GS- Performance Appraisal Forms Flashcards
Learners will appreciate how to interpret the different sections of the performance management form.
What is the use of the Performance Appraisal Form?
This document is used to assess and record an employee’s job performance over a specific period. Managers/Supervisors use this form to provide feedback & ratings on different aspects of an employee’s performance.
What is the first part of the Performance Appraisal Form?
As shown in the image below, the first part of the performance appraisal form is comprised of:
- The employee’s name,
- The date the employee joined GS,
- The employee’s date of appointment to their current
position, - Their highest level of qualification as at the date of
the appraisal, - The latest qualification attained.
(zoom in on the image below to have a clearer view of the 1st part of the Performance Appraisal Form).
What is the second part of the Performance Appraisal Form?
As shown in the image below, the second part of the Performance Appraisal Form comprises of:
- The Key Results Area & its percentage as derived from
your job description, - Activities that will be measured and scored every six
(6) months.
[Note: The activities used in this image only serve as an example as activities will vary for different positions].
What is the use of the SCORING SCALE at the right-hand side of the Performance Measurement Activities/Metrics segment of the form?
This is the part of the form were the Manager/Supervisor rates the employee’s performance against each activity and gives a score.
The image below gives an example of such scoring and a sum total at the bottom.
What is the Supervisor/Manager expected to include in the “Comments Section” of the Performance Appraisal Form?
The comments section in the performance appraisal form is a crucial space for providing detailed and constructive feedback. Some items to include in the comments section include:
- Specific Achievements
- Areas of Strength
- Areas for Improvement
- Goal Progress (whether they met, exceeded, or fell short of set objectives)
- Behavior, attitude, interpersonal skills, teamwork, professionalism how they contribute to a positive work environment,
- Initiative and Innovation,
- Communication Skills (both written and verbal),
- Adaptability to changes in the work environment or their ability to handle unexpected challenges,
- Leadership and Collaboration,
- Work Ethic, Reliability and their commitment to meeting deadlines and fulfilling responsibilities.
- Training and Development or development opportunities that the employee has pursued during the review period and how this has impacted their performance,
- Feedback on Previous Goals,
- Future Goals: Set new goals or objectives for the upcoming review period. These should be specific, measurable, achievable, relevant, and time-bound (SMART).
- Support and Resources: Ask if there are any resources or support the employee needs to meet their goals and improve their performance. Discuss how the organization can assist them.
- Overall Assessment: Summarize your overall assessment of the employee’s performance for the review period. Provide an honest and balanced evaluation, acknowledging both strengths and areas for improvement.
What is the last part of the Performance Appraisal Form?
As can be seen in the image below, the last part of the Performance Appraisal Form consists of:
- The Supervisor’s Name, Signature and
Date of the Performance Appraisal,
- The Employee’s Name, Signature and
the date for the next appraisal date.
What are the contents of the Overall Performance Rating?
The total scores awarded on the Performance Appraisal Form will be used to rate and scale employee attitudes, opinions, perceptions and behaviors. The scores will typically be treated as follows:
(i) Unsatisfactory (below 20% of the total score)
(ii) Needs Improvement (21% - 49% of the total score)
(iii) Meets expectations (50% - 69% of total score)
(iv) Exceeds expectations (70% - 79% of the total score)
(v) Outstanding (80% and above of the total Score)
