Ordinance on management by objectives of the development and evaluation of DFAC teaching staff (OODE-Ens) - Subject Matter and Scope (VZEB-LP)

1. This regulation establishes the principles for management by objectives and for the professional development and evaluation (ZEB-LP) of teaching personnel, who are subject to the Law on State Personnel (StPG) [1] and the Regulations for Teaching Personnel under the Directorate for Education and Cultural Affairs (LPR) [2].

1. Management with ZEB-LP, which is based on ZEB management for state personnel, is a personnel management method aimed at steering, developing, supporting, and evaluating, which promotes transparency and trust.

2. Management with ZEB-LP is characterized by a structured, cyclical process during which steps are planned to facilitate exchanges between direct supervisors or the person delegated for this purpose and their employees (teaching staff).

1. Direct supervisors or delegated individuals generally determine the objectives every two years with each employee, provide guidance, and take stock of the outcomes.

1. The BKAD provides through its Office for Resources the instruments for management with ZEB-LP.

1. The ZEB-LP Process Comprises the Following Steps

a) Agreement on objectives and determination of personal development;

b) Ongoing support and interim assessment, if necessary;

c) Evaluation of tasks according to job description, achievement of objectives, and development.

2. The individual steps are formalized in employee meetings between the direct supervisors and the employees.

1. The direct supervisors are responsible for the ZEB-LP process of their employees. This responsibility may be delegated to a deputy school director (mandatory school and conservatory) or a head (secondary level 2).

2. The employees are responsible for the fulfillment of their duties according to their job description, the achievement of the biennial objectives, and their personal development.

1. Employee evaluations take place between the immediate supervisors (or the person delegated according to Article 6) and the employees. The primary focus is on discussion and mutual exchange.

2. The date on which the employee evaluation is to take place must be communicated to the employee at least ten days in advance.

3. The immediate supervisors or the delegated person may schedule an employee evaluation at any time if justified by the circumstances.

4. If an employee requests an employee evaluation, it must be scheduled by the immediate supervisor as soon as possible.

5. The employee may not be accompanied or represented by a third party.

1. The ZEB-LP process begins with a performance review meeting between the direct supervisor or the delegated person and the employee to establish objectives for the upcoming period.

2. The objectives refer to

a) tasks or projects;

b) the desired and/or necessary competencies;

c) behavior.

3. The agreed objectives are documented in writing, signed by the direct supervisor or the delegated person and the employee. These documents are kept at the institution and made available to both parties and the supervisor, if the document was signed by the delegated person.

4. The objectives are determined by mutual agreement between the direct supervisor or the delegated person and the employee. In case of disagreement, the direct supervisor or the delegated person decides on the objectives to be set.

1. The direct supervisor or the delegated person and the employee determine the medium-term development prospects both in specific competencies and in professional development. They also determine the development measures for the period affected by the ZEB-LP process.

2. The development measures are proposed by mutual agreement between the direct supervisor or the delegated person and the employee.

1. The direct supervisor or the delegated person and the employee regularly exchange information within the framework of ongoing support about the progress of tasks, target objectives, and the planned development measures.

2. Around the middle of the ZEB-LP period, the direct supervisor or the delegated person and the employee may take an interim review of the target agreement and the planned development measures.

1. At the end of the ZEB-LP process, the direct supervisor or the delegated person and the employee discuss the fulfillment of the core responsibilities according to the job description of the employee, the application of the necessary competencies, and the achievement of objectives, and evaluate them.

2. The evaluation leads to a synthesis (final assessment), which serves as a summary of the elements assessed under paragraph 1 and is based on a four-tier scale as follows

- ZÜ: The goals and/or performance expectations are exceeded in important areas.

- A: The goals and performance expectations are fully achieved or fulfilled.

- B: The goals and/or performance expectations are partially achieved or fulfilled.

- C: The goals and/or performance expectations are not achieved or fulfilled in important areas.

3. The final assessment is documented in writing and justified by the direct supervisor or the delegated person. The employee can also comment on their assessment. Both parties sign the documents to confirm their acknowledgment. These documents are kept at the school and made available to both parties and the superior, if the evaluation was conducted by the delegated person.

1. Administrative units provide the Office for Resources with statistics on managing with ZEB-LP every year. The Office for Personnel and Organization (POA) determines which statistics are to be provided and how they must be collected.

2. The Office for Resources forwards these statistics to the POA.

1. If an employee disagrees with an evaluation, they may request a reevaluation.

2. The employee must submit the corresponding request in writing to the head of the administrative unit within ten days after being notified of the evaluation result. If necessary, the head of the administrative unit may forward the request through official channels to the competent authority pursuant to Article 14.

1. Instance of Reassessment is

a) for compulsory education: the school inspector;

b) for secondary education: the head of the Office for Secondary Education;

c) for the conservatory: the head of the Office for Culture.

1. The re-assessment body conducts a meeting to hear the different parties involved, based on the evaluation documents of the person who gave the contested personnel assessment.

2. The meeting generally includes the re-assessment body, the person who gave the contested assessment, and the affected employee.

3. If necessary, and provided the participants of the meeting agree, the responsible person from the Office for Resources may attend as a neutral listener.

4. If required, the meeting will be conducted in two stages, hearing first from the employee and then from the person who gave the contested assessment.

5. The employee may not be accompanied or represented by a third party.

1. The re-evaluation instance issues a written statement after reviewing the documents and hearing all parties.

2. Both parties sign the statement to confirm that they have taken note of it.

3. The documents and the statement are added to the personnel file at the school.

4. If the employee disagrees with the statement, they may submit a corresponding written declaration for their personnel file.

1. Employee data in connection with managing with ZEB must be retained in compliance with data protection regulations.

2. The data may only be accessed by the directly affected individuals (employee and their direct supervisor or delegated person) and by authorities in connection with an administrative or judicial proceeding.

3. Information derived from the data may only be used within the scope of the ZEB-LP process or in an administrative or judicial proceeding. They may be disclosed to third parties if there is a legal basis for doing so or if the affected employee has consented to the disclosure.

4. The head of the administrative unit is responsible for data protection and data security. The data will be deleted six years after their creation, provided they are not still relevant in an ongoing administrative or judicial proceeding. The person designated by the head of the administrative unit is responsible for managing and destroying the data.