STAFF PERFORMANCE APPRAISAL REPORT
(For officers on Job Group ‘H’ and below in Public Service)
PREAMBLE
1. The Staff Performance Appraisal System (SPAS) is a component of Performance Management System in the Public Service integrating employee participation through work planning, target setting and execution, evaluation, feedback and reporting.
2. This appraisal form will be completed by officers in Job Group ‘H’ and below and equivalent grades in the public service.
3. The Appraisee and the Supervisor should read the SPAS guidelines prior to embarking on the actual appraisal.
4. The Appraisee and the supervisor will agree on the specific tasks/responsibilities to be performed, which should be aligned to the departmental objectives.
5. The supervisor and appraisee shall discuss and agree on the performance evaluation and rating at the end of the appraisal period.
6. The completed SPAS report shall be submitted to the Head of HRM at the end of the appraisal period for deliberation by the County Human Resource Advisory Committee (CHRAC).
7. Rating Scale: The following rating shall be used to indicate the level of performance by an Appraisee.
| Achievement of Performance Targets | Rating Scale | |
|---|---|---|
| Achievement higher than 100% of the agreed performance target. | Excellent | 101% + |
| Achievement up to 100% of the agreed performance targets. | Very Good | 100% |
| Achievement between 80% and 99% of the agreed performance targets. | Good | 80% – 99% |
| Achievement between 60% and 79% of the targets agreed performance. | Fair | 60% – 79% |
| Achievement up to 59% of the agreed performance targets. | Poor | 59% and Below |
8. Where the Appraisee is not satisfied with the SPAS evaluation, he/she may appeal to the County Human Resource Advisory Committee (CHRAC) for review.