Revised Kenya Performance Appraisal Form Template

Performance Appraisal Form Template

This performance appraisal form is designed to facilitate a structured review of an employee’s contributions, professional development, and goal achievement over a specific period. It serves as a formal record for both the supervisor and the employee to align on expectations and future growth.

Section 1: Employee Information

• Employee Name: [Employee Name]
• Job Title: [Job Title]
• Department: [Department Name]
• Review Period: [Start Date] to [End Date]
• Supervisor Name: [Supervisor Name]
• Date of Review: [Date of Review]

Section 2: Performance Goals Review

Please list the key goals established at the beginning of the review period and assess the outcome for each.

1. Goal: [Goal Description]
   • Status: [Achieved / In Progress / Not Achieved]
   • Comments: [Supervisor/Employee Comments]
2. Goal: [Goal Description]
   • Status: [Achieved / In Progress / Not Achieved]
   • Comments: [Supervisor/Employee Comments]

Section 3: Competency Assessment

Rate the employee on the following competencies using a scale of 1 (Needs Improvement) to 5 (Exceeds Expectations).

• Job Knowledge: [1-5] | Comments: [Comments]
• Quality of Work: [1-5] | Comments: [Comments]
• Communication Skills: [1-5] | Comments: [Comments]
• Teamwork & Collaboration: [1-5] | Comments: [Comments]
• Reliability & Punctuality: [1-5] | Comments: [Comments]

Section 4: Professional Development & Future Goals

• Strengths: [List primary strengths]
• Areas for Improvement: [List areas requiring development]
• Training/Development Needs: [Identify necessary resources or training]
• Goals for Next Period: [List 3-5 SMART goals]

Section 5: Signatures

• Employee Signature: __________________________ Date: [Date]
• Supervisor Signature: _________________________ Date: [Date]

Pro Tips

• Prepare in Advance: Both the supervisor and employee should complete their sections independently before the meeting to ensure a balanced discussion.
• Focus on Evidence: Use specific examples and data points rather than subjective opinions when discussing performance ratings.
• Keep it Collaborative: Use the meeting as a two-way conversation to identify barriers to success and how the company can better support the employee.

FAQ

How often should this appraisal be conducted?

While this template is often used annually, many organizations conduct these reviews bi-annually or quarterly to ensure goals remain relevant and feedback is timely.

What should I do if the employee disagrees with the rating?

The appraisal form is a record of a discussion. If there is a disagreement, the employee should document their perspective in the comments section, and both parties should focus on creating a plan to bridge the gap in expectations.

Are these goals legally binding?

This form is a professional management tool used for performance tracking and development. It is not a contract, though it may be used as documentation for personnel decisions.