หลักเกณฑ์ วิธีการ และเครื่องมือประเมินผลในการแต่งตั้งเพื่อเลื่อนตำแหน่ง และโยกย้ายข้าราชการสาธารณสุข สายบริหารระดับ 8-10 และสายวิชาการระดับ 9-10 กระทรวงสาธารณสุข

Abstract

หลักเกณฑ์ วิธีการ และเครื่องมือประเมินผลในการแต่งตั้งเพื่อเลื่อนตำแหน่ง และโยกย้ายข้าราชการสาธารณสุข สายบริหารระดับ 8-10และสายวิชาการระดับ 9-10 กระทรวงสาธารณสุขThe recommendations propose strategies for personnel assessment based upon the meri system whereby the scope of application will be limeted only to administrative personnel level 8-10 and technical personnel level 9-10. The proposed merit system encompasses 4 components as follows : 1.criteria, qualifications and career ladder ; 2.procedure of assessment ; 3.responsible agency for evaluation ; and 4.assessment tools. The first three components could be readily put into action while the last one or the assessment tools suggest experimental models which could be further developed in detail for future application. The salient feature of the recommendations could be summarized as follows : 1.criteria for assessment and career ladder are clearly designated to spell out the basic qualifications of the personnel to be assessed and steps of professional growth 2.open opportunity for concerned personnel to submit their work history and future plan propused to implement in the desired position, including open opportunity to apply for recruitment in the desired position. 3.existence of an agency to screen essential information and data before submitting to policy makers for consideration through the 3 essential steps : step 1 : the evaluation committee considers the evaluation forms and grades them on a regular basis ; step 2 : the searching committee screen out unqualified personnel, evaluate the applicants and makes recommendations for futher consideration ; step 3 : the selection committee proposed the short list of appropriate applicants to be considered by the responsible policy makers. The Permanent Secretary and Director General will take part in the selection process as well as designate policy for the three foresaid committees. The overall recommendation were made under close cooperation of high level administrators, expens and technicians concerned and they were proposed for open critique and comment by health personnel level 8-10 who will be directly affected by this undertaking in a consultative meeting before final submission. This paper is in short the recommendations for establishing a sound merit system in personnel administration which proposed detailed guiding principles for implementing the system in its early stage. It is noteworthy that the establishment of the merit system requires continuing endeavours in organizational development, interdepartmental cooperation, development of tools and database for personnel assessment which, in the long run, could be evolved into an effective Personnel Assessment Centre.