy is found in the evaluation of the performance report of the head of the unit, the organizational evaluation team shall have the right to request the head of the unit to provide the confirmed grounds and evidence, and the head of the unit shall present his/her grounds and evidence to the evaluation team.

4.7. The organizational evaluation team shall confirm the employee's performance evaluation by June 20th, and the last semi-annual evaluation by December 20th.

4.8. If a full-time civil servant is appointed to a position with less than 3 months remaining before the end of the plan implementation evaluation period, the work performed during that period may be summarized and evaluated in the next evaluation period.

4.9. The performance, results, and qualification level of a full-time civil servant shall be determined and evaluated as follows:

4.9.1. The achievement of performance goals and measures is calculated based on the results of the measures and additional work included in the employee's performance plan, and is worth up to 70 points;

4.9.2. The assessment of knowledge and skills is calculated based on the achievement of goals and measures to improve knowledge and skills, and is worth up to 15 points;

4.9.3. attitude, ethics, skills assessment, teamwork ability (service attitude) up to 15 points.

4.10. The performance, results, and qualification level of the head of the unit shall be determined and evaluated as follows:

4.10.1. The achievement of performance goals and measures is calculated based on the results of the measures included in the performance plan of the unit, up to 70 points;

4.10.2. The assessment of knowledge and skills is calculated based on the achievement of goals and measures to improve knowledge and skills, up to 15 points;

4.10.3. The assessment of attitude, ethics, and skills is calculated based on the assessment of the direct budget manager, up to 15 points.

4.11. The head of the unit shall organize the assessment of the attitude, ethics, and skills of the employee specified in Article 4.9.3 of these Regulations by the unit's collective, and the assessment shall be confidentially collected from the employees and summarized and included in the assessment.

4.12. The employee shall review and sign the performance evaluation given by the head of the unit (in the case of an organization without an organizational unit, the direct budget manager) and, if he/she accepts it, confirm it.

4.13. The employee’s performance evaluation shall be confirmed by the Evaluation Sheet approved by the order of the Minister of Mongolia and the Head of the Cabinet Secretariat and attached to the employee’s personal file.

4.14. Based on the evaluation of the employee’s work performance, results, and qualification level by the head of the unit, the organization’s evaluation team shall make a proposal to the authorized person to take the following measures in accordance with relevant laws, legal acts, and internal regulations of the organization.

4.14.1. For a civil servant who receives an “A or Excellent” rating:

a. to be nominated for a state or sectoral award;

b. to be awarded monetary or other types of awards and incentives;

c. Advancement of rank or rank ahead of schedule (if assessed as “A or excellent” 2 times in a row);

d. Skipping the salary scale (if assessed as “A or excellent” 3 times in a row);

e. Participation in a training package for the purpose of promotion to a position (if assessed as “A or excellent” 3 times in a row).

4.14.2. For a civil servant who received a “B or Good” assessment:

a. Promotion of rank or rank;

b. Awarding of monetary and other types of awards and incentives.

4.14.3. For a civil servant who received a “C or Satisfactory” assessment:

a. Awarding of rank or rank in accordance with the legislation.

4.14.4. For a civil servant who received a “D or Improvement Required” assessment:

a. Participation in training;

b. Assigning a fixed-term assignment;

c. take warning measures.

4.14.5. For a civil servant who receives an “F or Unsatisfactory” rating:

a. take warning measures;

b. reduce the salary of the position by up to 20 percent for a period of up to 3 months;

c. demotion (if the employee receives an “F or Unsatisfactory” rating 3 times in a row);

d. dismiss from civil service (if the employee receives 3 or more “F or Unsatisfactory” ratings in a row).

4.15. The proposals corresponding to the evaluation specified in Article 4.14 of this Regulation shall not be duplicated in the same year.

4.16. The evaluation team shall submit the proposal for the measures specified in Article 4.14 of this Regulation to the direct budget administrator based on the employee’s performance evaluation.

4.17. If the employee is transferred to another position or works in a rotating position, the last price received in the organization where he/she previously worked

4.18. If a civil servant who has been temporarily released on the grounds specified in Article 46.1 of the Civil Service Law is reappointed, the last evaluation received during the previous employment shall be included in the evaluation specified in Article 4.14 of this Regulation.

4.19. In accordance with Article 26.3 of the Civil Service Law, the evaluation specified in this Regulation shall be taken into account when promoting to civil service positions.

4.20. If the employee’s performance is evaluated unsatisfactory three or more times, it shall be grounds for dismissal from civil service.

4.21. The evaluation sheet shall be made in triplicate and kept in the evaluation team, the employee, and the employee’s personal file.

4.22. Based on the results of the evaluation of all employees of the organization, the Evaluation Team shall transparently report the results of the organization's activities, and shall develop recommendations for the elimination of shortcomings and measures to improve the capabilities of employees, including their implementation in the training program for civil servants of the organization for the next reporting period, and submit them to the authorized person.

Five. Other items

5.1. Disputes arising from the implementation of this Regulation shall be resolved in accordance with the Law on Civil Service.

5.2. Officials who violate this Regulation shall be held liable as specified in the Law on Civil Service.