الرقابة على تقارير كفاية أداء الموظف العام: دراسة مقارنة: الكويت ومصر

الملخص EN

In this study we dealt with the evaluation of the public employee, and the methods of his evaluation.

in the introductory chapter, we dealt with the definition of the general employee, his job duties, and the concept of performance efficiency evaluation, through the definition of the concept of performance and evaluation, and what is meant by the employee performance efficiency report, followed by the evaluation methods, their importance, objectives, principles, and effective evaluation criteria.

in the first chapter of the study we dealt with performance evaluation in the Kuwaiti and Egyptian civil service law, how the evaluation process is carried out, and measuring the efficiency of the performance of employees, and its timelines, and the competent authority to draw up those reports, in order to arrive at a final report that reflects the efficiency of the employees, and to challenge these reports if they are right.

in the second chapter of the study we dealt with oversight over performance evaluation, through administrative control, explaining its definition, importance, principles, effective methods of control, and the obstacles to that control, then judicial oversight, as a means of protection and a safety valve that employees resort to in the case of abuse by the administration in extending its control.

and its deviation upon evaluation, and the improper and effective exercise of the supervisory role.

this study aims to: -studying the performance appraisal system and its impact on the employee’s performance level, and showing the effectiveness of the performance appraisal system, by identifying the best methods and tools that improve employee performance.

-the relationship of administrative control with the efficiency of performance, by identifying the methods and tools of administrative control over the activity of employees within government institutions, and then disclosing the effectiveness of what control methods are used, then identifying the obstacles to the application of effective control, in addition to providing suggestions and recommendations.

and the mechanisms for implementing them to activate the control activity, to raise the level of employee performance.

the study ended with many results, the most important of which are: -discussing and discussing work problems with workers when they occur is not done effectively, and this aspect represents one of the main difficulties facing the application of effective administrative control on performance.

-poor performance follow-up, to continuously check the progress of work to ensure that it is proceeding according to the established plans.

-the ineffectiveness of most of the control methods and tools in raising the level of employee performance.

-developing managers 'and workers' awareness of the objectives, importance and methods of administrative control represents one of the requirements of effective administrative control.

the study also concluded with many recommendations, the most important of which are: 1- the job performance evaluation process is one of the activities of the human resources department and is concerned with reviewing the performance of employees, assessing their capabilities and developing them, and since the human element is the most important resource of the organization, it must receive the matter of developing their capabilities and reviewing them must receive attention and on a practical basis.

2- the confidentiality of the results of the performance reports.

this does not allow addressing deficiencies and developing capabilities 3- the factors and elements of performance evaluation must be available to the employees, and the performance evaluation forms must be published, so that the employees know the factors on which their performance is evaluated.

4- providing training courses on how to evaluate subordinates and using models in order to create a common understanding among line managers and to enhance the objectivity of performance reports.

5- the necessity of moving towards a system for evaluating the performance of employees according to the management by objectives because it is the most feasible and most appropriate in achieving and implementing goals and achieving the aspirations of individuals in achieving achievement.