Assessing the performance of employees is one of the most important aspects of the public service. It aims at developing job performance to ensure that public facilities continue to operate regularly, on a yearly or semi-annual basis. The problem of research is crystallized in the process of evaluation by a human being, and this person cannot be perfect. Failure, error or other obstacle often makes the evaluation process subject to the judgment and personal opinion of the evaluator, due to the criteria and methods used in developing them. Therefore, the evaluation is not expected to be ideal; it results in legal effects that may harm the employee's career. The purpose of the research is to discuss the performance criteria and the types of methods used to evaluate the performance. It also tries to analyze the factors affecting the performance evaluation in government institutions in the Sultanate of Oman. The research followed the descriptive analytical method, through which the relevant legal texts are analyzed. The research reached several results, including: Evaluation of performance does not mean the evaluation of the work of the employee, but the development of skills and development of performance. There are factors that influence the performance evaluation process, some of which are related to the evaluator and the other to management. And that the success or failure of the evaluation depends on the objectivity of the approved standards. One of the most important recommendations: The management should recognize that there are factors affecting the quality and performance during the evaluation.

ملخص البحث

يعد تقويم أداء الموظفين من أهم الجوانب التي تنظم الوظيفة العامة؛ بهدف تطوير الأداء الوظيفي لضمان استمرار سير المرافق العامة بانتظام واطراد بصفة دورية سنوية كانت أم نصف سنوية. تبلورت مشكلة البحث في عملية التقويم التي يقوم بها إنسان، وهذا الإنسان لا يمكن أن يصل إلى درجة الكمال، وإن القصور أو الخطأ أو غيرها كثيرا ما تجعل عملية التقويم خاضعة إلى الحكم والرأي الشخصي للقائم بعملية التقويم، جرّاء المعايير والطرق المتبعة في وضعها. لذلك لا يُتوقع أن يكون التقويم مثالياً؛ فينتج عنه آثاراً قانونية قد تؤذي الحياة الوظيفية للموظف. هدف البحث إلى مناقشة معايير الأداء، وأنواع الطرق التقليدية والحديثة المستخدمة في تقويم الأداء الوظيفي، وتحليل العوامل التي تؤثر في تقويم الأداء الوظيفي في المؤسسات الحكومية بسلطنة عمان. اتبع البحث المنهج الوصفي التحليلي، الذي من خلاله يتم تحليل النصوص القانونية ذات العلاقة. توصل البحث إلى نتائج عدة منها: تقويم الأداء لا يعني تقويم عمل الموظف وإنما تنميه مهاراته وتطوير أدائه. وهناك عوامل تؤثر في عملية تقويم الأداء قسم منها متعلق بالمقوم والآخر بالإدارة. وأن نجاح أو فشل التقويم يعتمد على موضوعية المعاير المعتمدة. من أهم التوصيات: ضرورة أن تدرك الإدارة أن هناك عوامل تؤثر في الأداء الجودة أثناء التقويم.

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