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Jabatan Perkhidmatan Awam
Laporan Tahunan 2017 Annual Report
169
H. Penilaian Prestasi
Performance Assessment
akhir di gred terdahulu hendaklah ditambah dengan
kadar kenaikan gaji tahunan di gred kenaikan
pangkat; atau kadar kenaikan gaji tahunan terakhir
diterima di gred terdahulu, mengikut mana yang
lebih tinggi, mulai tarikh kenaikan pangkatnya.
Beberapa siri taklimat telah diadakan kepada
Kementerian bagi menjelaskan prinsip baharu ini.
salary in the previous grade should be increased by
an annual salary increase rate in the promotional
grade; or the last annual salary increment received
in the previous grade, whichever is higher, starting
from the date of promotion.
A series of briefings were held to the Ministry to
clarify the new principle.
Maklumat Kajian:
Membangunkan instrumen penilaian prestasi
berasaskan fungsi setiap Agensi yang bertujuan
mengukur prestasi pegawai berdasarkan tugas
sebenar serta penilaian yang lebih objektif, adil
dan telus. Inisiatif ini dilaksanakan bagi menyokong
peningkatan produktiviti Perkhidmatan Awam.
Pelaksanaan program dibahagikan kepada empat
(4) fasa iaitu:
Fasa 1
Kajian/
Benchmarking
bagi tujuan pengenalpastian
pernyataan masalah, cadangan model baharu dan
pembangunan BRR HRMIS (2016)
Fasa 2
Penetapan Dasar/ Model Baharu Penilaian Prestasi
Perkhidmatan Awam dan libat urus bersama
CUEPACS (2017)
Fasa 3
Familiarisasi di peringkat Agensi dan rintis Model
Baharu Penilaian Prestasi Perkhidmatan Awam
(2018)
Fasa 4
Pekeliling Perkhidmatan Model Baharu Penilaian
Prestasi Perkhidmatan Awam dan Sosialisasi dasar
di peringkat Agensi (2019)
Sesi libat urus dengan Kementerian Kerja Raya dan
Jabatan Kerja Raya sebagai Agensi perintis bagi
pelaksanaan rintis model baharu sistem pengurusan
prestasi Perkhidmatan Awam telah diadakan pada
19 Oktober 2017 di KKR.
Study Information:
To develop performance assessment instruments
based on the functions of each agency to measure
officers’ performance on actual tasks with a
more objective, just and transparent evaluation.
The initiative was implemented to support the
enhancement of Public Service productivity.
Implementation of the program was divided into
four phases:
Phase 1
Reviewing / Benchmarking in identifying problem
statements, proposed new models and the
development of BRR HRMIS (2016)
Phase 2
Determination of New Public Service Performance
Evaluation Policies / Models and engagement with
CUEPACS (2017)
Phase 3
Familiarisation at the agency- and pilot-level of the
New Public Service Performance Evaluation Model
(2018)
Phase 4
Service Circulars on the New Public Service
Performance Evaluation Model and Policy
Socialisation at agency-level (2019)
Engagement sessions with the Ministry of Works
and the Public Works Department was held on 19
October 2017 in KKR where both Agencies agreed
to act as pilot Agencies for the pilot implementation
of a new Public Service performance management
system model.