{"id":10292,"date":"2013-03-18T09:41:52","date_gmt":"2013-03-18T09:41:52","guid":{"rendered":""},"modified":"2013-03-18T10:01:13","modified_gmt":"2013-03-18T10:01:13","slug":"kamuda-performans-tuza-i-ve-i-guvencesi","status":"publish","type":"post","link":"https:\/\/kultursanatsen.org.tr\/portal\/2013\/03\/18\/kamuda-performans-tuza-i-ve-i-guvencesi\/","title":{"rendered":"KAMUDA PERFORMANS TUZA\u011eI VE \u0130\u015e G\u00dcVENCES\u0130"},"content":{"rendered":"

Son y\u0131llarda gerek \u00f6zel sekt\u00f6rde, gerekse kamuda giderek yayg\u0131nla\u015fan esnek \u00e7al\u0131\u015fma, g\u00fcvencesiz istihdam ve performans de\u011ferlendirme uygulamalar\u0131, emek\u00e7ileri sermaye ile ko\u015fulsuz uzla\u015fmaya ve itaate davet eden uygulamalar olarak dikkat \u00e7ekiyor. D\u00fcnya \u00e7ap\u0131nda ya\u015fanan \u00f6rneklere ve sonu\u00e7lar\u0131na bak\u0131ld\u0131\u011f\u0131nda ayn\u0131 uygulamalar\u0131n, emek\u00e7iler a\u00e7\u0131s\u0131ndan hep daha fazla s\u00f6m\u00fcr\u00fc, daha fazla bask\u0131, daha fazla i\u015fsizlik ve kendilerini savunma ara\u00e7lar\u0131ndan (\u00f6zellikle \u00f6rg\u00fctl\u00fc m\u00fccadeleden) yoksun b\u0131rak\u0131lma anlam\u0131na geldi\u011fini g\u00f6rmek m\u00fcmk\u00fcn.<\/span><\/p>\n

AKP\u2019nin tek ba\u015f\u0131na iktidara geldi\u011fi 2002 y\u0131l\u0131ndan bu yana istihdam alan\u0131nda yap\u0131lan yasal de\u011fi\u015fikliklere bakt\u0131\u011f\u0131m\u0131zda, \u00f6zellikle esnek \u00e7al\u0131\u015fman\u0131n yayg\u0131nla\u015ft\u0131r\u0131lmas\u0131, ta\u015feronla\u015ft\u0131rma, performans de\u011ferlendirmesi vb uygulamalar\u0131n, i\u015f\u00e7ileri ve kamu emek\u00e7ilerini daha esnek, daha fazla \u00e7al\u0131\u015ft\u0131rmay\u0131 hedefledi\u011fi a\u00e7\u0131k\u00e7a g\u00f6r\u00fcl\u00fcyor. \u00a0\u00a0<\/span><\/p>\n

AKP h\u00fck\u00fcmeti, \u201c2023 vizyonu\u201d ve \u201c2013 h\u00fck\u00fcmet program\u0131\u201d kapsam\u0131nda kamu\u00a0personel\u00a0sisteminin y\u00f6netim yap\u0131s\u0131n\u0131 k\u00f6kten de\u011fi\u015ftirmek i\u00e7in ba\u015flatt\u0131\u011f\u0131 haz\u0131rl\u0131klarda son a\u015famaya gelindi. Bir s\u00fcredir \u00c7al\u0131\u015fma Bakanl\u0131\u011f\u0131 taraf\u0131ndan yap\u0131lan haz\u0131rl\u0131klar ile 657 say\u0131l\u0131 Devlet Memurlar\u0131 Kanunu\u2019nda yer alan \u201cmemur\u201d tan\u0131m\u0131n\u0131n de\u011fi\u015ftirilmesi, kamuda i\u015f g\u00fcvencesinin istisna oldu\u011fu, esnek ve performansa dayal\u0131 bir y\u00f6netim anlay\u0131\u015f\u0131n\u0131n benimsenmesi hedefleniyor. \u00a0<\/span><\/p>\n

Y\u0131llard\u0131r \u00fclkenin g\u00fcndeminde olan esnek \u00e7al\u0131\u015fma ve i\u015f g\u00fcvencesiz \u00e7al\u0131\u015ft\u0131rma uygulamalar\u0131, ya\u015fanan krizlerle birlikte istihdam \u00fczerinde kal\u0131c\u0131 tahribatlar yaratt\u0131. Devletin yurtta\u015flar\u0131na kar\u015f\u0131 anayasal g\u00f6revi olan yeni istihdam alanlar\u0131 yaratma, e\u011fitim, sa\u011fl\u0131k, sosyal g\u00fcvenlik vb olanaklar\u0131 sa\u011flamak gibi sorumluluklar geri plana itilerek, ba\u015fta sa\u011fl\u0131k ve e\u011fitim olmak \u00fczere b\u00fct\u00fcn kamu hizmeti alanlar\u0131nda \u201cyurtta\u015f\u201d kavram\u0131 yerine \u201cm\u00fc\u015fteri\u201d kavram\u0131 benimsenmeye ba\u015fland\u0131. \u00a0\u00a0<\/span><\/p>\n

Kamu hizmetleri alan\u0131nda yurtta\u015fl\u0131ktan m\u00fc\u015fterile\u015fmeye do\u011fru ilerleyen d\u00f6n\u00fc\u015f\u00fcm s\u00fcreci, \u201ci\u015f g\u00fcvencesi\u201d a\u00e7\u0131s\u0131ndan toplumun di\u011fer kesimlerine g\u00f6re daha \u201cavantajl\u0131\u201d durumda olan kamu emek\u00e7ilerini ve onlar\u0131n g\u00f6receli olarak daha \u201cg\u00fcvenceli\u201d olan \u00e7al\u0131\u015fma stat\u00fclerini temel hedef haline getirdi. \u00c7al\u0131\u015fma Bakan\u0131 Faruk \u00c7elik\u2019in, d\u00f6nem d\u00f6nem 657 say\u0131l\u0131 Devlet Memurlar\u0131 Kanunu\u2019nun eskidi\u011fi ve kald\u0131r\u0131lmas\u0131 gerekti\u011fi y\u00f6n\u00fcndeki a\u00e7\u0131klamalar\u0131n\u0131n as\u0131l hedefi, kamu emek\u00e7ilerinin haklar\u0131 a\u00e7\u0131s\u0131ndan \u201cson kale\u201d olarak ifade edebilece\u011fimiz i\u015f g\u00fcvencesi oldu\u011fu art\u0131k herkes taraf\u0131ndan biliniyor. \u00a0<\/span><\/p>\n

AKP H\u00fck\u00fcmeti, y\u0131llard\u0131r siyasi iktidarla birlikte de\u011fi\u015fen bir y\u00f6netim yap\u0131lanmas\u0131n\u0131n getirilmesini istedi\u011fini s\u00fcrekli dile getiriyor. Bunu a\u015fmak i\u00e7in \u00f6nce mevcut kamu personel sistemi i\u00e7inde yo\u011fun bir siyasal kadrola\u015fma faaliyeti y\u00fcr\u00fctt\u00fcler. Ard\u0131ndan 12 Haziran se\u00e7imleri \u00f6ncesinde 6 ay s\u00fcreyle ald\u0131\u011f\u0131 Kanun H\u00fckm\u00fcnde Kararname (KHK) yetkisini kullan\u0131p, bakanl\u0131klar\u0131n te\u015fkilat yasalar\u0131nda k\u00f6kl\u00fc de\u011fi\u015fiklikler yaparak, \u00f6nceden belirledi\u011fi hedeflere ula\u015fmak i\u00e7in \u00f6nemli bir yol al\u0131nd\u0131. \u00a0<\/span><\/p>\n

AKP\u2019nin bug\u00fcne kadar ortaya koydu\u011fu iktidar prati\u011finden hareket edersek, 657 Say\u0131l\u0131 Devlet Memurlar\u0131 Kanunu\u2019nun yerine getirilecek olan yeni yasan\u0131n iki temel mant\u0131k \u00fczerine kurulaca\u011f\u0131 \u015fimdiden s\u00f6ylemek m\u00fcmk\u00fcn; Birincisi; kamuda i\u015fin, i\u015fyerinin, mesai saatinin, \u00fccretin, \u00e7al\u0131\u015fma s\u00fcresinin belirsiz olmas\u0131, ba\u015fka bir ifade ile kamu istihdam\u0131nda kurals\u0131zl\u0131k ve g\u00fcvencesizli\u011fin kural haline gelecek olmas\u0131. \u0130kincisi ise, yap\u0131lmas\u0131 d\u00fc\u015f\u00fcn\u00fclen d\u00fczenlemelerle kamu emek\u00e7ilerinin ellerinde kalan son haklar\u0131, \u00e7al\u0131\u015fma ya\u015fam\u0131n\u0131n standard\u0131n\u0131 belirleyen en temel kurallar\u0131n, \u00f6zellikle i\u015f g\u00fcvencesinin art\u0131k b\u00fcy\u00fck \u00f6l\u00e7\u00fcde ortadan kald\u0131r\u0131lmas\u0131n\u0131n hedeflenmesi.<\/span><\/p>\n

AKP h\u00fck\u00fcmeti, 6111 Say\u0131l\u0131 Torba Yasa ile at\u0131lan ad\u0131mlar\u0131n ard\u0131ndan yap\u0131lacak son de\u011fi\u015fiklikle tabiri caizse \u201ctabuta son \u00e7iviyi \u00e7akmaya\u201d haz\u0131rlan\u0131yor. B\u00f6ylece t\u00fcm kamu emek\u00e7ilerine, t\u0131pk\u0131 i\u015f\u00e7ilerde oldu\u011fu gibi kurals\u0131z, ge\u00e7ici, g\u00fcvencesiz ve k\u00f6leci nitelikte \u00e7al\u0131\u015fma ko\u015fullar\u0131 ve 19. y\u00fczy\u0131la \u00f6zg\u00fc ya\u015fam bi\u00e7imlerinin dayat\u0131lmas\u0131 hedefleniyor.<\/span><\/p>\n

657 say\u0131l\u0131 yasa yerine getirilmesi d\u00fc\u015f\u00fcn\u00fclen yeni yasa, kamu personel sisteminin i\u00e7 \u00f6rg\u00fctlenmesini \u00f6rg\u00fctl\u00fc, nitelikli ve i\u015f g\u00fcvencesine sahip kamu emek\u00e7ileri ile de\u011fil; esnek, savunmas\u0131z ve i\u015f g\u00fcvencesi g\u00f6sterece\u011fi bireysel performansa ba\u011fl\u0131 olan, istendi\u011fi zaman kolayl\u0131kla kap\u0131 \u00f6n\u00fcne konulabilecek bir yap\u0131da yeniden kurulmas\u0131 ama\u00e7lan\u0131yor. B\u00fct\u00fcn bu ad\u0131mlar ayn\u0131 zamanda, farkl\u0131 \u015fekilde istihdam edilen kamu emek\u00e7ilerinin, ayn\u0131 i\u015fi yapmalar\u0131na ra\u011fmen s\u0131rf bu fakl\u0131l\u0131klar\u0131ndan dolay\u0131 birbirine d\u00fc\u015fman edilmesini beraberinde getiriyor.<\/span><\/p>\n

Kamu emek\u00e7ilerine y\u00f6nelik kapsaml\u0131 tasfiye i\u00e7in bug\u00fcne kadar \u00e7ok say\u0131da fiili ad\u0131m at\u0131ld\u0131\u011f\u0131 biliniyor. Emeklilik sonras\u0131 yeni personel almama, ta\u015feronla\u015fma, s\u00f6zle\u015fmeli-\u00fccretli personel uygulamas\u0131, ge\u00e7ici ya da mevsimlik \u00e7al\u0131\u015ft\u0131rma vb gibi uygulamalarla kamu kesiminde istihdam son y\u0131llarda \u00f6nemli \u00f6l\u00e7\u00fcde daralt\u0131ld\u0131. Buna paralel olarak kamuda s\u00f6zle\u015fmeli, ge\u00e7ici ve ta\u015feron \u00e7al\u0131\u015ft\u0131rma uygulamalar\u0131 belirgin bir \u015fekilde artt\u0131r\u0131ld\u0131. \u00a0<\/span><\/p>\n

Y\u0131llard\u0131r tart\u0131\u015fma konusu olan ve h\u00fck\u00fcmet cephesinden y\u00fcr\u00fct\u00fclen her tart\u0131\u015fmada g\u00fcndeme getirilen \u201ci\u015f g\u00fcvencesi\u201d konusu, AKP\u2019nin 2013 h\u00fck\u00fcmet program\u0131nda somut bir hedef olarak belirlenmi\u015f durumda. Bu \u00f6nemli geli\u015fmenin, bas\u0131na yans\u0131mas\u0131 \u201cG\u00f6revini iyi yapmayan memur i\u015ften \u00e7\u0131kar\u0131labilecek\u201d, \u201cMemurun verimlili\u011fi de \u00f6l\u00e7\u00fclecek\u201d, \u201c\u00c7ok \u00e7al\u0131\u015fan \u00e7ok, az \u00e7al\u0131\u015fan az maa\u015f alacak\u201d vb gibi yalan propagandaya dayal\u0131 s\u00f6ylemler e\u015fli\u011finde kar\u015f\u0131m\u0131za \u00e7\u0131k\u0131yor.<\/span><\/p>\n

AKP\u2019nin iktidara geldi\u011fi ilk g\u00fcnden bu yana d\u00f6nem d\u00f6nem g\u00fcndeme getirdi\u011fi kamuda esnek ve performansa dayal\u0131 \u00e7al\u0131\u015fma uygulamas\u0131 ile as\u0131l hedefin i\u015f g\u00fcvencesini kald\u0131r\u0131lmak oldu\u011fu \u00e7ok a\u00e7\u0131k. Bu hedefe ula\u015fmak i\u00e7in \u201c\u00c7ok \u00e7al\u0131\u015fan \u00e7ok kazanacak\u201d, \u201c\u00c7al\u0131\u015fanla \u00e7al\u0131\u015fmayan belli olacak\u201d gibi \u00e7ok say\u0131da kamu emek\u00e7isine cazip gelen s\u00f6ylemleri b\u00fcy\u00fck bir tuzak olarak kamu emek\u00e7ilerine sunuluyor.<\/span><\/p>\n

Fabrikalarda \u00e7al\u0131\u015fan i\u015f\u00e7ilerin i\u015ften \u00e7\u0131kar\u0131lmas\u0131 s\u00fcrecinde mahkemelerde g\u00f6r\u00fclen i\u015fe iade davalar\u0131nda \u201csomut gerek\u00e7e\u201d olarak kabul edilen \u201cperformans de\u011ferlendirme\u201d uygulamas\u0131n\u0131n, mal \u00fcretiminden \u00e7ok farkl\u0131 bir alan olan kamu hizmeti \u00fcretiminde uygulanmas\u0131 durumunda kamuda b\u00fcy\u00fck bir personel k\u0131y\u0131m\u0131n ya\u015fanmas\u0131 ka\u00e7\u0131n\u0131lmaz g\u00f6r\u00fcn\u00fcyor. \u00a0<\/span><\/p>\n

Kamu hizmetleri h\u0131zla ticarile\u015ftirilip, \u00f6zelle\u015ftirilirken bu hizmetleri sunanlar\u0131n stat\u00fclerinin eskisi gibi kalmas\u0131 elbette m\u00fcmk\u00fcn de\u011fil. Bu a\u00e7\u0131dan bak\u0131ld\u0131\u011f\u0131nda neden kamu personel sistemi de\u011fi\u015ftirilmek isteniyor? sorusuna verilmesi gereken ilk yan\u0131t ku\u015fkusuz kamu emek\u00e7ilerinin devlet taraf\u0131ndan ciddi bir \u201cmaliyet kalemi\u201d olu\u015fturmas\u0131 oluyor. H\u00fck\u00fcmet yetkililerinin d\u00f6nem d\u00f6nem personel giderlerinin fazlal\u0131\u011f\u0131ndan \u015fikayet etmesi ve bunun a\u015f\u0131lmas\u0131 i\u00e7in daha esnek bir istihdam yap\u0131s\u0131n\u0131n olu\u015fturulmas\u0131n\u0131n ka\u00e7\u0131n\u0131lmaz oldu\u011funu vurgulamalar\u0131 bu nedenle bo\u015funa de\u011fil.<\/span><\/p>\n

Bug\u00fcne kadar kamu personel sistemi ile ilgili olarak g\u00fcndeme getirilen t\u00fcm yasal d\u00fczenleme ve uygulamalar\u0131, kamuda artan esnek ve g\u00fcvencesiz \u00e7al\u0131\u015fma \u00f6rnekleri ile birlikte de\u011ferlendirecek olursak \u00f6n\u00fcm\u00fczdeki d\u00f6nemde kamu emek\u00e7ilerini bekleyen tehlikeleri \u015fu \u015fekilde s\u0131ralamak m\u00fcmk\u00fcnd\u00fcr;<\/span><\/p>\n

Her bir kamu emek\u00e7isinden yapt\u0131\u011f\u0131 i\u015f d\u0131\u015f\u0131nda, ba\u015fka ve de\u011fi\u015fik i\u015fler yapabilmesi sa\u011flanacak. Bug\u00fcn pek \u00e7ok i\u015fkolunda fiilen uygulanan bu durum yasal hale geldikten sonra, i\u015f y\u00fck\u00fc belirgin bir \u015fekilde artacak. Kamuda verimlilik esas olaca\u011f\u0131ndan kamu y\u00f6netimi, daha az ki\u015fi ile daha \u00e7ok i\u015f yapmay\u0131 hedefleyecek ve bu hedefler, t\u0131pk\u0131 fabrikalarda oldu\u011fu gibi stratejik planlar ve performans de\u011ferlendirme uygulamalar\u0131 ile s\u00fcrekli artacak.<\/span><\/p>\n

Bulundu\u011fu yerdeki g\u00f6rev tan\u0131m\u0131na uygun i\u015fleri yapan kamu emek\u00e7ileri, tan\u0131mlanm\u0131\u015f g\u00f6revlerinin d\u0131\u015f\u0131ndaki i\u015flere de kayd\u0131r\u0131larak, t\u0131pk\u0131 \u201c\u00f6d\u00fcn\u00e7 i\u015f\u00e7ilik\u201d uygulamas\u0131nda oldu\u011fu gibi kurumlar aras\u0131nda \u201c\u00f6d\u00fcn\u00e7\u201d al\u0131n\u0131p verilebilecek. B\u00f6ylece kamu emek\u00e7ileri \u00fczerinden hem i\u015flevsel esneklik (bir ki\u015fiye birden \u00e7ok i\u015f yapt\u0131rmak), hem de say\u0131sal esneklik (daha az ki\u015fi ile daha \u00e7ok i\u015f yapmak) s\u00f6z konusu olacak.\u00a0<\/span><\/p>\n

\u0130\u015f g\u00fcvencesi a\u00e7\u0131s\u0131ndan memur say\u0131s\u0131 s\u0131n\u0131rl\u0131 tutulurken(asker, polis, hakim, savc\u0131), kamuda s\u00f6zle\u015fmeli istihdam temel olacak. \u0130lk ba\u015flarda s\u00f6zle\u015fmeli \u00e7al\u0131\u015fmay\u0131 \u00f6zendirmek i\u00e7in s\u00f6zle\u015fmelilerin \u00f6dev, hak, yetki ve sorumluluklar\u0131, g\u00f6reve al\u0131nma, hizmet \u015fartlar\u0131 ve \u015fekilleri, mali ve sosyal haklar\u0131 kadrolu memurlara g\u00f6re daha olumlu ko\u015fullarda d\u00fczenlenirken, i\u015f g\u00fcvencesinin tamamen kald\u0131r\u0131lmas\u0131na paralel olarak, s\u00f6zle\u015fmelilere yem olarak verilen b\u00fct\u00fcn haklar zaman i\u00e7inde yava\u015f yava\u015f kald\u0131r\u0131lacak. \u00d6n\u00fcm\u00fczdeki 3-5 y\u0131l i\u00e7inde kamuda kadrolu \u00e7al\u0131\u015fma istisna, s\u00f6zle\u015fmeli ve ge\u00e7ici \u00e7al\u0131\u015fma kural haline getirilerek, kamu emek\u00e7ilerinin b\u00fcy\u00fck bir k\u0131sm\u0131 i\u015f g\u00fcvencesiz ve s\u00f6zle\u015fmeli olarak istihdam edilecek.<\/span><\/p>\n

S\u00f6zle\u015fmeli ya da \u00fccretli olarak \u00e7al\u0131\u015fanlar\u0131n ayl\u0131k \u00fccretlerinde ve sigorta primi \u00f6demelerindeki azalmalar nedeniyle emeklilik hayal bile edilemeyecek. \u00c7al\u0131\u015fmas\u0131 tam zamanl\u0131 olarak kabul edilmeyen \u00e7ok say\u0131da kamu emek\u00e7isinin, mevcut ekonomik ve \u00f6zl\u00fck hak kay\u0131plar\u0131n\u0131n yan\u0131 s\u0131ra, sigorta, sa\u011fl\u0131k ve sosyal g\u00fcvenlik kazan\u0131mlar\u0131nda da ciddi kay\u0131plar s\u00f6z konusu olacak. \u00a0<\/span><\/p>\n

\u00a0Bug\u00fcne kadar kamu istihdam\u0131nda ad\u0131m ad\u0131m hayata ge\u00e7irilen de\u011fi\u015fikliklerin ortaya \u00e7\u0131kard\u0131\u011f\u0131 en temel sonu\u00e7, \u00f6n\u00fcm\u00fczdeki d\u00f6nemde kamu personel sisteminin i\u00e7 \u00f6rg\u00fctlenmesini \u00f6rg\u00fctl\u00fc, sosyal ve \u00f6zl\u00fck haklar\u0131 olan, i\u015f g\u00fcvencesine sahip kamu emek\u00e7ileri ile s\u00fcrd\u00fcr\u00fclmek istenmedi\u011fini g\u00f6steriyor<\/span><\/p>\n

Kamu emek\u00e7ilerinin i\u015f g\u00fcvencesi ile do\u011frudan ba\u011flant\u0131l\u0131 olan performans de\u011ferlendirme uygulamalar\u0131na bak\u0131ld\u0131\u011f\u0131nda; asl\u0131nda yap\u0131lan tart\u0131\u015fmalar\u0131n kapsaml\u0131 bir yap\u0131lanman\u0131n k\u00fc\u00e7\u00fck bir par\u00e7as\u0131n\u0131 olu\u015fturdu\u011fu a\u00e7\u0131k\u00e7a g\u00f6r\u00fcl\u00fcyor. Yap\u0131lmak istenen, kamuda esnek ve performansa dayal\u0131 bir \u00e7al\u0131\u015fma bi\u00e7iminin kurumsalla\u015ft\u0131r\u0131larak, herkesin i\u015f g\u00fcvencesinin g\u00f6sterece\u011fi bireysel performansa ba\u011fl\u0131 oldu\u011fu, dolay\u0131s\u0131yla i\u015f g\u00fcvencesinin hukuksal dayana\u011f\u0131n\u0131n olmad\u0131\u011f\u0131 kurals\u0131z, istikrars\u0131z ve daha esnek bir istihdam yap\u0131s\u0131n\u0131n olu\u015fturulmas\u0131. \u00a0<\/span><\/p>\n

\u00a0Performans de\u011ferlendirme uygulamas\u0131n\u0131n amac\u0131<\/strong><\/span><\/p>\n

Performans de\u011ferlendirme; i\u015fteki \u201cba\u015far\u0131\u201d ve \u201cverimlilik\u201d d\u00fczeyinin \u00f6l\u00e7\u00fclmesi amac\u0131yla ger\u00e7ekle\u015ftirildi\u011fi iddia edilen, \u00e7al\u0131\u015fanlar\u0131n \u00f6nceden belirlenmi\u015f birtak\u0131m kriterlere g\u00f6re de\u011ferlendirilip \u00e7e\u015fitli alanlarda puanlar verilerek yap\u0131lan i\u015flemler b\u00fct\u00fcn\u00fc olarak tan\u0131mlan\u0131yor. \u00d6zellikle \u00fccret belirlemelerinde uygulanan bu y\u00f6ntem, son y\u0131llarda \u00e7al\u0131\u015fma ili\u015fkilerinin her alan\u0131nda uygulanmaya ba\u015flanm\u0131\u015ft\u0131r. Performans de\u011ferlendirmesinin en \u00e7ok g\u00f6r\u00fclen sonucu, i\u015f y\u00fck\u00fcn\u00fcn belirgin bir \u015fekilde artmas\u0131 ve kar\u015f\u0131l\u0131ks\u0131z \u00e7al\u0131\u015fman\u0131n (angaryan\u0131n) fiilen yayg\u0131nla\u015fmas\u0131d\u0131r.\u00a0<\/span><\/p>\n

Hizmet s\u00fcresinin uzunlu\u011funa ba\u011fl\u0131 olarak (k\u0131dem) \u00fccretin artmas\u0131, \u00f6zellikle kamuda ge\u00e7erlili\u011fini halen korurken, \u00f6zel sekt\u00f6rde yerini performans de\u011ferlendirmesine dayal\u0131 \u00fccretlendirmeye b\u0131rakm\u0131\u015ft\u0131r. \u00dccretin ve di\u011fer haklar\u0131n performansa g\u00f6re belirlenmesinde belirleyici fakt\u00f6r \u201crekabet\u201dtir. Rekabetin kamu hizmetlerinde uygulanmas\u0131 demek, kamuda emek\u00e7ilerin birbiriyle daha fazla \u00e7al\u0131\u015fmaya zorlanmas\u0131 ve ka\u00e7\u0131n\u0131lmaz olarak haklar\u0131n\u0131 kaybetme noktas\u0131na gelinmesi anlam\u0131na gelmektedir. Bu anlamda performans de\u011ferlendirme uygulamalar\u0131n\u0131n kamu hizmetlerinin bir s\u00fcredir ad\u0131m ad\u0131m ticarile\u015ftirildi\u011fi ve piyasa ili\u015fkileri i\u00e7ine \u00e7ekilmeye \u00e7al\u0131\u015f\u0131ld\u0131\u011f\u0131 bir d\u00f6neme denk gelmi\u015f olmas\u0131 \u015fa\u015f\u0131rt\u0131c\u0131 de\u011fildir.\u00a0<\/span><\/p>\n

Performans de\u011ferlendirme, Uluslararas\u0131 Standartlar Kurumu\u2019nun (ISO) en etkili prosed\u00fcr\u00fc olarak her i\u015fletme, makine, k\u0131s\u0131m, alan, alet, i\u015f\u00e7i, kamu emek\u00e7isi, \u015fef, m\u00fcd\u00fcr ya da kurumun saatlik, g\u00fcnl\u00fck, haftal\u0131k,\u00a0 ayl\u0131k \u201cverimlilik \u00f6l\u00e7\u00fcm istatistikleri\u201d ile yap\u0131l\u0131r. Bu \u00f6l\u00e7\u00fcmler ISO kriterleri olarak benimsenir. \u00d6l\u00e7\u00fcmler, fiziki oldu\u011fu kadar, duygu ve d\u00fc\u015f\u00fcnce gibi alanlarda da yap\u0131labilmektedir. B\u00fct\u00fcn bu \u00f6l\u00e7\u00fcm ve de\u011ferlendirme s\u00fcre\u00e7lerinde kullan\u0131lan kavramlar\u0131n \u201ckalite\u201d, \u201ckarl\u0131l\u0131k\u201d, \u201c\u00e7al\u0131\u015fanlar\u0131n memnuniyeti\u201d, \u201cm\u00fc\u015fteri memnuniyeti\u201d, \u201cverimlilik\u201d vb gibi do\u011frudan serbest piyasa mekanizmas\u0131na dayanan kavramlar olmas\u0131 dikkat \u00e7ekicidir. \u00a0<\/span>Kamuda performans de\u011ferlendirme sisteminin as\u0131l amac\u0131, emek\u00e7ilerin daha fazla sorumluluk (angarya) \u00fcstlenmeleri, dolay\u0131s\u0131yla ilgili kamu kurumunun (okul, hastane, belediye, vergi dairesi, adliye vb) almas\u0131 gereken sorumlulu\u011fun o kurumda \u00e7al\u0131\u015fanlara bir \u015fekilde y\u00fcklenmesidir. B\u00f6ylece mal ya da hizmet \u00fcretiminde bir aksakl\u0131k oldu\u011funda bundan \u00f6ncelikle o i\u015fi yapanlar sorumlu tutulacak, kurumun, y\u00f6neticilerin ya da amirlerin sorumlulu\u011fu b\u00fcy\u00fck \u00f6l\u00e7\u00fcde ortadan kald\u0131r\u0131lacakt\u0131r.<\/span><\/span><\/p>\n

Performansa de\u011ferlendirme uygulamalar\u0131n\u0131n bilinen en \u00f6nemli \u00f6zelli\u011fi, emek denetiminin belirgin bir \u015fekilde artmas\u0131d\u0131r. Buna ek olarak i\u015fyerindeki \u00e7al\u0131\u015fma h\u0131z\u0131n\u0131n ve verim (s\u00f6m\u00fcr\u00fc) art\u0131\u015f\u0131n\u0131n g\u00f6zlenebilir, hatta \u00f6l\u00e7\u00fclebilir olmas\u0131na \u00e7al\u0131\u015f\u0131l\u0131r. \u201cNe kadar \u00e7ok \u00e7al\u0131\u015f\u0131rsan o kadar kar\u015f\u0131l\u0131\u011f\u0131n\u0131 al\u0131rs\u0131n\u201d s\u00f6ylemine dayand\u0131r\u0131lan bu sistemde ama\u00e7, \u00e7al\u0131\u015fanlara eme\u011finin kar\u015f\u0131l\u0131\u011f\u0131n\u0131 alaca\u011f\u0131n\u0131 hissettirmek ve b\u00f6ylece daha fazla ve daha h\u0131zl\u0131 \u00e7al\u0131\u015fmalar\u0131n\u0131 sa\u011flamakt\u0131r. Kamuda uygulanan \u201ce\u015fit i\u015fe e\u015fit \u00fccret\u201d[1]<\/a>ilkesi ile temelden \u00e7eli\u015fen bu uygulama, ayn\u0131 de\u011ferde i\u015fi yapanlar\u0131n, farkl\u0131 \u00fccretlendirilmesi, farkl\u0131 ekonomik ve sosyal haklara sahip olmas\u0131 gibi son derece tehlikeli bir durumu beraberinde getirmektedir. \u00a0<\/span><\/p>\n

Performans de\u011ferlendirme sistemi genellikle \u201cperformans \u00fccreti\u201d olarak bilinmesine kar\u015f\u0131n, \u00e7ok daha kapsaml\u0131d\u0131r. TKY\u2019nin \u00f6nde gelen kuramc\u0131lar\u0131ndan Deming\u2019in de belirtti\u011fi gibi \u201cPara tek motivasyon arac\u0131 de\u011fildir\u201d. \u00dccret motivasyon ara\u00e7lar\u0131ndan sadece birisidir. Bu nedenle performans\u0131n \u00f6l\u00e7\u00fclmesi i\u00e7in \u00fccret ile di\u011fer motivasyon ara\u00e7lar\u0131n\u0131n (ay\u0131n personeli se\u00e7mek, idari sorumluluk vermek, diz\u00fcst\u00fc bilgisayar vermek vb) birbirine paralel ve profesyonel bir \u015fekilde kullan\u0131lmas\u0131na dikkat edilir. \u00a0<\/span><\/p>\n

Kapitalist geli\u015fme mant\u0131\u011f\u0131n\u0131n do\u011fal bir sonucu olarak i\u015fg\u00fcc\u00fc i\u015fletme varl\u0131klar\u0131 aras\u0131nda de\u011ferlendirilir. Bu durum yap\u0131lan yat\u0131r\u0131mlar\u0131n ekonomik anlamda \u201cfayda\u201ddan \u00e7ok, bir s\u00fcredir kamu hizmet alanlar\u0131nda da duymaya ba\u015flad\u0131\u011f\u0131m\u0131z \u201cmaliyet-kar ili\u015fkisi\u201d \u00e7er\u00e7evesinde hesaplanmas\u0131n\u0131 gerektirmektedir. Performans de\u011ferlendirmesi, s\u00f6z konusu yat\u0131r\u0131mlar\u0131n \u201cEn az maliyetle nas\u0131l kar edilebilir\u201d ya da \u00f6rne\u011fin kamu kurumlar\u0131 a\u00e7\u0131s\u0131ndan d\u00fc\u015f\u00fcn\u00fcrsek \u201cNas\u0131l kendi kendine yetebilir\u201d mant\u0131\u011f\u0131 \u00fczerine kurulmas\u0131 \u00fczerinden tasarland\u0131\u011f\u0131n\u0131 ve uygulamaya konuldu\u011funu g\u00f6rmek a\u00e7\u0131s\u0131ndan ayr\u0131ca \u00f6nemlidir.<\/span><\/p>\n

Fabrika sistemi i\u00e7inde yo\u011fun olarak kullan\u0131lan ve i\u015f\u00e7iler aras\u0131nda ac\u0131mas\u0131z bir rekabet yarat\u0131lmas\u0131nda etkili olan bu sistemin kamuda da uygulanmak istenmesinin \u00e7ok daha vahim sonu\u00e7lar ortaya \u00e7\u0131karmas\u0131 ka\u00e7\u0131n\u0131lmazd\u0131r[2]<\/a>.<\/span><\/p>\n

Emek\u00e7ilerin yapt\u0131klar\u0131 i\u015fin gereklerini yerine getirip getirmediklerine ili\u015fkin de\u011ferlendirmeler; \u00fccret d\u00fczenlemeleri, hizmet i\u00e7i e\u011fitim olanaklar\u0131ndan yararlanma, yapt\u0131\u011f\u0131 i\u015fte y\u00fckselme[3]<\/a>vb ki\u015fisel geli\u015fim olanaklar\u0131n\u0131n elde edilmesinde uygulanan sistemin temel dayana\u011f\u0131 performans de\u011ferlendirmesidir. Performans de\u011ferlendirmesi uygulan\u0131rken;<\/span><\/p>\n

\u0130\u015fletme ya da kurum hedeflerine ula\u015fabilmek i\u00e7in bireysel \u00e7al\u0131\u015fma ve giri\u015fimlerin \u00f6nemi \u00f6zellikle vurgulan\u0131r.<\/span><\/p>\n

Emek\u00e7ilerin \u201cg\u00f6n\u00fcll\u00fc olarak\u201d daha fazla \u00e7al\u0131\u015fmas\u0131 i\u00e7in ki\u015fisel motivasyonlar\u0131n\u0131 artt\u0131rmak hedeflenir ve bunun i\u00e7in ge\u00e7ici \u00f6d\u00fcller bile verilebili<\/span><\/p>\n

\u00c7al\u0131\u015fanlar\u0131n kurumdaki varl\u0131klar\u0131 ve geli\u015fimleri bireysel motivasyon uygulamalar\u0131 ile ili\u015fkilendirilir<\/span><\/p>\n

Her bir emek\u00e7inin yarat\u0131ld\u0131\u011f\u0131 iddia edilen \u00f6rg\u00fctsel demokrasi i\u00e7inde kendini ifade edebilece\u011fi ve karar s\u00fcre\u00e7lerine kat\u0131labilece\u011fi yan\u0131lsamas\u0131 yarat\u0131l\u0131r.<\/span><\/p>\n

T\u00fcm bunlara ba\u011fl\u0131 olarak, toplu davran\u0131\u015f ili\u015fkilerinden (\u00f6rne\u011fin toplu pazarl\u0131k hakk\u0131n\u0131n kullan\u0131lmas\u0131) uzakla\u015ft\u0131r\u0131larak, grup i\u00e7inde bireyin \u00f6nemi \u00f6n plana \u00e7\u0131kar\u0131l\u0131r. B\u00f6ylece taraflar aras\u0131nda \u00f6rg\u00fctsel ili\u015fki kurulmas\u0131 ortadan kald\u0131r\u0131larak, sendikalarla de\u011fil, do\u011frudan ve ki\u015fisel ili\u015fki kurulmas\u0131n\u0131 sa\u011flan\u0131r ve sendikalar devre d\u0131\u015f\u0131 b\u0131rak\u0131l\u0131r.<\/span><\/p>\n

M\u00fc\u015fteri egemenli\u011fini temel alan g\u00fcn\u00fcm\u00fcz\u00fcn kalite ve verimlilik anlay\u0131\u015f\u0131, \u201cde\u011fi\u015fim\u201d, \u201cde\u011fi\u015fim ve s\u00fcrekli geli\u015fim\u201d d\u00fc\u015f\u00fcncesini, kamu kurumlar\u0131n\u0131n performans anlay\u0131\u015f\u0131na yerle\u015ftirilmesi \u00fczerine kurulmu\u015ftur. Performans \u00f6l\u00e7\u00fcmlerinde temel al\u0131nacak boyutlar \u00f6ncelikle \u201cKalite-Verimlilik-Yenilik\u201d slogan\u0131 e\u015fli\u011finde ortaya \u00e7\u0131kmaktad\u0131r.<\/span><\/p>\n

Performans\u0131 kalite-verimlilik-yenilik boyutlar\u0131nda geli\u015ftirmek i\u00e7in ilgili kurulu\u015fun \u201cvizyon\u201du, de\u011fer yarg\u0131lar\u0131, var olu\u015f amac\u0131 ve g\u00f6rev tan\u0131m\u0131 bu anlay\u0131\u015fla yeniden belirlenmekte, uzun d\u00f6nemli hedeflerin a\u00e7\u0131k\u00e7a belirlenmesi istenmektedir. Bunlar\u0131n stratejik planlara d\u00f6k\u00fclmesi ve bunlara uygun k\u0131sa ve orta d\u00f6nemli ama\u00e7lar saptanmas\u0131 \u015feklinde yap\u0131lan \u00e7al\u0131\u015fmalar, \u00e7al\u0131\u015fanlar\u0131n performans \u00f6l\u00e7me ve de\u011ferlendirme sistemine temel olu\u015fturmaktad\u0131r.<\/span><\/p>\n

Kamuda \u00e7al\u0131\u015fan emek\u00e7ilerin \u00e7al\u0131\u015fma \u015feklinin olumlu ve olumsuz sonu\u00e7lar\u0131n\u0131 de\u011ferlendirecek olan \u00f6ncelikle performans sistemleri olacak, performans de\u011ferlendirmesi ile elde edilen bilgiler, kamu emek\u00e7ilerinin gelece\u011finin temel ta\u015flar\u0131n\u0131 olu\u015fturacakt\u0131r. Performans \u00f6l\u00e7\u00fcm ve de\u011ferlendirme uygulamalar\u0131n\u0131n emek\u00e7iler \u00fczerinde sadece bir denetim-g\u00f6zetim amac\u0131 olma niteli\u011finin \u00e7ok \u00f6tesinde anlamlar\u0131 vard\u0131r. \u00a0<\/span><\/p>\n

Performansa dayal\u0131 y\u00f6netim uygulamalar\u0131 ile kurulu\u015fun g\u00f6rev tan\u0131m\u0131ndan, planlar\u0131n haz\u0131rlanmas\u0131na hedef ve ama\u00e7lar\u0131n belirlenmesine kadar ortak g\u00f6r\u00fc\u015f ve onay\u0131n olu\u015fturulmas\u0131 esast\u0131r. Ba\u015fka bir ifade ile bu sistemin uygulanmas\u0131, uygulanacak alanda \u00e7al\u0131\u015fanlar\u0131n onay\u0131na, g\u00f6n\u00fcll\u00fc kat\u0131l\u0131mlar\u0131na ba\u011fl\u0131d\u0131r. E\u011fer i\u015fyerinde \u00e7al\u0131\u015fanlar uygulamaya r\u0131za g\u00f6stermezler ise ba\u015far\u0131 \u015fans\u0131 hemen hemen hi\u00e7 yoktur. \u00a0 \u00a0<\/span><\/p>\n

Performans \u00f6l\u00e7\u00fcm ve de\u011ferlendirmelerinde geri bildirim d\u00fczeninin sa\u011fl\u0131kl\u0131 olarak i\u015fletilmesi \u00e7ok \u00f6nemsenmektedir. \u00c7\u00fcnk\u00fc uygulanmak istenen sistemin sa\u011flad\u0131\u011f\u0131 bilgilerin kararlara ve eylemlere d\u00f6n\u00fc\u015ft\u00fcr\u00fclmesi i\u00e7in de\u011ferlendirme sonu\u00e7lar\u0131n\u0131n \u201cdo\u011fru yerlere\u201d\u00a0 ve \u201cdo\u011fru zamanda\u201d iletilerek, hedef ve ama\u00e7larda, plan ve programlarda d\u00fczeltici ve geli\u015ftirici ad\u0131mlar\u0131n at\u0131lmas\u0131na olanak sa\u011flanmal\u0131d\u0131r.<\/span><\/p>\n

Performans de\u011ferlendirme uygulamas\u0131n\u0131n ba\u015far\u0131s\u0131n\u0131 belirleyecek olan, \u201crekabet edebilirlik\u201d, \u201cm\u00fc\u015fteri memnuniyeti\u201d ve ilgili performanslar\u0131n i\u015fyerinde \u00e7al\u0131\u015fanlara ayr\u0131nt\u0131l\u0131 olarak a\u00e7\u0131klanmas\u0131d\u0131r. Performans \u00f6l\u00e7\u00fcmleri bu a\u015famada i\u015fyerinde performans\u0131n geli\u015ftirilmesinde \u00f6nemli bir \u201cmotivasyon\u201d i\u015flevi g\u00f6recektir. Bu nedenle \u00f6l\u00e7\u00fcm sistemlerinin, bireysel-toplu, parasal-parasal olmayan \u00f6zendirici sistemlerle mutlaka desteklenmesi gerekti\u011fine vurgu yap\u0131lmas\u0131 ka\u00e7\u0131n\u0131lmazd\u0131r[4]<\/a>.<\/span><\/p>\n

Performans de\u011ferlendirmesinin t\u00fcm \u00f6rg\u00fct d\u00fczeyini kapsamas\u0131, m\u00fcmk\u00fcnse en alt birimlere kadar indirilmesi hedeflenir. Toplam Kalite Y\u00f6netimi i\u015fletmenin yatay ve dikey boyutlar\u0131ndaki etkinlik alanlar\u0131nda uygulanaca\u011f\u0131na g\u00f6re, performans \u00f6l\u00e7\u00fcmlerinin de bu ayr\u0131nt\u0131da tasarlanmas\u0131 gerekecektir. B\u00f6ylece uygulama alan\u0131nda her birey di\u011ferini rakibi olarak g\u00f6recek, birbiriyle k\u0131yas\u0131ya rekabet i\u00e7ine girerek performans\u0131n\u0131 artt\u0131rmaya \u00e7al\u0131\u015facakt\u0131r. \u00a0<\/span><\/p>\n

Performans de\u011ferlendirmesinde kullan\u0131lacak \u00f6l\u00e7\u00fcm tekniklerine bakt\u0131\u011f\u0131m\u0131zda hi\u00e7bir \u00f6l\u00e7\u00fcm sisteminde tek bir tekni\u011fe ya da birka\u00e7 g\u00f6stergeye ba\u011fl\u0131l\u0131\u011f\u0131n s\u00f6z konusu olmad\u0131\u011f\u0131 s\u00f6ylenebilir. Performans de\u011ferlendirmesinde en iyi \u00f6l\u00e7\u00fcm sistemleri amaca en uygun olanlard\u0131r. Kamu kurumlar\u0131n\u0131n kendi gereksinimlerine uygun teknikleri kendi \u00e7abalar\u0131 ile geli\u015ftirebilmeleri daha ba\u015far\u0131l\u0131 olmalar\u0131 a\u00e7\u0131s\u0131ndan \u00f6nemsenmektedir.<\/span><\/p>\n

Performans \u00f6l\u00e7\u00fcm sistemleri nesnel-\u00f6znel, nitel-nicel, kapsaml\u0131-dar, esnek-kat\u0131, fiziki-sosyal \u00f6zelliklerinden herhangi birini ta\u015f\u0131yabilir. \u00d6nemli olan nihai ama\u00e7t\u0131r ve i\u015fyerinde \u00e7al\u0131\u015fanlar\u0131n kendi istekleriyle bu uygulamay\u0131 kabul etmeleri, ba\u015fka bir ifade ile kendi iradeleri ile performans tuza\u011f\u0131na d\u00fc\u015fmeleridir.<\/span><\/p>\n

G\u00fcn\u00fcm\u00fcz\u00fcn her y\u00f6n\u00fcyle esnekle\u015fmi\u015f ve g\u00fcvencesiz hale getirilmi\u015f \u00e7al\u0131\u015fma ili\u015fkileri i\u00e7inde, klasik denetim ama\u00e7l\u0131 performans \u00f6l\u00e7\u00fcm tekniklerinden hala yararlan\u0131lmakla birlikte, geli\u015ftirilen pek \u00e7ok yeni teknik bulunmaktad\u0131r.<\/span><\/p>\n

B\u00fct\u00fcnsel kalite kontrol\u00fc ve performans uygulamalar\u0131n\u0131n emek s\u00fcrecinde g\u00f6zlenen en \u00f6nemli etkisi ya\u015fanan i\u015f y\u00fck\u00fcn\u00fcn artmas\u0131d\u0131r. \u00dccret ba\u015fta olmak \u00fczere hemen her \u015feyin g\u00f6sterilecek performansa g\u00f6re yap\u0131lmas\u0131 ilk olarak i\u015f y\u00fck\u00fcn\u00fcn artmas\u0131n\u0131 beraberinde getirmektedir. Artan i\u015f yo\u011funlu\u011fu, talebe g\u00f6re tam zaman\u0131nda \u00fcretimi ifade eden yal\u0131n \u00fcretim uygulamas\u0131n\u0131 yerinde g\u00f6rmek \u00fczere Japonya\u2019daki fabrikalar\u0131 ziyarete giden Bat\u0131l\u0131lar\u0131 b\u00fcy\u00fck hayrete d\u00fc\u015f\u00fcrm\u00fc\u015ft\u00fcr. \u0130\u015f\u00e7ilerin i\u015f istasyonlar\u0131 aras\u0131nda ko\u015far gibi gidip gelmelerine bak\u0131larak, s\u00fcrekli h\u0131zlanan \u00e7al\u0131\u015fma temposunun i\u015f\u00e7iler a\u00e7\u0131s\u0131ndan nas\u0131l bir cehennem yaratt\u0131\u011f\u0131 g\u00f6r\u00fclm\u00fc\u015ft\u00fcr.<\/span><\/p>\n

Yal\u0131n \u00fcretimin[5]<\/a> uyguland\u0131\u011f\u0131 Toyota fabrikas\u0131nda bir i\u015f\u00e7i 8 dakika 26 saniyelik bir \u00fcretim \u00e7evriminde 35 tane farkl\u0131 i\u015f yapmakta ve bu s\u00fcre\u00e7 i\u00e7inde g\u00fcn boyunca 11 km yol kat etmektedir. Geleneksel Fordist fabrikalardaki emek s\u00fcrecinde i\u015f\u00e7iler dakikada yakla\u015f\u0131k 45 saniye \u00fcretken faaliyette bulunurken, yal\u0131n \u00fcretim uygulamas\u0131nda bu s\u00fcre 57 saniyeye \u00e7\u0131kmaktad\u0131r. Bu, normal bir \u00e7al\u0131\u015fma haftas\u0131nda bir i\u015f\u00e7inin bir i\u015f g\u00fcn\u00fc kadar daha fazla emek sarf etmesi, ba\u015fka bir ifade ile performans uygulamas\u0131 sayesinde haftada bir g\u00fcn kar\u015f\u0131l\u0131ks\u0131z olarak fazladan \u00e7al\u0131\u015fmas\u0131 anlam\u0131na gelmektedir.<\/span><\/p>\n

Performans de\u011ferlendirmesi uygulamas\u0131nda emek\u00e7iler \u201cy\u00fcksek performans\u201d sergileyerek daha iyi \u00fccret alaca\u011f\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcrken, di\u011fer taraftan uygulama bireysel de\u011ferlendirmeye dayand\u0131\u011f\u0131ndan herkesin birbirinin \u201crakibi\u201d oldu\u011funu d\u00fc\u015f\u00fcncesi kendili\u011finden geli\u015fecektir. Emek\u00e7iler aras\u0131nda yarat\u0131lmak istenen rekabet, Japonya\u2019da Toplam Kalite Y\u00f6netimi uygulamalar\u0131nda \u201csatei\u201d olarak adland\u0131r\u0131lan \u201cki\u015fisel rekabet\u201dtir. Satei sadece ge\u00e7mi\u015f performans\u0131 de\u011fil, \u00f6ncelikle ve \u00f6zellikle \u00e7al\u0131\u015fan\u0131n i\u015fi yapma isteklili\u011fi, ekip i\u00e7erisindeki tutumu ve performans\u0131n\u0131 artt\u0131rma kapasitesi gibi b\u00fcy\u00fck oranda ki\u015fili\u011fiyle ilgili \u00f6zelliklerini de de\u011ferlendirmektedir.<\/span><\/p>\n

Uygulamada satei, emek\u00e7ilerin derecesine g\u00f6re maa\u015f\u0131n\u0131n hesaplanmas\u0131nda bir not olarak y\u00f6netim taraf\u0131ndan verilmektedir. Bu da \u00e7al\u0131\u015fanlar\u0131n notu y\u00fckseltmek i\u00e7in k\u0131yas\u0131ya rekabet etmelerini zorunlu k\u0131lmaktad\u0131r. Bu y\u00f6n\u00fcyle satei, emek\u00e7ilerin sadece \u00e7al\u0131\u015fma s\u00fcreleri ve \u00e7al\u0131\u015fma ko\u015fullar\u0131n\u0131 de\u011fil, ayn\u0131 zamanda t\u00fcm ya\u015famlar\u0131n\u0131 olumsuz etkileyen, onlar\u0131 \u00f6nce sa\u011fl\u0131klar\u0131ndan, sonra i\u015flerinden eden bir y\u00f6ntemdir\u00a0<\/span><\/p>\n

Performans de\u011ferlendirmesi ile birlikte artan i\u015f yo\u011funla\u015fmas\u0131n\u0131n en \u00f6nemli etkilerinden birisi, Japon \u0130\u015f\u00e7ileri \u0130nsan Haklar\u0131 Komitesi\u2019nin a\u00e7t\u0131\u011f\u0131 davalarla ortaya \u00e7\u0131km\u0131\u015ft\u0131r. Buna g\u00f6re kalite \u00e7emberlerinde birbiriyle rekabet eden bireylerde, a\u015f\u0131r\u0131 \u00e7al\u0131\u015fma ve stresin yol a\u00e7t\u0131\u011f\u0131 kalp ve di\u011fer hastal\u0131klar\u0131n sonucu olan ani \u00f6l\u00fcmlerin (karoshi) giderek yayg\u0131nla\u015ft\u0131\u011f\u0131 g\u00f6r\u00fclm\u00fc\u015ft\u00fcr. Bu nedenle Japonya\u2019da 4.152 \u00f6l\u00fcm olay\u0131 hakk\u0131nda dava a\u00e7\u0131ld\u0131\u011f\u0131 bilinmektedir.\u00a0<\/span><\/p>\n

Japonya\u2019da Sendikalar Federasyonu\u2019nun yapm\u0131\u015f oldu\u011fu bir anketi cevaplayan i\u015f\u00e7ilerin y\u00fczde 54\u2019\u00fc, \u00e7al\u0131\u015f\u0131rken en \u00e7ok kayg\u0131land\u0131klar\u0131 \u015feyin ne oldu\u011fu sorusuna \u201csa\u011fl\u0131\u011f\u0131m\u201d yan\u0131t\u0131n\u0131 vermi\u015ftir. Karoshi hastal\u0131\u011f\u0131ndan ya\u015fanan \u00f6l\u00fcmler Birle\u015fmi\u015f Milletler ve D\u00fcnya Sa\u011fl\u0131k \u00d6rg\u00fct\u00fc\u2019n\u00fcn raporlar\u0131na da yans\u0131m\u0131\u015ft\u0131r. \u015eubat 1992\u2019de Birle\u015fmi\u015f Milletler \u0130nsan Haklar\u0131 Komisyonuna Japonya\u2019da senede 10 bin dolay\u0131nda insan\u0131n \u00e7ok \u00e7al\u0131\u015fmaya ba\u011fl\u0131 olarak \u00f6ld\u00fc\u011f\u00fc rapor edilmi\u015ftir.<\/span><\/p>\n

Bug\u00fcn pek \u00e7ok Avrupa \u00fclkesinde maa\u015flar k\u0131demden \u00e7ok g\u00f6sterilen bireysel performansa g\u00f6re verilmektedir. Kapitalist \u00fclkelerin \u00f6nemli bir b\u00f6l\u00fcm\u00fc stat\u00fc hukukuna ba\u011fl\u0131 personel rejimini ciddi bi\u00e7imde de\u011fi\u015ftirerek \u00f6zel sekt\u00f6r i\u015fg\u00fcc\u00fc piyasas\u0131na benzer bir istihdam rejimine ge\u00e7mi\u015ftir<\/span><\/p>\n

Avrupa Birli\u011fi\u2019ne aday olan orta ve do\u011fu Avrupa \u00fclkelerinde kamu personel sistemine y\u00f6nelik bu t\u00fcr d\u00fczenlemeler, bizzat Avrupa Birli\u011fi taraf\u0131ndan desteklenmektedir. T\u00fcrkiye\u2019de performans sisteminin kamuda uygulanmas\u0131 fiilen ba\u015flat\u0131lm\u0131\u015f, tam olarak uygulanabilmesi i\u00e7in 657 say\u0131l\u0131 yasan\u0131n de\u011fi\u015ftirilmesi beklenmeye ba\u015flanm\u0131\u015ft\u0131r. \u00a0\u00a0<\/span><\/p>\n

\u00a0Ne Yap\u0131lmal\u0131, Nas\u0131l M\u00fccadele Edilmeli?<\/strong><\/span><\/p>\n

\u00a0Kamuda \u00f6n\u00fcm\u00fczdeki d\u00f6nemde uygulanmak istenen esnek ve performansa dayal\u0131 personel sistemi, kamu personel sisteminin i\u00e7 \u00f6rg\u00fctlenmesini \u00f6rg\u00fctl\u00fc, nitelikli ve i\u015f g\u00fcvencesine sahip kamu emek\u00e7ileri ile de\u011fil; esnek, savunmas\u0131z, i\u015f g\u00fcvencesi g\u00f6sterdi\u011fi performansa ba\u011fl\u0131 olan, kamu emek\u00e7ilerinin hi\u00e7bir yasal engel ile kar\u015f\u0131la\u015fmadan kolayl\u0131kla kap\u0131 \u00f6n\u00fcne konulabilece\u011fi bir yap\u0131da yeniden kurmay\u0131 ama\u00e7lamaktad\u0131r.<\/span><\/p>\n

Bug\u00fcne kadar kamuda ya\u015fanan d\u00f6n\u00fc\u015f\u00fcm ve kamu personel sistemine y\u00f6nelik olarak yap\u0131lmas\u0131 planlanan t\u00fcm d\u00fczenlemeler, GATS ile uluslararas\u0131 sermayeye verilen \u201ckamu hizmetlerinin \u00f6zelle\u015ftirilmesi\u201d taahh\u00fctlerinin somut bir par\u00e7as\u0131 ve ka\u00e7\u0131n\u0131lmaz sonucu olarak g\u00f6r\u00fclmelidir. Bu a\u00e7\u0131dan bak\u0131ld\u0131\u011f\u0131nda, bug\u00fcne kadar yap\u0131lan yasal de\u011fi\u015fiklikler ve at\u0131lan ad\u0131mlar\u0131 mevcut personel sisteminden, en y\u00fcksek devlet \u00f6rg\u00fctlenmesine kadar t\u00fcm kamu alan\u0131n\u0131 kapsayan b\u00fcy\u00fck bir operasyon olarak de\u011ferlendirmek gerekir<\/span><\/p>\n

Yap\u0131lan de\u011ferlendirmeler \u0131\u015f\u0131\u011f\u0131nda \u00f6n\u00fcm\u00fczdeki d\u00f6nemde at\u0131lmas\u0131 planlanan ad\u0131mlar\u0131 \u015fu \u015fekilde s\u0131ralamak m\u00fcmk\u00fcnd\u00fcr;<\/span><\/p>\n

Kamu emek\u00e7ilerinin anayasal ve yasal i\u015f g\u00fcvenceleri ad\u0131m ad\u0131m ortadan kald\u0131r\u0131lacak\u2026<\/span><\/p>\n

Kamuda memurluk yerine ta\u015feron, s\u00f6zle\u015fmeli ve ge\u00e7ici istihdam uygulamalar\u0131 daha da yayg\u0131nla\u015facak\u2026<\/span><\/p>\n

Kadro gere\u011fi \u201ce\u015fit i\u015fe e\u015fit \u00fccret\u201d yerine, bireysel performansa g\u00f6re bireysel \u00fccret belirlenecek\u2026<\/span><\/p>\n

Esnek \u00e7al\u0131\u015fma ve performans de\u011ferlendirme uygulamalar\u0131 t\u00fcm kamuda yayg\u0131nla\u015ft\u0131r\u0131lacak\u2026<\/span><\/p>\n

Emek\u00e7ilerin i\u015f y\u00fck\u00fc s\u00fcrekli olarak artacak, emek\u00e7ilerin daha \u00e7ok ve daha yo\u011fun \u00e7al\u0131\u015ft\u0131r\u0131lmas\u0131 sa\u011flanacak\u2026<\/span><\/p>\n

Kamu emek\u00e7ilerinin kazan\u0131lm\u0131\u015f haklar\u0131n\u0131n \u00f6nemli bir b\u00f6l\u00fcm\u00fc (g\u00f6rev tazminatlar\u0131, fazla mesailer, ek \u00f6demeler vb) piyasa kurallar\u0131na g\u00f6re d\u00fczenlenecek\u2026 \u00a0\u00a0<\/span><\/p>\n

Genel olarak s\u0131n\u0131f hareketinin sermaye kar\u015f\u0131s\u0131nda nispeten g\u00fc\u00e7s\u00fcz oldu\u011fu, sendikal hareketin yeterince \u00f6rg\u00fctl\u00fc olmad\u0131\u011f\u0131 g\u00fcn\u00fcm\u00fcz ko\u015fullar\u0131nda h\u00fck\u00fcmetten emek\u00e7ilerin yarar\u0131na bir ad\u0131m ya da yasa tasar\u0131s\u0131 beklemek m\u00fcmk\u00fcn de\u011fildir. Son d\u00f6nemde yap\u0131lan ve yap\u0131lmas\u0131 d\u00fc\u015f\u00fcn\u00fclen yasal de\u011fi\u015fiklikler bu g\u00f6r\u00fc\u015f\u00fcm\u00fcz\u00fc do\u011frulamaktad\u0131r.<\/span><\/p>\n

Kamu emek\u00e7ilerinin mevcut haklar\u0131n\u0131 elinden almak isteyen, onlar\u0131 k\u00f6le gibi \u00e7al\u0131\u015fmaya ve sermaye ve onun h\u00fck\u00fcmetine ko\u015fulsuz itaate zorlayan i\u015f g\u00fcvencesiz, esnek \u00e7al\u0131\u015fmaya ve performans de\u011ferlendirmesine kar\u015f\u0131 \u00e7\u0131kmak, kamu emek\u00e7ilerinin gelece\u011fi a\u00e7\u0131s\u0131ndan son derece \u00f6nemlidir.<\/span><\/span><\/p>\n

Bug\u00fcn kamu emek\u00e7ilerine ve sendikalara d\u00fc\u015fen g\u00f6rev, pe\u015f pe\u015fe gelen sald\u0131r\u0131 dalgalar\u0131 kar\u015f\u0131s\u0131nda, t\u00fcm emek\u00e7ileri ortak talepler etraf\u0131nda birle\u015ftirecek bir sendikal irade ile hareket etmektir. Bunun i\u00e7in sadece g\u00fcndeme gelecek yasalara ya da yasa de\u011fi\u015fikliklerine kar\u015f\u0131 de\u011fil, ba\u015fta i\u015f g\u00fcvencesi olmak \u00fczere, bir\u00e7ok kazan\u0131lm\u0131\u015f hakk\u0131 gasp etmeyi ama\u00e7layan sald\u0131r\u0131lar\u0131n t\u00fcm\u00fcne kar\u015f\u0131 birle\u015fik bir kar\u015f\u0131 koyu\u015fu \u00f6rg\u00fctlemek, bu de\u011fi\u015fikliklerden do\u011frudan etkilenecek olanlar a\u00e7\u0131s\u0131ndan hem bir g\u00f6rev, hem de zorunluluktur.<\/span><\/p>\n

Kamu emek\u00e7ileri, haklar\u0131 ve talepleri \u00fczerinden y\u00fcr\u00fctece\u011fi m\u00fccadele ile geleceklerini masa ba\u015f\u0131nda karartmaya \u00e7al\u0131\u015fanlara kar\u015f\u0131 en g\u00fc\u00e7l\u00fc yan\u0131t\u0131 vermek zorundad\u0131r. Sermayenin b\u00fct\u00fcn g\u00fcc\u00fcyle y\u00fcr\u00fctmeye \u00e7al\u0131\u015ft\u0131\u011f\u0131 kapsaml\u0131 sald\u0131r\u0131 dalgas\u0131, ancak bu sorunlar\u0131n do\u011frudan muhatab\u0131 olan kesimlerin ve onlar\u0131n \u00f6rg\u00fctl\u00fc g\u00fcc\u00fc olan sendikalar\u0131n birlikte y\u00fcr\u00fctece\u011fi m\u00fccadele ile geri p\u00fcsk\u00fcrt\u00fclebilir.<\/span><\/p>\n

KAYNAK\u00c7A:<\/strong>\u00a0<\/span><\/p>\n

Erkan AYDO\u011eANO\u011eLU, E\u011fitimde Toplam Kalite Y\u00f6netimi Ger\u00e7e\u011fi<\/em>, \u0130kinci bask\u0131, E\u011fitim Sen Yay\u0131nlar\u0131, 2003, Ankara.<\/span><\/p>\n

Erkan AYDO\u011eANO\u011eLU, Fabrikada Emek Denetimi<\/em>, Evrensel Bas\u0131m Yay\u0131n, 2011, \u0130stanbul. <\/span><\/p>\n

Erkan AYDO\u011eANO\u011eLU, Emek S\u00fcrecinin D\u00f6n\u00fc\u015f\u00fcm\u00fc<\/em>, K\u00fclt\u00fcr Sanat Sen Yay\u0131nlar\u0131, 2011, Ankara.<\/span><\/p>\n

Erkan AYDO\u011eANO\u011eLU, E\u011fitimde AKP\u2019nin 10 Y\u0131l\u0131<\/em>, Geni\u015fletilmi\u015f 2. Bas\u0131m, E\u011fitim Sen Yay\u0131nlar\u0131, 2012, Ankara.<\/span><\/p>\n

Do\u011fan KESTANE, Performansa Dayal\u0131 \u00dccret Sistemi ve Kamu Kesiminde Uygulanabilirli\u011fi,<\/em> http:\/\/www.butce.org\/html\/makaleler\/performansdogan.htm<\/a>, (Eri\u015fim: 24<\/span> Eyl\u00fcl 2006).<\/span><\/p>\n

Peter F. DRUCKER, Gelecek \u0130\u00e7in Y\u00f6netim<\/em>, \u00e7ev: Fikret \u00dc\u00e7can, T\u00fcrkiye \u0130\u015f Bankas\u0131 K\u00fclt\u00fcr Yay\u0131nlar\u0131, 1993, \u0130stanbul.<\/span><\/p>\n

Tony SMITH, Lean Production: A Capitalist Utopia?<\/em>, International Institute for Research and Education, 1994, Amsterdam.<\/span><\/p>\n

\u00a0<\/span><\/p>\n


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*<\/a>E\u011fitim Sen E\u011fitim Uzman\u0131. \u00c7al\u0131\u015fma Ekonomisi Doktoru.<\/span><\/p>\n<\/div>\n

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[1]<\/a> \u201cE\u015fit i\u015fe e\u015fit \u00fccret\u201din anlam\u0131 e\u015f de\u011ferde oldu\u011fu saptanan i\u015fleri yerine getirenlere, herhangi bir ayr\u0131m yapmaks\u0131z\u0131n (cinsiyet, stat\u00fc) e\u015fit \u00fccret \u00f6denmesidir. Burada s\u00f6z konusu olan i\u015f e\u015fitli\u011fi, mutlak e\u015fitlik olmay\u0131p \u201ce\u015f de\u011ferlilik\u201dtir. Bu ilkeye g\u00f6re, hangi kurumda, yerde ve nitelikte olursa olsun; e\u011fitim, bilgi, beceri, deneyim, sorumluluk derecesi ve \u00e7al\u0131\u015fma ko\u015fullar\u0131 a\u00e7\u0131s\u0131ndan birbirine denk ya da e\u015fit de\u011ferde oldu\u011fu saptanan i\u015fleri yerine getirenlere ayn\u0131 \u00fccretin \u00f6denmesi gerekir ve bu uygulama \u201ce\u015fit i\u015fe e\u015fit \u00fccret\u201d \u015feklinde ifade edilir. <\/span><\/p>\n<\/div>\n

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[2]<\/a> Kamuda performans de\u011ferlendirmesi uygulamalar\u0131 her ne kadar \u201ca\u011f\u0131r-aksak\u201d gitse de, uygulaman\u0131n orta vadede t\u00fcm kamu kurumlar\u0131nda (okul, hastane, b\u00fcro vb) uygulanaca\u011f\u0131n\u0131n i\u015faretleri bug\u00fcnden verilmeye ba\u015flanm\u0131\u015ft\u0131r. Nitekim \u015fu anki personel sisteminin yeniden yap\u0131land\u0131r\u0131lmas\u0131nda en \u00f6nemli nokta, \u00e7al\u0131\u015fma ko\u015fullar\u0131n\u0131n i\u015fyerinde uygulanacak performans kriterlerine g\u00f6re belirlenmesidir. 2013 h\u00fck\u00fcmet program\u0131nda kamuda esnek ve performansa dayal\u0131 \u00e7al\u0131\u015fman\u0131n yayg\u0131nla\u015ft\u0131r\u0131laca\u011f\u0131n\u0131n ilan edilmi\u015f olmas\u0131 bu g\u00f6r\u00fc\u015f\u00fcm\u00fcz\u00fc do\u011frulamaktad\u0131r.<\/span><\/p>\n<\/div>\n

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[3]<\/a> T\u00fcrkiye\u2019de kamu personel y\u00f6netiminde \u00f6nemli bir yeri olan liyakat ilkesi, performans de\u011ferlendirme sistemi ile \u00e7eli\u015fti\u011fi i\u00e7in yeni personel sistemi ile ilgili \u00e7al\u0131\u015fmalarda bu temel ilkeye yer verilmemektedir. Bunun anlam\u0131, kamuda t\u0131pk\u0131 genel \u00e7al\u0131\u015fma ko\u015fullar\u0131nda oldu\u011fu gibi, g\u00f6reve ba\u015flama ve g\u00f6revde y\u00fckselmelerde de yeterlilik ve nitelikten \u00e7ok \u201cg\u00f6sterilecek performans\u0131n\u201d belirleyici hale getirilmek istenmesidir.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span><\/p>\n<\/div>\n

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[4]<\/a> \u00c7o\u011fu emek\u00e7inin kafas\u0131nda performans de\u011ferlendirmesi ile \u201c\u00e7ok \u00e7al\u0131\u015fan\u0131n daha \u00e7ok kazanaca\u011f\u0131\u201d gibi b\u00fcy\u00fck bir yan\u0131lsama vard\u0131r. Asl\u0131nda bu yan\u0131lsaman\u0131n olmas\u0131 bile y\u00fcr\u00fct\u00fclen propagandan\u0131n ne kadar ba\u015far\u0131l\u0131 oldu\u011funu g\u00f6stermektedir. Performans de\u011ferlendirmesinin temel amac\u0131 \u00e7ok \u00e7al\u0131\u015fan\u0131n daha \u00e7ok \u00fccret almas\u0131 de\u011fil, literat\u00fcrde i\u015f yo\u011funla\u015fmas\u0131 olarak bilinen a\u015f\u0131r\u0131 ve yo\u011fun \u00e7al\u0131\u015fman\u0131n getirilmesidir. Performans\u0131 d\u00fc\u015f\u00fck olan\u0131n elendi\u011fi ve s\u00fcrekli performans geli\u015fimin hedeflendi\u011fi bir sistemde \u201c\u00e7ok kazanmak\u201d tuza\u011f\u0131na d\u00fc\u015fmek, s\u00f6m\u00fcr\u00fc \u00e7ark\u0131n\u0131n di\u015flileri aras\u0131nda daha fazla ezilmekten ba\u015fka bir anlam ta\u015f\u0131mamaktad\u0131r. \u00a0<\/span><\/p>\n<\/div>\n

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[5]<\/a> Yal\u0131n \u00fcretim, yap\u0131s\u0131nda hi\u00e7bir gereksiz unsur ta\u015f\u0131mayan ve hata, maliyet, stok i\u015f\u00e7ilik, geli\u015ftirme s\u00fcreci, \u00fcretim alan\u0131, fire, m\u00fc\u015fteri memnuniyetsizli\u011fi gibi unsurlar\u0131n, en aza indirgendi\u011fi \u00fcretim sistemi olarak tan\u0131mlanmakta ve \u00f6zellikle otomotiv sanayinde yayg\u0131n olarak kullan\u0131lmaktad\u0131r.\u00a0<\/span><\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Son y\u0131llarda gerek \u00f6zel sekt\u00f6rde, gerekse kamuda giderek yayg\u0131nla\u015fan esnek \u00e7al\u0131\u015fma, g\u00fcvencesiz istihdam ve performans de\u011ferlendirme uygulamalar\u0131, emek\u00e7ileri sermaye ile ko\u015fulsuz uzla\u015fmaya ve itaate davet eden uygulamalar olarak dikkat \u00e7ekiyor. D\u00fcnya \u00e7ap\u0131nda ya\u015fanan \u00f6rneklere ve sonu\u00e7lar\u0131na bak\u0131ld\u0131\u011f\u0131nda ayn\u0131 uygulamalar\u0131n, emek\u00e7iler a\u00e7\u0131s\u0131ndan hep daha fazla s\u00f6m\u00fcr\u00fc, daha fazla bask\u0131, daha fazla i\u015fsizlik ve kendilerini savunma ara\u00e7lar\u0131ndan […]<\/p>\n","protected":false},"author":0,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[602],"tags":[],"_links":{"self":[{"href":"https:\/\/kultursanatsen.org.tr\/portal\/wp-json\/wp\/v2\/posts\/10292"}],"collection":[{"href":"https:\/\/kultursanatsen.org.tr\/portal\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/kultursanatsen.org.tr\/portal\/wp-json\/wp\/v2\/types\/post"}],"replies":[{"embeddable":true,"href":"https:\/\/kultursanatsen.org.tr\/portal\/wp-json\/wp\/v2\/comments?post=10292"}],"version-history":[{"count":0,"href":"https:\/\/kultursanatsen.org.tr\/portal\/wp-json\/wp\/v2\/posts\/10292\/revisions"}],"wp:attachment":[{"href":"https:\/\/kultursanatsen.org.tr\/portal\/wp-json\/wp\/v2\/media?parent=10292"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kultursanatsen.org.tr\/portal\/wp-json\/wp\/v2\/categories?post=10292"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kultursanatsen.org.tr\/portal\/wp-json\/wp\/v2\/tags?post=10292"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}