Dechen Dolkar 

This year’s annual performance assessment of civil servants reveals an interesting trend—a decrease in both the highest and lowest ratings.

The percentage of civil servants classified as ‘Partially Meeting Expectations’ (PME) has dropped compared to the previous fiscal year, yet the number rated as ‘Exceeding Expectations’ has also declined.

This shift suggests a growing tendency among civil servants to adopt a neutral stance, neither excelling nor underperforming, possibly due to a lack of immediate rewards from the Royal Civil Service Commission (RCSC).

The RCSC completed the performance evaluations for the fiscal year 2023-24 in August this year. The evaluation, which included a moderation exercise, employed the bell curve model introduced by the RCSC.

An official from the RCSC said that the Commission is committed to ensuring a comprehensive and transparent evaluation process that promotes accountability and professional growth across all categories of civil servants.

According to the RCSC’s findings, only 12.22 percent of civil servants in the executive and P1 Management (P1M) categories were rated as “Exceeding Expectations” while a substantial 84.85 percent fell under “Meeting Expectations”.

A mere 2.93 percent were rated as PME, which is below the expected three percent for this category as per the bell curve.

For the general staff pool (P2 and below), 6.78 percent were rated as outstanding, 15 percent as very good, and 75.33 percent as good, with 2.89 percent classified as PME, where five percent is anticipated based on the bell curve.

Last year, 14 percent of civil servants in the executive category were rated as outstanding, while seven percent were rated outstanding in the general category.

In the prior assessment cycle, four percent of executives (around 17 individuals) were rated as PME, compared to 3.5 percent in the general category.

Despite requests for specific numbers from the RCSC, details regarding the total number of civil servants evaluated at both levels was not disclosed.

An RCSC official said that civil servants who excelled in last year’s assessment received incentives such as merit-based promotions and training opportunities. However, to qualify for such promotions, an individual must be rated as exceeding expectations for three consecutive years.

Meanwhile, for those rated as PME for two consecutive years, supervisors are required to provide development support, counselling, coaching, and implement a Performance Improvement Plan.

“Supervisors may, through due process, exit non-performing individuals at any point during the performance cycle,” the RCSC official said.

The performance management system, introduced in FY 2022-23, aims to enhance productivity, cultivate a robust performance culture, and identify high performers for recognition and rewards.

However, feedback indicates that these changes have not produced the desired outcomes. Many servants report increased friction between supervisors and subordinates. This disconnect is causing concerns about workplace harmony and raises questions about the effectiveness of the reforms in improving public service delivery.

Between January 1 and the end of September, 1,169 civil servants—around 3.8 percent of the workforce—voluntarily resigned. This marks a significant improvement compared to previous years. Currently, there are around 30,000 civil servants in the country.