Contract Scales C & D

PERFORMANCE MANGEMENT AND DEVELOPMENT: BANDS C AND D
PERFORMANCE AND DEVELOPMENT PLAN AND REVIEW DOCUMENT

General Guidance
1. The purpose of this instrument is to objectively assess the officer’s performance on the agreed objectives for a given year. The accurate assessment will
provide vital information for management decision-making. More specifically the assessment will influence decisions regarding: a) the officer’s
performance rating; b) awarding of reward; c) specific training and development needs of the officer to improve performance and productivity; and d)
the suitability of the officer for appointment to permanent service or potential advancement to higher grade.
2. For the assessment to be objective it is essential that the reporting officer (a) thoroughly understands the contents of the job the employee is holding
(job description) and the requirements for the job (job specification), (b) properly knows the officer being appraised (performance abilities) through work
supervision of at least three months and (c) refers to notes from the checkpoints meetings.
3. The appraisal is for the total reporting period and should reflect the strengths and weaknesses and what hindered or enabled delivery during the period.
PART A: EMPLOYEE INFORMATION
Name of Employee (surname first): Performance Plan Period:
From: To:
Day Month Year Day Month Year
Personal Payroll No: Ministry:
Position Title: Department/Division/Unit:
Date of appointment to position: Name of Supervisor:

Supervisor’s Position:
Duty Station:
Employee Signature: Supervisor’s Signature:
Date: Date:
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PART B: PERFORMANCE OBJECTIVES
The purpose of this section is to record the employee’s performance objectives for the year. The highlighted portion is completed at the planning stage and the rest is
completed at the review stage.
*Performance results shall be accompanied by a detailed performance report for each review period highlighting objectives, measures, initiatives, achievements, challenges
and interventions
Item Performance Objectives Output Measure Target Actual Remarks

No Result SCORE (%)
Appraisee Supervisor
1
4 .
Rating Score
Note: The performance rating to be obtained by multiplying the average performance rating by 0.8 to get the final performance rating
2
PART C: BEHAVIOURAL ATTRIBUTES
Note: Please enter your rating under the appropriate rating level. The assessment will help establish any areas where some training or
development is necessary. The employee should be rated only in areas which are relevant to his or her job.
RATING (Intensity)
ITEM Attribute
Time Management 1 2 3 4 5
1 - Punctuality
Unsatisfactory Fair Good Very Good Outstanding
- Meets
Graduated Percentage (%) Graduated Percentage (%) Graduated Percentage (%) Graduated Percentage (%) Graduated Percentage (%)
deadlines/completes task
5 10 15 24 25 30 35 44 45 50 55 64 65 70 75 84 85 90 95 100
on time
- Ability to schedule
activities
Comment on Time Management.
3
Creativity and Innovation 1 2 3 4 5
2 - Develops fresh ideas
that provide solutions to
workplace challenges
5 10 15 24 25 30 35 44 45 50 55 64 65 70 75 84 85 90 95 100
- Brings about changes in
processes to reduce
variance
- Identify opportunities for
improvements
Comment on Creativity and
Innovation.
Teamwork 1 2 3 4 5
3 - Ability to perform group
tasks
- Ability to share
5 10 15 24 25 30 35 44 45 50 55 64 65 70 75 84 85 90 95 100
information with others
- Helps teammates who
need or ask for support or
assistance
Comment on Teamwork
4
PART C: BEHAVIOURAL ATTRIBUTES – Continued.
4 Work Ethics 1 2 3 4 5
- Integrity
- Appearance
- Botho
5 10 15 24 25 30 35 44 45 50 55 64 65 70 75 84 85 90 95 100
Comment on Work Ethics
Customer Focus 1 2 3 4 5
5 - Timely address customer
concerns and needs
- Makes follow up with
5 10 15 24 25 30 35 44 45 50 55 64 65 70 75 84 85 90 95 100
customers to make sure
they are satisfied
Goes an extra mile for
customers
Comment on Customer Focus.
Effective Communication 1 2 3 4 5
6 - Gives the right
information at the right
time.
5 10 15 24 25 30 35 44 45 50 55 64 65 70 75 84 85 90 95 100
- Listens to views of
others
- Ability to engage others
Demonstrate fairness
Comment on Effective
Communication.
5
PART C: BEHAVIOURAL ATTRIBUTES – Continued.
Supervisory Skills 1 2 3 4 5
7 - Guide employee to
achieve results
- Ability to allocate work
5 10 15 24 25 30 35 44 45 50 55 64 65 70 75 84 85 90 95 100
and provide support to
employee
- Demonstrate fairness
Comment on Supervisory
Skills.
Managerial Performance 1 2 3 4 5
8 - Ability to plan, organise
and direct
activities/resource
5 10 15 24 25 30 35 44 45 50 55 64 65 70 75 84 85 90 95 100
effectively
- Implements plans,
prioritises work and
rational allocation of
resources
Ability to anticipate and
understand the problem
and engaging in
appropriate ways of
solving it
Comment on Managerial
Performance.
Note: The overall rating for behavioral attributes to be obtained by multiplying the average result by 0.2 to get the final rating.
6
PART D: PERSONAL DEVELOPMENT GOALS
This part MUST address competency gaps identified during assessment and previous performance. This must be discussed and agreed by both
employee and supervisor during planning and assessed together with PART B and C of this contract.
Performance Gap Agreed Action Time frame *Results
*Development needs identified during coaching should also be reported here
7
PART E: PERFORMANCE REVIEW RATING SUMMARY
Item for Assessment Mid-Year Remarks Year End Remarks Year End Score
Part B: Performance Objectives
Part D: Behavioral Attributes
Summary of key achievements, challenges

and efforts during the performance period
Total
Comments:
Employee comments: Supervisor comments:
Signature: ………………………………………………………. Signature: ……………………………………………………….
Date: ………………………………………………………….. Date: …………………………………………………………..

Authorised Official’s signature (indirect Supervisor): Comments:
* required only for final appraisal session * required only for final appraisal session
Date:
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PART F: SUMMARY AND RECOMMENDATION
PERFORMANCE RATING – ONLY APPLICABLE FOR YEAR END APPRAISAL

Level 5 Outstanding Results meet and exceeds all targets. Employee is an exceptional performer and consistently meets all performance targets. The
employee
occasionally makes significant contributions beyond agreed targets or responsibilities and requires very little supervision.
Level 4 Very Good Results meet most targets. Employee consistently meets most targets, and is a competent performer and requires very little supervision.
Level 3 Good Results are above average targets. Employee exhibits reasonable level of competence and requires occasional support.
Level 2 Fair Results meet at least half (average) of the targets. Employee requires continuous general support to improve performance within
designated period.
Level 1 Unsatisfactory Results are below average. The employee displays unacceptable performance and needs focused support to improve performance within
a designated period. The employee will be denied increment.
Unable to rate The employee cannot be rated due to extenuating circumstances beyond control (e.g.) employee is on study/sick leave/interdiction) or
has less than three months service.
FINAL RATING FOR THE YEAR

Note: the final rating for the year is the sum of the total annual scores for the performance and the personal attributes
9
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Contract Scales C & D

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PERFORMANCE MANGEMENT AND DEVELOPMENT: BANDS C AND D

PERFORMANCE AND DEVELOPMENT PLAN AND REVIEW DOCUMENT

PART A: EMPLOYEE INFORMATION

Name of Employee (surname first): Performance Plan Period:

Day Month Year Day Month Year

Personal Payroll No: Ministry:

Position Title: Department/Division/Unit:

Date of appointment to position: Name of Supervisor:

Employee Signature: Supervisor’s Signature:

Item Performance Objectives Output Measure Target Actual Remarks

Comment on Work Ethics

*Development needs identified during coaching should also be reported here

Part D: Behavioral Attributes

Summary of key achievements, challenges

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

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

PERFORMANCE RATING – ONLY APPLICABLE FOR YEAR END APPRAISAL

FINAL RATING FOR THE YEAR

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