Final TSC Perfomance Appraisal Form

Media Team @Educationnewshub.co.ke | April 23, 2024 | TSC Latest News | No Comments

TEACHERS SERVICE COMMISSION

ANNUAL STAFF PERFORMANCE APPRAISAL REPORT

Before completing this appraisal report, please read the following guidelines carefully.

PREAMBLE

The purpose of the Staff Performance Appraisal is to assess an officer’s performance in the job comprehensively and objectively, with the help of full knowledge and understanding of the job descriptions and requirements. The information in the Appraisal Report will be used in assessing training needs and determining the officer’s potential for promotion. It is therefore, important to provide accurate information about the officer.

The staff appraisal should reflect work output, achievement as well as display competencies over the review period.

The report covers all the TSC Secretariat staff, except the Commissioners and the Commission Secretary. DEFINITION OF TERMS:

Appraisee This is the officer being assessed.

Appraiser This is the appraisee’s immediate supervisor.

Countersigning Officer This is the head of Unit/Section/Division/Department

APPRAISAL PROCESS

The appraisee is supplied with a copy of the appraisal form and divisional/sectional performance targets at the beginning of the review period. The appraisee is expected to draw an individual work plan which will form the basis of this performance report.

The form shall be completed in duplicate. The appraisal will be done quarterly and at the end of the fourth quarter, the original report will be forwarded to DSHRM by 31st July of every year.

The duplicate will be retained by the appraisee.

PART 1 PERSONAL DATA

This part should be fully completed by the appraisee to provide personal details and employment record.

PART 2 PERFORMANCE EVALUATION

In this part, opportunity is provided to the appraisee and appraiser to jointly discuss the appraisee’s performance in terms of departmental/divisional objectives, agreed work targets, performance standards, output and expected results. It also assesses the skills and competencies exhibited.

This part is divided into 5 sections:

Parts 2A -2D will provide evaluation on appraisees performance for each of the four quarters. This will account for 80% of the overall rating.

Part 2E: In this part the appraisee is rated on behavioral attributes which reflect the Commission’s Core values. This will account for 20% of the overall rating.

PART 3 OVERALL RATING

The Quarterly scores in Parts 2A to 2D and scores on the behavioral attributes in Part 2E will be summarized in this section. The cumulative scores will then be converted into an overall percentage score. It should be noted that in this part, the appraiser’s rating shall constitute the actual grade of the appraisee.

PART 4 TRAINING NEEDS AND DEVELOPMENT

In this part, the appraisee is given the opportunity to state specific performance gaps that if addressed will improve the appraisee’s output and competencies. The appraiser will discuss the appraisee’s performance gaps and then propose what he/she thinks, as a supervisor, are the training interventions required.

PART 5 COMMENTS BY THE COUNTERSIGNING OFFICER

The countersigning officer is the overall supervisor of both the appraisee and appraiser. He/she is required to validate the report.

PART 1 – PERSONAL DETAILS (To be completed by the appraisee)

NAME	Surname:
	First Name:
	Middle name:
TSC NUMBER
DATE OF BIRTH
GENDER (Please tick as appropriate)	MALE
GENDER (Please tick as appropriate)	FEMALE
DESIGNATION
TSC/ SCALE
DIRECTORATE
DIVISION
SECTION/ UNIT
DATE OF FIRST APPOINTMENT
DATE OF APPOINTMENT TO CURRENT POST
ACTING APPOINTMENT/ SPECIAL DUTY (If Any)
TERMS OF SERVICE (Probation/ Contract/ Permanent/ Temporary)
Period of appraisal: From To

Continue Reading:

PERFORMANCE AGAINST AGREED TARGETS

Assess the level of performance against a maximum of four (4) key assignments/ targets set at the beginning of each quarter (refer to work plan prepared and agreed upon at the beginning of the Appraisal period).

Rating Scale: The following rating should be used to indicate the level of performance by the appraisee for the key targets. Each target carries a maximum score of five (5) marks.

Grade	Description	Rating Scale (5- 1)
Outstanding	Fully met and often exceeded expectations	5
Very good	Fully met expectations	4
Good	Met most expectations	3
Fair	Met some expectations	2
Poor	Did not meet expectations	1

PART 2 A – 1^st QUARTER (1^ST OF JULY TO 30^TH OF SEPTEMBER)

TARGETS/ASSIGNMENTS		RATINGS
	Results Achieved (State whether set target fully met and exceeded, fully met, met most expectations, met some expectations or did not meet expectations as per the rating scale above)	Appraisee’s Rating (Rate on a scale of 5-1)	Appraiser’s Rating (Rate on a scale of 5-1)

TOTAL SCORE

Comments by:

Appraisee:

Signature Date

Appraiser:

Name Designation Signature Date Countersigning Officer:

Name Designation Signature Date

PART 2 B – 2^nd QUARTER (1^ST OF OCTOBER TO 31^st OF DECEMBER)

TARGETS/ASSIGNMENTS		RATINGS
	Results Achieved (State whether set target fully met and exceeded, fully met, met most expectations, met some expectations or did not meet expectations as per the rating scale above)	Appraisee’s Rating (Rate on a scale of 5-1)	Appraiser’s Rating (Rate on a scale of 5-1)

TOTAL SCORE

Comments by:

Appraisee:

Signature Date

Appraiser:

Name Designation Signature Date

PART 2 C – 3^rd QUARTER (1^ST OF JANUARY TO 31^ST OF MARCH)

TARGETS/ASSIGNMENTS		RATINGS
	Results Achieved (State whether set target fully met and exceeded, fully met, met most expectations, met some expectations or did not meet expectations as per the rating scale above)	Appraisee’s Rating (Rate on a scale of 5-1)	Appraiser’s Rating (Rate on a scale of 5-1)

TOTAL SCORE

Comments by:

Appraisee:

Signature Date

Appraiser:

Name Designation Signature Date

PART 2 D – 4th QUARTER (1^ST OF APRIL TO 30^TH OF JUNE)

TARGETS/ASSIGNMENTS		RATINGS
	Results Achieved (State whether set target fully met and exceeded, fully met, met most expectations, met some expectations or did not meet expectations as per the rating scale above)	Appraisee’s Rating (Rate on a scale of 5-1)	Appraiser’s Rating (Rate on a scale of 5-1)

TOTAL SCORE

Comments by:

Appraisee:

Signature Date

Appraiser:

Name Designation Signature Date Countersigning Officer: Name Designation Signature Date

PART 2E: BEHAVIORAL ATTRIBUTES/ CORE VALUES

Rate the appraisee’s performance on each of the following areas using the rating scale indicated

ATTRIBUTE		QUARTERLY RATING
			Appraisee				Appriaser
			1st	2nd	3rd	4th	1st	2nd	3rd	4th
PROFESSIONALISM:		4-Very High
Considers the manner in which the employee applies skills, knowledge, competencies and		3-High
meets the standards needed for the job and has ability to work without close supervision.		2-Average 1-Low
CUSTOMER FOCUS:		4-Very High
Consider the level of responsiveness of the appraise to customer needs.		3-High 2-Average
		1-Low
INTEGRITY:		4-Very High
Considers the manner in which the employee exhibits honesty,	moral and ethical	3-High
standards, including punctuality and commitment to the work.		2-Average 1-Low
INNOVATIVENESS:		4-Very High
Considers the appraises ability to introduce new ideas and approaches in service delivery.		3-High 2-Average
		1-Low
TEAM WORK:		4-Very High
Consider manner of handling work relationships; ability to work in a team; sharing new		3-High
information with colleagues.		2-Average 1-Low
TOTAL SCORE
MEAN SCORE

Comments by:

Appraisee:

Signature Date

Appraiser:

Name Designation Signature Date Countersigning Officer: Name Designation Signature Date

PART 3: OVERAL RATING (cumulative scores/rating for each quarter plus rating on behavioral attributes, done after the 4^th Quarter)

1^st QUARTER	2^nd QUARTER	3^rd QUARTER	4^th QUARTER	BEHAVIORAL ATTRIBUTES	OVERAL SCORE	RATING

Notes on rating scale and description
	Score Rating 81% and above Outstanding 66% – 80% Very Good 50 % – 65% Good 31% – 49% Fair 20% – 30% Poor **Insufficient Knowledge to Judge/Not graded. – Officer newly employed/deployed for less than three months An objective assessment cannot take place as the officer is new to the role and has not had the opportunity to display their skills in this role. This should only apply if the employee has been in the role for less than three months.
5- Outstanding	Fully met and often exceeded expectations The appraisees performance met the job requirements and often excelled in some of the most difficult and complex assignments.The officer takes initiative in development and implementation of challenging work goals; possesses the know-how to adapt to change in the work environment, usually with a minimum supervision/guidance.
4-Very good	Fully met expectations Performance was as expected in the assigned position. The appraisee consistently met job requirements in terms of work quality, productivity and commitment.
3-Good	Met most expectations The appraisee met most job requirements in terms of work responsibilities but improvement is required in certain areas.
2- Fair	Met some expectations The appraisees Performance was marginal and did not meet some job requirements. The appraisee is not ripe for any additional responsibilities and requires significant effort in coaching and mentoring.
1-Poor	Did not meet expectations The appraisee failed to meet minimum acceptable standards of the job requirements with respect to agreed duties and responsibilities. He/she requires immediate remedial action. (The counter signing officer should specify plan for remedial/corrective action in writing in part 5 of this report).

Comments by:

Appraisee:

Signature Date

Appraiser:

Name Designation Signature Date Countersigning Officer:

PART 4: TRAINING NEEDS AND DEVELOPMENT

(To be completed by the Appraiser and the Appraisee)

List specific performance gaps that require to be addressed through training. Recommend relevant training to correct the identified performance gaps.

PERFORMANCE GAPS
APPRAISEE	APPRAISER

RECOMMENDED TRAINING (BY APPRAISER)

Comments by:

Appraisee:

Signature Date

Appraiser:

Name Designation Signature Date Countersigning Officer:

PART 5: COMMENTS BY THE COUNTERSIGNING OFFICER

(Comment on the appraisee’s suitability for promotion and make general proposals for performance improvement)

Name: Designation: Signature: Date:

Final TSC Perfomance Appraisal Form

ANNUAL STAFF PERFORMANCE APPRAISAL REPORT

PREAMBLE

The report covers all the TSC Secretariat staff, except the Commissioners and the Commission Secretary. DEFINITION OF TERMS:

APPRAISAL PROCESS

PART 1 PERSONAL DATA

PART 2 PERFORMANCE EVALUATION

PART 3 OVERALL RATING

PART 4 TRAINING NEEDS AND DEVELOPMENT

PART 5 COMMENTS BY THE COUNTERSIGNING OFFICER

PART 1 – PERSONAL DETAILS (To be completed by the appraisee)

Continue Reading:

More reading on TSC matters;

PERFORMANCE AGAINST AGREED TARGETS

Appraisee:

Appraiser:

Appraisee:

Appraiser:

Appraisee:

Appraiser:

Appraisee:

Appraiser:

PART 2E: BEHAVIORAL ATTRIBUTES/ CORE VALUES

Appraisee:

Appraiser:

PART 3: OVERAL RATING (cumulative scores/rating for each quarter plus rating on behavioral attributes, done after the 4^th Quarter)

Appraisee:

Appraiser:

PART 4: TRAINING NEEDS AND DEVELOPMENT

(To be completed by the Appraiser and the Appraisee)

Appraisee:

Appraiser:

PART 5: COMMENTS BY THE COUNTERSIGNING OFFICER

Add a Comment

ANNUAL STAFF PERFORMANCE APPRAISAL REPORT

PREAMBLE

The report covers all the TSC Secretariat staff, except the Commissioners and the Commission Secretary. DEFINITION OF TERMS:

APPRAISAL PROCESS

PART 1 PERSONAL DATA

PART 2 PERFORMANCE EVALUATION

PART 3 OVERALL RATING

PART 4 TRAINING NEEDS AND DEVELOPMENT

PART 5 COMMENTS BY THE COUNTERSIGNING OFFICER

PART 1 – PERSONAL DETAILS (To be completed by the appraisee)

Continue Reading:

More reading on TSC matters;

PERFORMANCE AGAINST AGREED TARGETS

Appraisee:

Appraiser:

Appraisee:

Appraiser:

Appraisee:

Appraiser:

Appraisee:

Appraiser:

PART 2E: BEHAVIORAL ATTRIBUTES/ CORE VALUES

Appraisee:

Appraiser:

PART 3: OVERAL RATING (cumulative scores/rating for each quarter plus rating on behavioral attributes, done after the 4th Quarter)

Appraisee:

Appraiser:

PART 4: TRAINING NEEDS AND DEVELOPMENT

(To be completed by the Appraiser and the Appraisee)

Appraisee:

Appraiser:

PART 5: COMMENTS BY THE COUNTERSIGNING OFFICER

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PART 3: OVERAL RATING (cumulative scores/rating for each quarter plus rating on behavioral attributes, done after the 4^th Quarter)