Staff Performance Appraisal

Report
(For officers on Job Group ‘J’ and above in the Public Service)

Revised 2016
© 2016 PUBLIC SERVICE COMMISSION
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 Time-bound (SMART) targets aligned to the
Ministerial / Departmental / Directorate / Division / 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
Ministries, Departments and Agencies (MDAs) Performance
Management Committee.
7. The MDAs Performance Management Committee Report shall be
submitted to the Public Service Commission 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
Rating Scale
Targets
Achievement higher than 100% of
Excellent 101% +
the agreed performance targets.
Achievement up to 100% of the Very
100%
agreed performance targets. Good
Achievement between 80% and
99% of the agreed performance Good 80% - 99%
targets.
Achievement between 60% and
79% of the agreed performance Fair 60% - 79%
targets.
Achievement up to 59% of the 59% and
Poor
agreed performance targets. 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 MPMC / CHRAC as provided in the
SPAS guidelines.

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 STAFF PERFORMANCE APPRAISAL REPORT

Performance Appraisal Period: From ......................... To .................................

Section 1: Employment Details

(i) Personal No ............................. Surname ...................................................

First Name ............................... Other Names ..............................................

(ii) Designation ............................. Terms of Service .......................................

Job Group / Salary Scale / Pay Grade. ........................................................

(iii) Ministry / State Department ........................................................................

Directorate / Department / Division .............................................................

Section / Unit ................................................................................................

Duty Station ................................................................................................

(iv) Supervisor’s Name ......................................................................................

Designation .................................................................................................

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Section 2(a): Individual Performance Targets derived from the
Departmental / Directorate / Division / Section / Unit / Supervisor’s Work
Plan

(A) (B) (C) (D)

Agreed Performance Performance Achieved Performance
Targets Indicator(s) results in line Appraisal Score
with the (See Rating
performance Scale)
indicator
(To be completed by the
(To be completed by the Appraisee in Supervisor in consultation
consultation with the Supervisor at the with the Appraisee at the
beginning of the appraisal period) end of the appraisal
period)

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3

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5

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
……………………………………………………………………………………

……………………………………………………………………………………

……………………………………………………………………………………
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Section 2(c): To be signed at the beginning of the appraisal period
Appraisee and management commitment to achieve the agreed performance
targets.
Name of Appraisee …………………………………………….………… .............
Signature …………………………… Date ……………………………….............
Supervisor’s Name …………………………………………….………… ..............
Signature …………………………… Date ……………………………….............
(Immediate Supervisor)
Section 3: Mid-Year Review
Remarks
Agreed Performance Targets Performance Targets changed (Indicate
Indicator(s) or added Level of
Achievement)

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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 assignments
i) ………………………………………………………………… ....................
ii) …………………………………………………………………. ...................
iii) …………………………………………………………………. ...................
iv) …………………………………………………………………. ...................

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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 ……………………………….............

Section 6: Recommendation of rewards or sanctions to the Cabinet Secretary by

the Ministerial Performance Management Committee:

i) Reward type (Bonus, Commendation letter etc) ............................................

ii) Other interventions (Counseling, Training and Development, etc)

……………………………………………………………………… ............

iii) Sanction (Warning, Separation, etc.) ...................................................... .......

iv) Minute No…………………………Meeting held on ………………… ........

Signed:

Chairperson: Name ............................................................ ... ..................................

Signature .............................. ... ......................................... Date: ................….........

Secretary: Name ............................................................ ... .......................................

Signature .............................. ... .................................................... Date: ..................

Authorized Officer: Approved / Not Approved

……………………………………………………………………………………

Name ...............................................................................

Signature ..................................Date: .............................................

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