NATIONAL POLICE SERVICE COMMISSION

Staff Performance Appraisal Form (A)

(For Member! of Inspectorate and above in the National Police Service)

(2017)
 PREAMBLE

1. The overall objective of the Performance Appraisal System (PAS) is to manage and improve
performance of the National Police Service enabling higher level of staff participation and
involvement in planning, delivery and evaluation of work performance.
2. The PAS is a component of performance management system in the Public Service and integrates
work planning, target setting, performance reporting and feedback.
3. This appraisal form will be completed by Members of Inspectorate and above in the National Police
Service..
4. The Appraisee and the Supervisor should read the SPAS guidelines prior to embarking on the
actual appraisal.
5. The Appraisee and the supervisor will set Specific Measurable Achievable Realistic Time-
bound(SMART) targets aligned to the Service/ Directorate/County/Sub-county/Section/ Unit _._,
objectives as indicated in the annual work plan
6. The supervisor and appraise shall discuss and agree on the performance evaluation and rating
at the end of the appraisal period.
7. The form to be filled in triplicate and distributed after the evaluation as follows:
Original to the respective Service headquarters
Duplicate to the appraisee personal file at the County/Sub-County/unit headquarters
Triplicate to be retained by the appraisee
8. Rating Scales The following rating shall be used to indicate the level of performance by an
Appraisee
Achievement of Performance _ t. . .
Target, If?"119 $<"IC
Achievement higher than 100% of the agreed
Excellent 1O1%+
performance targets.
Achievement up to 1OO% of the Very
100%
Agreed performance targets. Good
Achievement between 80% and
99% of the agreed performance targets. Good 80%-99%

Achievement between 60% and

79% of the agreed performance targets. Fair 6O%-79%

Achievement up to 59% of the agreed 59%and

Poor Below
performance targets.
9. Performance rating scores shall be based on verifiable evidence.
10. Where the Appraisee is no satisfied with the SPAS evaluation, he/she may appeal to the NPS
Performance Management Committee as provided in the SPAS guidelines.
Performance Appraisal Periods

From •••••••••••••••••••••••••••••••••••••• TOt •••••••••••••••••••••••••••••••••••••••••••••••••

lection It Appraitee particular**!

Service No Payroll No Rank

Surname Other Names
Date of Birth Date of enlistment
Terms of Service Designation
Job Group w.e.f
Highest Academic qualification
Honours/Awards/Commendations „
County/Unit/Directorate/Formation
Sub-County- Station/Ward

Supervisor* Particular*!*

Name Service No Payroll No.

Rant? Designation

Section 2(a)t Litt the Strategic objective* of the Service/Directorate/

Unit/Formation/County/Sub-County/Section

a)
b)
d)
e)
 lection 2(b) Lilt of specific dutiei/reiponiibilitiei of appraiseet

a),

b).
c)..

d).,
e)..

lection 2(c) Individual performance target}

00 (b) (c) (d)

Agreed performance Targets Performance Achieved Performance
Indicator(s) results on Appraisal
line with the score (see
performance rating sc )
indicators
(To be completed by the Appraisee in consultation with the Supervisor at the (To be completed by the
beginning of the appraisal period - latest 31st of July) Supervisor in consultation with
the Appraisee at the end of the
appraisal period)

—x

Total appraisal score on performance targets

Mean appraisal score (%)

 lection 2 (d) Appraitee't commitment) to achieve the agreed performance
targetn
Name of Appraisee
Signature Date
Immediate Supervisor's Name Signature Date
(To be signed at the beginning of the appraisal period)

Section 3 Staff Training and Development Need*.

(a): Courses/Workshops/seminars attended in the last three years

Section 3(b) Appraiteet training and development need) in order of priority at

identified by the Appraitee and Supervitor bated on performance gapt
(A) (B) (Q 1P>
Appraitee't training and Duration Expected Comment* on ttaff
development need* (To be of cott training and
completed by the appraitee at training development
agreed with the tupervitor at the including undertaben over the
beginning of the appraital on job appraital period (To be
period) training completed at the end of
reporting period
Comments Comments
by by
appraisee supervisor
 Section 4 (a) Mid -Year tlaff Performance review

This section will be completed by the supervisor after discussion with the appraisee (comments
on the appraisee performance, including achievement, milestones and any constraints
experienced over the first half of the reporting period)
Agreed performance target Performance
indicator(t) Targett Remarkt
changed (indicate
or added level of
achievement!

lection 4(b) Targets varied Mid-Years

Target) changed or added at agreed Performance To be completed by the *upervi*or

during mid year performance review indicator}/ at the end of the appraital period
proof of Results achieved Performance
performance by the
(To be supervisor
completed (See rating
by appraite scale)
during Mid
Year review)

Immediate Supervisor's Name

Signature Date.,
 Section 5i Disciplinary Record (During the reporting period)

Nature of Offence Date*

a)
b)
c)
d)
e)
0
Warning letter*

Itiuing Authority Date*

a)
b)

lection 6 Immediate fupervitor'* general comment* on performance of the

Apprai**eet

(a). Principal Strengths Observed during the Appraisal Period:

i.
ii.
iii •.

(b). Areas noted (during the Appraisal Period) that require improvement;
i.
ii.
(The Appraisee should be informed of his/her principal strengths and areas noted for
improvements)
Immediate Supervisor Name
Date: Signature
Appraissee Name
Date Signature
Section 7t Remarks by Senior Supervisor (Refer to guidelines)

Name: Rank
Designation Signature Date.

Section 8s Recommendation of rewards or sanctions to the National

Police Service Commission by the National Police Service Performance
Management Committees
i) Reward type (See the Guidelines)
ii) Sanction (See the Guidelines)
iii) Minute No Meeting held on

Signed s

Chairpersons

Name Signature Date:,

Secretary:
Name Signature Date:

Authorized Officers Approved/ Not approved:,

Name:
Signature Date:
 General Guideline!

1. This form replaces any other Staff Performance Appraisal system form and covers members of
Inspectorate and above.
2. The purpose of the Staff Appraisal System is to;
i. Align individual officer's performance targets with the NPS strategic objectives
ii. Promote interactions amongst members of the Service,
iii. Creates platform on which an officer's performance can be monitored and evaluated
iv. Align operational performance targets with budgetary provisions
v. Identify training and development needs of staff
vi. Provide timely information for decision making
vii. Enhance Service delivery
3. The Appraisee should be supplied with a copy of SPAS form at the beginning of the appraisal
period. The immediate supervisor and the Appraisee should then consult on the objectives from
which performance targets will be derived
4. The reporting officer will be required to have worked with the Appraisee for at least six months in
order to assess him or her.
5. This form has eight (8 ) Sections and will be completed as indicated below;
a) Section 1 covers personal particulars and will be completed by the Appraisee at the
beginning of the appraisal period i.e. between 1st - 31st July.
b) Section 2 has three (3) parts and shall be completed as follows:
i. Sub-Section (a) on list of objectives and sub-section (b) on list of specific duties/
responsibilities shall be filled by the appraissee at the beginning of the appraisal period
ii. Sub-section (c) has four (4) columns A-D to be filled as follows; columns A and B shall be
filled by the appraissee in consultation with the immediate supervisor at the beginning of
the appraisal period. Columns C and D be completed by the supervisor in consultation with
the appraissee at the end of the appraisal period.
(c) lection 3 covers Staff training and development needs and has two (2) sub-sections (a) and

(b) shall be completed as follows;

i. Sub-section (a) on courses/seminars/workshops and shall be completed by the appraissee at
the beginning of the appraisal period.
ii. Sub-section (b) has five (5) columns A to E and shall be completed as follows: columns A to
C shall be filled by the appraissee in consultation with the immediate supervisor at the
beginning of the appraisal period
d. Section 4s has two (2) Sub-Sections A and B to be filled as follows;

Mid- Year Review

(i) The main purpose of the Mid- Vear Review is to accord both the Supervisor and
Appraisee the opportunity to jointly review the progress made by the Appraisee in
accomplishing the performance targets agreed on at the beginning of the appraisal
period.

(ii) Targets varied mid-year shall be discussed between the Supervisor and Appraisee
and recorded in the respective sections of the appraisal report.

(iii) The review which should be in form of discussions should be focused on what has
been achieved; any constraints experienced and whether there is need to vary '
initial performance targets in order to accommodate any un foreseen circumstances.

(iw) Any changes, additions or removal of performance targets should however, only be
made in the event that there have been significant changes in the nature of
functions carried out by the Appraisee, and which may necessitate revision of
performance targets.

(w) In the event that the supervisor or Appraisee leaves the institution /department,
he/she will be required to appraise or be appraised as the case may be on pro-rata
basis..

e. Section 5 on disciplinary record to be completed by the immediate supervisor

Section 6 on immediate supervisor's general comments on performance shall be completed

by the supervisor based on the performance of the appraissee at the end of the appraisal
period.
(f) Section 7 on remarks by the senior supervisor shall be completed by the commanding

officer of the immediate supervisor of the appraissee.

(g) Section 8 on recommendation of rewards and sanctions shall be completed by the NPS
performance management committee based on performance evaluation reports from the
Services.

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