The modern approach to human resource management in public administration requires continuous development and adaptation to new challenges. A flexible and proactive human resource management model is crucial for public administration institutions to effectively achieve their strategic goals and respond to the needs of modern society. Although certain employee evaluation systems are already being applied in public administration, they need to be improved and adapted to changing circumstances and increasing demands. For an evaluation system to be objective and relevant, it is necessary to clearly define methods for monitoring and assessing employee performance. This involves clear and measurable criteria that enable objective performance evaluation, as well as feedback that assists employees in their professional development. The introduction of a competency framework in public administration represents a strategic step forward in the modernization of human resource management. This framework not only allows for systematic evaluation of employee performance but also contributes to greater transparency in recruitment processes, performance assessment, and workforce policy planning. The aim of this work is to analyze key behavioral competency indicators that have the greatest impact on employee work performance, with a focus on the possibility of developing a prototype expert system for evaluating behavioral competencies. Using the Doctus Knowledge-Based system, the significance of individual attributes of behavioral competencies will be analyzed, providing concrete recommendations for improving the evaluation process in public administration.