Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1698076097607.pdf (Saint Lucia)
SAINT LUCIA PUBLIC SERVICE PERFORMANCE ASSESSMENT FORM 1.

PERSONAL DETAILS: Name of Employee: Title: Mr. Ms. Mrs. Dr. Job Title: Grade: Ministry / Department Section/Division: Date of Entry to Public Service: Date appointed to present post: Name and Designation of Immediate Supervisor/Supervisor during assessment period: Name: Designation: Period covered by the assessment: Date of assessment: 2.
FINAL SCORE: ASSESSMENT Overall Score Weight A B Final Score A x B Targets Factors/Competencies TOTAL Very Effective RATING Exceptional Overall Performance Rating Scale DESCRIPTION Exceptional in ability, capacity and performance; performance exceeds most performance targets.

Competent, conscientious and effective.

Performance consistently meets and at times exceeds expectations.

Ordinary performance with some shortcomings.


A performance improvement plan with timelines for improvement must be submitted and monitored.

Performance falls below most targets.

A performance improvement plan with timelines for improvement must be submitted and monitored.

Significant improvement is needed in most aspects of the job.

A performance improvement plan with timelines for improvement must be submitted and monitored.
Needs Improvement* Unsatisfactory* Average SCORE 90 to 100 75 to 89 60 to 74 45 to 59 Below 45 *See handbook for possible avenues for dealing with performance that constantly needs improvement or is unsatisfactory.

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ACHIEVEMENT OF PERFORMANCE TARGETS: The Rating Scale for performance targets is as follows: EXCEEDED performance targets (above 100%) RATING DESCRIPTION 5 points 4 points ACHIEVED performance targets (100%) 3 points ACHIEVED most performance targets (75% to 99%) 2 points ACHIEVED some performance targets (50% to 74%) 1 point DID NOT ACHIEVE performance targets (less than 50%) Duties (according to the Job Description) Agreed Performance Targets Score (points) Comments 1.

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TOTAL SCORE A B c. d. e. f. COMPUTATION OF OVERALL SCORE FOR PERFORMANCE TARGETS Overall Score = Total Score for targets (No.

of Targets x 51)] x 100 OVERALL SCORE 1 5 is the maximum score attainable for each target.

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ASSESSMENT OF PERFORMANCE FACTORS/COMPETENCIES: The Rating Scale for performance factors/competencies is as follows: EXCEEDED Expectations (above 100%) RATING DESCRIPTION 5 points 4 points MET Expectations (100%) 3 points MET Most Expectations (75%-99%) 2 points MET Some Expectations (50%-74%) 1 point DID NOT Meet Expectations (less than 50%) 5 4 3 2 1 Tick or shade the applicable box FACTOR/COMPETENCE 1 TECHNICAL COMPETENCE Applies and demonstrates in-depth and current knowledge and technical expertise relevant to the job.
2 QUALITY OF WORK Demonstrates accuracy, thoroughness, attention to detail, neatness and effectiveness of work.

3 RESPONSIBILITY Accepts the responsibility and authority of the post; takes action and makes decisions on matters associated with the post; accounts for own decisions and actions, and willingly accepts additional duties, when necessary.

4 CUSTOMER FOCUS 5 6 7 Effectively relates to internal and/or external customers, is respectful, fair courteous and mindful of their needs and expectations.
INITIATIVE Exercises self-reliance, creativity and ingenuity in effectively fulfilling the duties of the post.

JUDGMENT / DECISION-MAKING Analyzes information, factors and alternatives to situations and problems; arrives at logical conclusions and implements appropriate solutions.

INTERPERSONAL SKILLS Works collaboratively, interacts positively and communicates effectively with others.
8 DEPENDABILITY Effectively manages time and completes all assigned tasks on time, is punctual and present for work, meetings and appointments.

9 PEOPLE MANAGEMENT / LEADERSHIP SKILLS (Applicable to Managers/Supervisors) Motivates, guides and coaches staff, inspires excellence and encourages professional growth; demonstrates emotional intelligence.
TOTAL Maximum Score is 40 (Non-Supervisors) 45 (Supervisors) COMPUTATION OF OVERALL SCORE FOR FACTORS/ COMPETENCIES Overall Score = Total Score for Factors/ Competencies Maximum Score x 100 OVERALL SCORE 3 5.
EMPLOYEE LEARNING AND DEVELOPMENT a. Summarize the Employee’s major strengths in relation to the key aspects of the job: b. Summarise the Employee’s limitations/challenges in relation to the key aspects of the job: c. Provide Details of any improvement in performance over last period: d. Describe additional factors that favourably or adversely influenced the employee’s performance: e. Record additional qualifications, workshops attended, seminars, training/development during period.
How have these additional qualifications enhanced the officer’s performance?

   f. Is any action being taken to help the employee improve his/her performance?

Yes No If yes, please specify below.

If no, recommend below, any training or action required to improve the officer’s performance:    6.

PERFORMANCE OF OTHER DUTIES List any work accomplished in addition to your agreed tasks/responsibilities or that are different from those set out in your job description.

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SIGN-OFF - Appraisee (employee) and Appraiser (supervisor) Appraisee’s Comments – In the event that the appraisee disagrees with the assessment in any way, the reasons must be stated here (attach a separate sheet if necessary).

What is your view of the type of support and feedback you received from your Supervisor/Head of Section/Head of Department (with respect to the motivation, guidance and coaching provided during the assessment period)?
4 Signed (Appraisee) The appraisee must sign and date this assessment to indicate that they have read, discussed and understood the assessment.

Date Appraiser’s Comments (Comment on the appraisee’s overall performance,) Signed (Appraiser) The appraiser must sign and date this assessment to indicate that the assessment was discussed with the employee.

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Head of Division/Section Comments HEAD OF DEPARTMENT/PERMANENT SECRETARY Signed Permanent Secretary/Head of Department Comments Date Signed Date 5 SAINT LUCIA PUBLIC SERVICE PERFORMANCE ASSESSMENT FORM 3.
ACHIEVEMENT OF PERFORMANCE TARGETS continued: The Rating Scale for performance targets is as follows: EXCEEDED performance targets (above 100%) RATING DESCRIPTION 5 points 4 points ACHIEVED performance targets (100%) 3 points ACHIEVED most performance targets (75% to 99%) 2 points ACHIEVED some performance targets (50% to 74%) 1 point DID NOT ACHIEVE performance targets (less than 50%) Duties (according to the Job Description) Agreed Performance Targets Score (points) Comments 7.

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