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Spas For Job Group J & Above

The document outlines the revised Performance Appraisal Tool for the County Government of Kajiado, applicable to staff in Job Groups J to Q. It details the process for setting performance targets, evaluating performance, and submitting reports to the relevant authorities, including a rating scale for performance achievement. Additionally, it includes sections for individual performance targets, training needs, mid-year reviews, and recommendations for rewards or sanctions.

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Lekakeny Ole Nkuri
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29 views7 pages

Spas For Job Group J & Above

The document outlines the revised Performance Appraisal Tool for the County Government of Kajiado, applicable to staff in Job Groups J to Q. It details the process for setting performance targets, evaluating performance, and submitting reports to the relevant authorities, including a rating scale for performance achievement. Additionally, it includes sections for individual performance targets, training needs, mid-year reviews, and recommendations for rewards or sanctions.

Uploaded by

Lekakeny Ole Nkuri
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 7

REVISED PMS FORM 2023

COUNTY GOVERNMENT OF KAJIADO

PERFORMANCE APPRAISAL TOOL


(JOB GROUPS J TO Q)
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 Groups’’ 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 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 Departments / Performance Management Committee
(PMS Champions).
7. The Performance Management Committee (Champions) Report shall be submitted to the
Public Service Board at the end of the appraisal period.
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 targets.

Achievement Of Rating Scale


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

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
DHRMAC / CHRMAC as provided in the SPAS guidelines.

Performance Management Policy (Revised 2023)


Page 2 - 7
STAFF PERFORMANCE APPRAISAL REPORT
Performance Appraisal Period:
From ........................................................

To ................................. ………………...

Section 1: Employment Details

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

Surname ................................................... First Name ...............................Other

Names..............................................

(ii) Designationion............................................Terms of Service.................................

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

(iii) Department ......................................................................................................

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

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

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

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

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

Performance Management Policy (Revised 2023)


Page 3 - 7
Section 2(a): Individual Performance Targets derived from the Departmental /
Directorate / Section / Unit / Individual Work Plan
Agreed Achieved Performance
Performance Performance results in line Appraisal Score (See
Targets / Indicators with the Rating Scale)
Specific Tasks performance
Assignment indicator
(To be completed by the Appraisee in (To be completed by the
consultation with the Supervisor at the Supervisor in consultation
beginning of the appraisal period) with the Appraisee at the
end of the appraisal
period)
1

Performance Management Policy (Revised 2023)


Page 4 - 7
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

Appraisee Identified Competency need Supervisor comments

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)

Performance Management Policy (Revised 2023)


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Section 3: Mid-Year Review

Agreed Performance Targets Targets Remarks


Performance changed (Indicate
Indicators or added Level of
Achievement)
1

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

Signature ................................. Date .................................................

Section 4: Comments and additional assignments a) Appraisee’s comments on performance including

any mitigating factors…………………………………………........................................................

b) Additional assignments

i) ………………………………………………………………… ..........................................

ii) …………………………………………………………………...........................................

iii) ……………………………………………………………………………………..

iv) ………………………………………………………………. ...................

Performance Management Policy (Revised 2023)


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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

appraisee 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 Ccounty Secretary by the County

Performance Management Committee:

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

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

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

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

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

Signed:

v) Chairperson: Name ............................................................ ... ..................................

vi) Signature .............................. ... ......................................... Date: ............................

vii) Secretary: Name ............................................................ ..........................................

viii) Signature .............................. ... .................................................... Date: ..................

Chief Officer: Approved/ Not Approved …………………………………………………

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

Signature ..................................Date: ............................................. & Stamp

Secretary/CEO CPSB Comments:

………………………………………………………………………………………………

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

Signature ..................................Date: ............................................ & Stamp

Performance Management Policy (Revised 2023)


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