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Desde la aprobacion del EBEP, las administraciones publicas pueden, con el proposito de potenciar la carrera horizontal o determinar la for macion o las retribuciones complementarias, evaluar el rendimiento y la conducta del empleado publico. No son muchas las administraciones del Estado que han avanzado en esta linea; pero en cambio, son muy fue rtes las reticencias que, desde diferentes vertient es, se contemplan hacia esta medida. ?Que modelos de evaluacion han tenido exito y por que? Esta es la principal motivacion de nuestras investigaciones. H emos hecho balance de las que hemos considerado principales experiencias evaluadoras existentes en el ambito publico de Cataluna y Espana. Desde este analisis hemos podido determinar cuales son las pri ncipales caracteristicas que se han de contemplar e n el diseno de un sistema evaluativo y, desde estas, pla nteamos una tipologia de los diferentes sistemas de evaluacion. Since the adoption of the EBEP (Civil Service Legal Regime in Spanish), the different public administrations can assess civil servants performan ceand behaviour with the purpose of horizontal employee career promotion, assigning training oppor tunities or awarding fringe benefits. Not many publ ic administrations have made any advances on this path; however, there is strong opposition to such pract ice from many different perspectives. What assessement models have been successful and why? This was the main motivation of our research. We took into account the most important experiences in performance assessment in the public administration in Cataloni a and Spain. From this analysis we hope to determin e the main features to be considered when designing a performance assessment system, and from this, a typology of different appraisal systems.

Tipología de sistemas de evaluación del empleado público