The study aims to clarify the legal organization of performance reports and their role in evaluating job performance, in Iraqi legislation. The problem of the study lies in the lack of real legislative guarantees in the civil service system that guarantee the neutrality of job performance reports and the legal effects resulting from them. The study showed a number of results and recommendations, the most important of which is passing The stages of evaluating an employee's performance are in two stages: the first stage, which is before tenure and the post-tenancy stage, based on which the general employee is evaluated.
Through this evaluation, management can measure the actual performance of employees, reveal strengths and weaknesses, identify deficiencies, and identify their defects and problems. Thus, job performance is a reliable basis for many job aspects, especially when promoting promotion or an annual increase or bonus.
We find that this system would achieve goals that are in the interest of both the employee and the administration. It guarantees the distinguished employee a reward either through promotion or through other incentives. It also benefits the administration by achieving the goal for which it was set by ensuring the functioning of the public facility. Regularly and regularly.