Form B - demoform

STAFF PERFORMANCE APPRAISAL REPORT

(For officers on Job Group ‘J’ and above 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 report will be completed by officers in Job Group ‘J’ and above and equivalent grades in the public service. Officers in Job Groups ‘H and below will complete a separate appraisal report.
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 set Specific, Measurable, Achievable, Realistic and Time-bound (SMART) targets aligned to the Departmental / Directorate / Section / Unit objectives as indicated in the annual work plan.
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. The County Human Resource Advisory Committee (CHRAC) report shall be submitted to the County Public Service Board at the end of the appraisal period.
8. 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

9. Performance rating scores shall be based on verifiable evidence.
10. Where the Appraisee is not satisfied with the SPAS evaluation, he/she may appeal to the CHRAC for review.

Appraisal JG J Plus

Performance Appraisal Period:

From:

Section 1: Employee Details

First Name

Middle Name

Surname

Personal Number

Designation

Job Group/Salary (Pay) Scale

Department

Section/Unit

Directorate

Duty Station

Supervisor's Name

Supervisor's Designation

Section 2(a): Individual Performance Targets derived from the Departmental / Section / Unit / Supervisor’s Work Plan. NB: Agreed Performance Targets & Performance Indicators Columns (To be completed by the Appraisee in consultation with the Supervisor at the beginning of the appraisal period). Achieved Results and Performance Appraisal Score Columns (To be completed by the Supervisor in consultation with the Appraisee at the end of the appraisal period)

Agreed Performance Targets 1

Performance Indicator(s) 1

Achieved results in line with the performance indicator 1

Performance Appraisal Score 1 (See Rating Scale)

Agreed Performance Targets 2

Performance Indicator(s) 2

Achieved results in line with the performance indicator 2

Performance Appraisal Score 2 (See Rating Scale)

Agreed Performance Targets 3

Performance Indicator(s) 3

Achieved results in line with the performance indicator 3

Performance Appraisal Score 3 (See Rating Scale)

Agreed Performance Targets 4

Performance Indicator(s) 4

Achieved results in line with the performance indicator 4

Performance Appraisal Score 4 (See Rating Scale)

Agreed Performance Targets 5

Performance Indicator(s) 5

Achieved results in line with the performance indicator 5

Performance Appraisal Score 5 (See Rating Scale)

Agreed Performance Targets 6

Performance Indicator(s) 6

Achieved results in line with the performance indicator 6

Performance Appraisal Score 6 (See Rating Scale)

Agreed Performance Targets 7

Performance Indicator(s) 7

Achieved results in line with the performance indicator 7

Performance Appraisal Score 7 (See Rating Scale)

Total appraisal score on performance targets

Mean appraisal score (%)

Section 2(b): Staff Training and Development Needs

Appraisee’s training and development needs in order of priority as identified by the appraisee and supervisor based on performance gaps.

Section 2(c): To be signed at the beginning of the appraisal period

Appraisee and management commitment to achieve the agreed performance targets.

Appraisee’ Name/Signature

Date / Time

Immediate Supervisor’s Name/Signature

Date / Time

Section 3: Mid-Year Review

Agreed Performance Targets 1

Agreed Performance Targets 2

Agreed Performance Targets 3

Performance Indicator(s) 1

Performance Indicator(s) 2

Performance Indicator(s) 3

Targets 1 changed or added

Targets 2 changed or added

Targets 3 changed or added

Remarks (Indicate Level of Achievement) Target 1

Remarks (Indicate Level of Achievement) Target 2

Remarks (Indicate Level of Achievement) Target 3

Supervisor’s Name/Signature

Date

Section 4: Appraisee’s comments and additional assignments

a) Appraisee’s comments on performance including any mitigating factors.

b) Additional assignment(s)

Section 5: Supervisor’s comments

Supervisor’s comments on appraisee’s performance at the end of the year including any factors that hindered performance (Please indicate if the appraissee requires to be put on a performance improvement plan/programme. If so, indicate the type.

Supervisor’s Name/Signature

Date