Not just money to reward civil servants with responsible roles that stand out in the workplace. Recognition can also take place via other channels. The indication is in the new guidelines for measuring performance, so-called report cards. "It is important not to focus only on the monetary award. On the contrary, often the self-esteem and sense of belonging of the civil servant are strengthened more with other forms", with "reputational reward mechanisms, coaching and internal mentoring", he explains on social Minister Fabiana Dadone.
It is no coincidence that the document on the guidelines reads: "the organizational practice returns the photograph of a general 'neutralization' of monetary incentives as a tool for enhancing merit as, on the one hand, accessory treatment, in line with what has already been highlighted on differentiation of the judgments, it is perceived as an integral part of the remuneration of the civil servant, on the other hand, the resources allocated to the Fund and the disbursement of the rewards by the administrations are in many cases really small ".
Here, it is suggested, it appears "fundamental to place alongside the traditional rewarding mechanisms not only non-monetary incentive tools, but above all a more effective activation of the other organizational levers available, useful for creating that orientation for the development and enhancement of the individual employee who in themselves they constitute a motivating element for civil servants ". In this regard, it is stressed, "it is essential to reinforce the link between the results of the evaluation and the assignment of positions (managerial and organizational position) as well as the activation of training and development courses ad hoc for the individual assessed". At the same time, "further forms of rewarding could be envisaged for those who have contributed the most to improving the performance of the administration, such as, but not limited to: coaching and individual mentoring activities rather than recognized quality training courses , oriented towards the development and professional growth of the employee; reputational recognition within the organization for the 'best performers' (for example, identification of the 'best employee of the month') ".
