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Appraisal Form h and Below

The Staff Performance Appraisal Report outlines the performance management system for employees in Job Group 'H' and below within the County Government of Siaya. It includes guidelines for completing the appraisal, a rating scale for performance evaluation, and sections for recording performance targets, training needs, and recommendations for rewards or sanctions. The report aims to enhance service delivery by assessing employee performance and identifying development needs.

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214 views5 pages

Appraisal Form h and Below

The Staff Performance Appraisal Report outlines the performance management system for employees in Job Group 'H' and below within the County Government of Siaya. It includes guidelines for completing the appraisal, a rating scale for performance evaluation, and sections for recording performance targets, training needs, and recommendations for rewards or sanctions. The report aims to enhance service delivery by assessing employee performance and identifying development needs.

Uploaded by

arumoluo
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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SC GP247B

REPUBLIC OF KENYA

COUNTY GOVERNMENT OF SIAYA

COUNTY PUBLIC SERVICE BOARD

STAFF PERFORMANCE APPRAISAL


REPORT
(For officers on Job Group ‘H’ and below in the County Public Service)

2016
SC GP247B

PREAMBLE
1. The overall objective of the Staff Performance Appraisal System (SPAS) is to manage performance of
employees
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 completed SPAS report shall be submitted to the Head of HRM at the end of the appraisal period for
deliberation by the Departmental Performance Management Committee.
5. 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


Excellent 101% +
performance targets.
Achievement up to 100% of the agreed performance
Very Good 100%
targets.
Achievement between 80% and 99% of the agreed
Good 80% - 99%
performance targets.
Achievement between 60% and 79% of the agreed
Fair 60% - 79%
performance targets.
Achievement between 0% and 59% of the agreed
Poor 59% and Below
performance targets.

6. Where the Appraisee is not satisfied with the SPAS evaluation, he/she may appeal to the Department of
Performance Management Committee as provided in the Staff Performance Appraissal Systems
guidelines.
SC GP247B

STAFF PERFORMANCE APPRAISAL REPORT

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

Section 1: Employment Details

i) Personal No …….……………………....................................

Surname ………………… First Name………………..………..... Other Names……….…………......…

ii) Designation ………………………………… Job Group / Salary Scale / Pay Grade ……..….. ……

iii) Terms of Service………………………….. (Permanent/ Contract)

iv) County Department…………………………………….………………………………….

Directorate/Department/Division………………………...……...… Section/Unit……………...

Duty Station ……………………………………………………………………………………

Section 2: Agreed Performance Targets /Specific Tasks Assignment

S/No. Agreed Performance Targets / Expected Per- Mid-Year Performance


Specific Tasks Assignment formance Indi- Review Appraisal
cators (Remarks) Score
(See Rating
Scale)

1.

2.

3.

4.

5.

Total appraisal score on performance targets

Mean appraisal score (%)

Name of Appraisee ………………………………………………………..………………...……

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

Supervisor’s Name ………………………………………………………………...………...……

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


(Immediate Supervisor)

Remarks if any on Appraisee performance

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

3
SC GP247B

Section 3: 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 4: Recommendation of rewards or sanctions or other intervention(s) to the Chief officer by the
Departmental Performance Management Committee:

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

ii) ii) Sanction (Warning, Separation, etc): …………………….…............................................

iii) iii) Other interventions (Counseling, Training and Development, etc) …………………......

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

County Public Service Board: Approved / Not Approved

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

Name: .....................................................................................................................................................

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

Contacts
The Secretary/Chief Executive Officer
County Public Service Board
P.O. Box 390,40601
Bondo, Kenya.
1st Floor, Bondo Ardhi House
Telephone: +254 739111117; +254 710383877

Website:www.cpsb.siaya.go.ke
Email: info@siaya.go.ke

Mission
To provide quality and cost effective service delivery in partnership with stakeholders in Siaya
County.

Vision
Commitment to excellent public service delivery in Siaya County
SC GP247B

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