GOVERNMENT OF THE COMMONWEALTH OF DOMINICA

EMPLOYEE ASSESSMENT AND DEVELOPMENT REVIEW

(GENERAL SERVICE)
The Employee Assessment and Development Review (EADR) will relate individual performance to
Government and organisational goals, encourage and appraise the development of competence and
training requirements, identify suitable candidates for promotion to higher levels within the
organisation, provide an opportunity for improved dialogue between employees, supervisors and
managers, foster fair and open appraisal and enhance the resolution of performance problems and
the recognition of good performance. Continuous review and assessment with Progress Meetings
and Reports are an integral part of the system.

The Annual Review process should be completed within one month of the end of the relevant review
period. Supervisors are required to conduct a minimum of two (2) Progress Meetings and a Mid-
term Review in support of the Annual Review.

Supervisors are required to discuss KRAs, Objectives and Required Behaviours during the
development of the Work Plan and to assign weights in accordance with the agreed distribution of
80% for KRAs and 20% for Required Behaviours. At the Annual Review meetings, Supervisors will
discuss actual performance and demonstrated behaviour against targets and will rate the officer
accordingly using the scale below .See Guidelines Section 16.

RATING SCALE

CODE DESCRIPTION POINTS OVERALL

ASSIGNED SCORE
O Outstanding 120 >114

EE Exceeds Expectations 110 105 – 114

ME Meets Expectations 100 95 – 104

ND Needs Development 90 85 – 94

U Unacceptable 80 <85

eriod of Review From 01/07/2022 To 30/06/2023

In line with annual
planning cycle
Name and Code #

Title of Post: Medical Officer

Ministry/Department: Health

Division/Unit: Dominica China Friendship Hospital

Status of Post (Established/Non-Established):

Job Holder Status (Permanent/Temporary/Acting/Contract):

Date Appointed to Present Post: ________________________________________

Immediate Supervisor:

Hospital Medical Director

Next Level Manager:

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 ANNUAL REVIEW OF RESULTS VS OBJECTIVES

KEY RESULT AREAS AND SMART OBJECTIVES WEIGHT ADDITIONAL SKILLS/RESOURCES ACTUAL RESULTS ACHIEVED RATE SCORE
Drawn from position description and unit objectives. Ensure that (1) REQUIRED (2) (1*2)
the objectives are Specific, Measurable, Attainable, Realistic, and % Identify what new skills are needed to help employee
Time bound meet objectives?
KRA# 1 AND RELATED OBJECTIVES: PATIENT CARE 65%

1. Timely arrival at relevant location/site in response to 8%

summons for acute admissions and emergencies on receipt
of telephone call, page or other notification.

2. Complete interview and examination of patients with 8%

100% accuracy at all times and in accordance with
established procedures and standards.

3. Carries out surgical procedures in keeping with accepted 8%

surgical standards/protocol.

4. Carries out medical procedures (emergency and otherwise) 8%

in keeping with standard best practices

5. Complete forms or notation in case files for ordering of lab 5%

tests, x-rays and other diagnostic procedures immediately
upon completion of examination as required with 100%
accuracy.

6. Analyse reports and test findings when received from lab 6%

or notification of receipt by nursing personnel with 100%
accuracy.

7. Document necessary/relevant information on patient’s 6%

condition in patient’s files immediately following analysis
of test reports with 100% accuracy.

8. Complete procedures for admission and discharge of 5%

patients to and from wards as required in accordance with
established guidelines.

9. Complete forms or notation of communicable and 5%

notifiable diseases when required with 100% accuracy;

10. Conduct consultation with specialist medical officer and 6%

other medical practitioners on matters regarding patients’
welfare as required.
 ANNUAL REVIEW OF RESULTS VS OBJECTIVES

KEY RESULT AREAS AND SMART OBJECTIVES WEIGHT ADDITIONAL SKILLS/RESOURCES ACTUAL RESULTS ACHIEVED RATE SCORE
Drawn from position description and unit objectives. Ensure that (1) REQUIRED (2) (1*2)
the objectives are Specific, Measurable, Attainable, Realistic, and % Identify what new skills are needed to help employee
Time bound meet objectives?

KRA# 2 AND RELATED OBJECTIVES: GENERAL DUTIES 15%

1. Participate in 98% of Continuing Medical Education 5%

(CME) activities.

2. Participate in 98% of workshops/seminars related to 3%

health.

3. Provide assistance in the training of nurses as required. 3%

4. Provide assistance in extension programmes of the unit as 2%

assigned.

5. Participate in research projects or data collection being 2%

carried out in A&E.

SUPERVISOR'S SIGNATURE: EMPLOYEE'S SIGNATURE:

DATE SIGNED: DATE SIGNED: TOTAL

OF
KRAs
THE DISTRIBUTION OF WEIGHTS (TOTALLING 100%) BETWEEN KRAS AND REQUIRED BEHAVIOURS (SEE P AGE 8 IN GUIDELINES) SHOULD BE DETERMINED DURING DEVELOPMENT OF THE WORK PLAN. 80% OF THE WEIGHTS ARE TO BE DISTRIBUTED AMONG
KRAS WITH THE REMAINING 20% ALLOCATED TO REQUIRED BEHAVIOURS. ADDITIONAL SHEET(S) IF REQUIRED WILL BE AUTOMATICALLY GENERATED AS THE INFORMATION IS TYPED IN (TO ADD A NEW ROW, CLICK ON “TABLE” IN THE MAIN MENU THEN
CLICK ON “INSERT”, THEN ROW BELOW).

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 REQUIRED BEHAVIOURS FOR THE PUBLIC SERVICE

GENERAL WORK CONDUCT 4% MANAGING WORK 4%

Attends work regularly with all
absences covered by notification,
approval or medical certification
Begins work at the required time
Acknowledges and responds to
supervision and instruction
Operates within required workplace
policies, procedures, rules and
regulations
Demonstrates support for the goals and
policies of the department
RATING FOR REQUIRED
BEHAVIOUR
Plans and prioritises assigned tasks and
manages time for effective delivery
Works adequately without supervision
when necessary
Produces quality work in accordance
with agreed standards
Identifies problems and takes steps to
address them
Seeks assistance and mobilises
additional resources when necessary
RATING FOR REQUIRED
BEHAVIOUR

TEAMWORK 4% CUSTOMER SERVICE 4%

Treats others with dignity and respect Responds sensitively and courteously in
dealing with the public and other
personnel
Cooperates and consults with others to Gives complete and accurate
meet team goals information to the public and other
employees
Shares information, knowledge and Responds to customers and other
resources with others employees within time standards of the
department
Participates in work group and team Listens attentively and asks questions to
training activities ensure understanding of other person's
ideas, opinions and/or requests for
information etc.
Encourages resolution of conflict Consults with the public and other
within the group personnel as appropriate
RATING FOR REQUIRED RATING FOR REQUIRED
BEHAVIOUR BEHAVIOUR

PROFESSIONALISM 4%
Maintains confidentiality of information received in line with operating directives

Demonstrates integrity in all interactions with colleagues and the public at all times

Ensures that all work assignments are free from attracting conflict of interest allegations
Maintains physical security of department records and information used in executing
duties
Complies with departmental requirements relating to the use of government resources
made available as part of working environment
RATING FOR REQUIRED BEHAVIOUR

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 ADDITIONAL REQUIRED BEHAVIOURS FOR SUPERVISORS AND MANAGERS

MANAGEMENT EFFECTIVENESS LEADERSHIP

Develops goals and assists staff
members to work towards them
Operates within approved budgetary
and financial limits
Delegates organisational tasks and
monitors the delivery of the
approved work plan
Encourages, analyses and gives
feedback on initiatives from staff
Promptly communicates policies and
procedures and disseminates relevant
information to staff
RATING FOR REQUIRED
BEHAVIOUR
Communicates a clear sense of
direction and purpose
Establishes goals in line with
Ministry/Department priorities
Works closely with the management
team
Develops and communicates relevant
policies and procedures
Involves others in decision making
process at the appropriate time
Demonstrates sound judgement in
dealing with routine and complex
issues

RATING FOR REQUIRED

BEHAVIOUR

TOTAL SCORE FOR REQUIRED BEHAVIOURS

Apply assigned weight to rating for each Required Behaviour to determine score for Required Behaviours.
(A maximum weighting of 20% is recommended for distribution among Required Behaviours)
Weight Rate Score
(W%) (R) (WxR)
 General Work Conduct
 Managing Work
 Teamwork
 Customer Service
 Professionalism
 Management Effectiveness
 Leadership
TOTAL SCORE FOR REQUIRED BEHAVIOURS

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OVERALL SCORE FOR EMPLOYEE (Add total scores for KRAs and Required
Behaviours):

Total Score for KRAs

Total Score for Required Behaviours

101.9
OVERALL SCORE

SUPERVISOR’S COMMENTS ON OVERALL EMPLOYEE PERFORMANCE

(attach additional sheet(s) if required)

Progress Meetings were held with the employee on ……/……/…… and ……/……/….

SUPERVISOR'S ASSESSMENT OF EMPLOYEE'S CAREER DEVELOPMENT

1. Career Development

a) Supervisor's Assessment of Employee's Career Development

is ready for post graduate training

b) Priority Training Needs (See also Employee's Comments)

Seeks post graduate training in endocrinology

c) Personal Development Needs

2. Supervisor's Opinion of Employee's Potential

(This is not a recommendation or promise of promotion or appointment)

Position Ready Ready Ready

Now within Later
two years

3
Comments:

Name and Post of Supervisor:

Supervisor's Signature: Date:

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EMPLOYEE'S COMMENTS (This section is completed by the Employee)
To assist day to day performance, what would the employee like the supervisor to
continue to do, do less of, or do more of.

What would the employee like to achieve in the next 3 years? (Include information in
relation to transfers, career changes)

What does the employee need to undertake personally to achieve these goals?

What assistance does the employee require from the department to help him/her achieve
these goals?

EMPLOYEE’S GENERAL COMMENTS ON OVERALL RATING AND

CAREER DEVELOPMENT

Employee’s Signature: Date :

Signature of employee by itself indicates only that he/she has seen the review.
Agreement/Acceptance or Disagreement should be indicated under employee's comments
or on separate sheets.
Training Completed during Period of Review

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Comments of Reviewing Officer:

Name and Post of Reviewing Officer:

Signature: Date:

Comments of Next Level Manager:

Name and Post of Next Level Manager:

Signature: Date:

Comments of Head of Division:

Name and Post of Head of Division:

Signature: Date:

Comments of Head of Department/Permanent Secretary:

Name and Post of Head of Department / Permanent Secretary

Signature: Date:

Comments of Reviewing Officer, Next Level Manager, Head of Division and Head of
Department/Permanent Secretary seen by:

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

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

This section is to be completed by the Employee.

Total number of pages attached with Employee's comments: