How civil servant evaluations have changed: transparency and efficiency are paramount
14.10.2025 18:57:18 6
The effectiveness and quality of civil servants' work directly impacts the performance of government agencies and citizen satisfaction.
To objectively evaluate the performance of Corps B employees, the Standard Evaluation Methodology, approved on January 16, 2018, No. 13, is used.
On August 1, 2025, updated provisions came into force, aimed at simplifying the evaluation procedure, increasing the transparency and manageability of the process, and aligning the Methodology with current legislative requirements.
Previously, evaluations were conducted using key performance indicators (KPIs), the 360-degree method, and the ranking method. However, the range of evaluators was broad and included employees from the evaluator's work environment, and the evaluation period was not specified. The new provisions eliminate the KPIs and the 360-degree method, and the evaluation period is now specified—one quarter. Only the immediate supervisor and the head of the structural unit or government agency remain evaluators.
Furthermore, government agencies can temporarily apply the Standard Methodology until their own departmental methods are approved, eliminating a legal vacuum and ensuring the continuity of the evaluation process.
The procedure for conducting evaluations through the integrated information system "E" - Kyzmet has also been updated. Clarifications have been introduced for special categories of employees: audit commission chairs are evaluated by the maslikhat chair; in the absence of an evaluator, their functions are performed by a deputy; seconded employees are evaluated by the receiving authority.
The evaluation deadlines have been clarified: the quarterly evaluation is now conducted no later than the 20th of the month following the reporting month, and the final annual evaluation is generated automatically in the "E" - Kyzmet system no later than January 30. This ensures high-quality evaluations and the protection of employee rights.
Changes have been made to the evaluation procedure for employees with short tenures: evaluations are now conducted only from the date of appointment or election to the position, and the evaluation period must include at least 15 actual workdays, including sick leave of up to 20 calendar days. This eliminates the possibility of evaluating employees who were absent for an entire quarter.
Changes have also affected the organizational support for evaluations: the HR department or the structural unit performing its functions continues to oversee the process, but the need to create a separate evaluation schedule is eliminated, as specific evaluation deadlines have been established.
The methodology has also been simplified structurally: now only the ranking method is retained, with a clear distribution of evaluation forms depending on the job category. The evaluation is conducted using updated appendices: managers are evaluated on five key parameters, while employees without managerial responsibilities are evaluated on four parameters, with ratings from 0 to 5 points. Full names are mandatory. The assessment includes the position of the person being assessed and the person assessing, the assessment period, and the signature and date when completed on paper. The final assessment is calculated as an average value for all parameters.
Additionally, the assessee has the right to argue their disagreement with the assessment in writing or orally during a calibration session. The session's composition is determined to ensure objectivity: interested parties are excluded, and assessors and representatives of the HR department are included.
Thus, the updated Standard Performance Assessment Methodology for Corps B Civil Servants ensures transparency, manageability, legal correctness, and universality of the procedure, creating conditions for an objective and fair assessment of each employee's performance.
Head of the Department of the Agency of the Republic of Kazakhstan for Civil Service Affairs for Kostanay Region, Chairman of the Ethics Council.
Yerlan Salykbayev