Risalat al-huquq Journal

The process of evaluating the job performance of the public employee aims to control the adequacy of his job performance and indicate what has been achieved by him - and at the same time aims to find out whether there is a deficiency in the employee's job performance or not and reveal the employee's real capabilities, which helps him to determine his training needs, or his entitlement to encouragement if proven competent, and even this may be a basis for promotion or promotion or a reason and a factor leading to it, due to the promotion system followed in the administrative organization.

The implied responsibility of the employee is established in accordance with the provisions of the Inclusion Law No. (31) of 2015, with the verification of its three pillars of error, damage, and a causal relationship between them, as the damage that befell public money is the employee responsible for when it is due to a personal mistake or as a result of a causal relationship between his act And another act that resulted in damage to public money, and in order for the administrative authority’s decision to include the employee to be in accordance with the law, the administration had to follow the procedures for including the public employee, whether those procedures were prior to issuing the inclusion decision, or were subsequent to it, in terms of estimating the amount of inclusion and how Collecting it, whether in Iraq or in the comparative countries, so that the decision of the administrative authority regarding inclusion is immune from appeal before the Court of Administrative Judiciary