PerformanceEvaluationPerformanceReport andReviewAttendanceControlMinistriesAnnual WorkPlanDepartmentsAnnual WorkPlanPositionDescriptionTerm ofReferencealso criticizes that the use of pay incentive for performance may not work to promote long-term effort such as innovation when there is ambiguity in defining goals and difficulty in measuring performance.The management process of pay-based performance in Cambodia’s civil service was supposed to be carried out through transparent and fair recruitment and selection of qualified public servants based on position descriptions to implement the agreed workplan with periodic appraisal as stipulated in the 2009 guideline on Performance Management and Accountability System (PMAS) which was under supervision of CAR (RGC 2009a). However, a few months later, on December 2009, the government decided to terminate such pay-based performance (RGC 2009b). Such termination is believed due to the unfair and ambiguous process of selection and recruitment and to be driven by political motivation.In 2013, the government with request from CAR adopted the policy on Human Resource in Public Administration where the concept of HRM has become modernized with the coordinating role of CAR, and PM has been incorporated (RGC 2013b). However, CAR has been dissolved a few months later and a new Ministry of Civil Service (MCS) (by amalgamating CAR, SSCS, and RSA) has been established. With new leadership and restructuring, in late 2016 a new PM guideline has been revisited and developed after comprehensive consultation, which is believed to become a tool for result-based management to manage staff performance through participatory and capacity development approach, and PM has been regarded as the integrated component of HR process (MCS 2016d). (See Figure 5)However, the 2016 PM guideline is much more voluntary compliance rather than legal binding enforcement as the core legal foundation of civil service management has not been amended since 1994 where the concept of personnel management is still embedded. The 1994 civil service law has provided comprehensive direction for Cambodia’s civil service management such as recruitment, appointment, promotion, personnel evaluation, remuneration, retirement, and exit (RGC 1994), which are much 52Figure 5: Cambodia’s PM cycleSource: MCS(2016d)
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