Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697707984114.pdf (Zimbabwe)
Confidential Band A & B PUBLIC SERVICE OF ZIMBABWE PERSONNEL PERFORMANCE WORK PLAN & APPRAISAL PERIOD OF ASSESSMENT: FROM:______________ TO:____________________ Distribution - - 1 copy to appraisee 1 copy to the appraisee's personal file Section 1 PERSONAL DETAILS AND SERVICE PARTICULARS Name:_______________________________________________________________ E.C.

No______________________ National I.D.
No._________________________ Qualifications: __________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ Experience:_____________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ Date of Appointment into Service:________________________________________ Current Post___________ Date of Appointment to the Post_________________ Ministry_________________________________________________________________ Department__________________________ Station_______________________ Appraiser’s Position: _____________ Appraiser’s Position:__________ Reviewer’s Position: _______________ Reviewer’s Position:_________ NOTE: See guidelines for completion Zimbabwe Public Service Commission (2009)© 1 SECTION 2 PERFORMANCE PLAN & ASSESSMENT A.
ACTIVITY PERFORMANCE (Total Weightage: 100%) Dept.

KRA Ref.

Goal Ref Objective Ref Dept.

Outcome Ref.

Dept.

Output Ref.

KRA Description Goal Description Objective Description Outcome Description Output Description Activity No.

Activity Description Quantity Description Quality Description Timelines Description Cost Description Activity No.
Quantity Description Quality Description Timeliness Description Cost Description Activity Description Standard Standard Standard Standard Standard Standard Standard Standard t h g e W i d e e r g A t e g r a T .
Total 2 Zimbabwe Public Service Commission (2009) © SECTION 3: TRAINING AND DEVELOPMENT NEEDS (To be completed during performance agreement session and quarterly thereafter) Competency Assessment: REQUIRED COMPETENCIES FOR THE JOB 1st Quarter EXISTING COMPETENCIES (related to the job) COMPETENCY (specific skills required) GAPS INTERVENTION (e.g.

training, transfer etc.)


STRATEGIES counselling, ACTION RECOMMENDED (e.g.
specific course) ACTION TAKEN Date received by Ministry’s Human Resources department:__________________Name____________________Signature____________________ 2nd Quarter Date information was received by Ministry’s Human Resources department:__________________Name____________________Signature____________________ 3 Zimbabwe Public Service Commission (2009) © REQUIRED COMPETENCIES FOR THE JOB 3rd Quarter EXISTING COMPETENCIES (related to the job) COMPETENCY (specific skills required) GAPS INTERVENTION (e.g.
training, transfer etc.)

STRATEGIES counselling, ACTION RECOMMENDE D (e.g.
specific course) Date information was received by Ministry’s Human Resources department:____________Name____________________Signature____________________ Final Review Date information was received by Ministry’s Human Resources department:__________________Name____________________Signature____________________ Signature of Appraisee: Signature of Appraiser: Signature of Reviewer: AGREEMENT OF WORK PLAN Date: Date: Date: 4 Zimbabwe Public Service Commission (2009) © SECTION 4: PERFORMANCE PROGRESS REVIEWS 4A: The list of possible comments on strengths and areas for improvement are given in 4B.
Capture the corresponding number(s) only in the space provided on progress reviews.

General comments relating to the highlighted strengths and weaknesses would be given by the parties involved.
1st Quarter Review Interim Progress Review 2nd Quarter Review 3rd Quarter Review Strengths Areas for Improvement Strengths Areas for Improvement Strengths Areas for Improvement Final Performance Review & Assessment 4th Quarter Final Review/Assessment Strengths Areas for Improvement Appraiser’s Comments Appraiser’s Comments Appraiser’s Comments Appraiser’s Comments Appraiser’s Comments Appraiser’s Comments Appraiser’s Comments Appraiser’s Comments Appraisee’s Comments Appraisee’s Comments Appraisee’s Comments Appraisee’s Comments Appraisee’s Comments Appraisee’s Comments Appraisee’s Comments Appraisee’s Comments Reviewer ‘s Comments (where applicable) Reviewer ‘s Comments (where applicable) Reviewer ‘s Comments (where applicable) Reviewer ‘s Comments (where applicable) Reviewer ‘s Comments (where applicable) Reviewer ‘s Comments (where applicable) Reviewer ‘s Comments (required) Reviewer ‘s Comments (required) 1st Quarter Review 2nd Quarter Review 3rd Quarter Review 4th Quarter Review Signature of Appraisee: Signature of Appraisee: Signature of Appraisee: Signature of Appraisee: Date: Date: Date: Date: Signature of Appraiser: Signature of Appraiser: Signature of Appraiser: Signature of Appraiser: Date: Date: Date: Date: Signature of Reviewer (where necessary: Signature of Reviewer (where necessary) Signature of Reviewer (where necessary) Signature of Reviewer) Date: Date: Date: Date: 5 Zimbabwe Public Service Commission (2009) © 4B: Possible comments on strengths and areas for improvement Strengths Areas of Improvement 1.
Member is results oriented 2.

Member is highly focused on the set targets.

3.

The member is meeting set targets.

4.

Member is highly motivated 1.

Member needs to be results oriented 2.

Member needs to delegate duties equitably.

3.

Member needs to focus more on set targets.

4.

Member should meet set targets.

5.

Member clearly appreciates the organization’s overall thrust.

5.

Member needs to understand the organization’s thrust 6.

Member effectively utilizes the organization` resources.

6.
6.

Member needs to effectively utilize the organization’s resources 7.

Member values team work.

7.

Member needs to value team work 8.

Member is highly knowledgeable about the job requirements 8.

Member needs to be more knowledgeable about the job requirements 9.

Member exhibits sound judgment.

9.

Member needs to make sound judgment 6 Zimbabwe Public Service Commission (2009) © 4C: Adjustments to work plan, where necessary.
Period, from…………………….to…………………….. Work plan adjustments: Appraiser’s comments to acknowledge adjustments to the work plan: Appraisee`s comments to justify the adjustments: Signature………………………………Date………………………………… Appraiser 7 Zimbabwe Public Service Commission (2009) © Reviewer’s comments (where necessary) Signature…………………………Date………………………………….

Appraisee Signature…………………………Date………………………………….


Reviewer 8 Zimbabwe Public Service Commission (2009) © SECTION 5: A FINAL PERFORMANCE ASSESSMENT & RATING Rating on Performance Targets OUTCOME REF OUTPUT REF ACTIVITY No WEIGHTED SCORE KEY RESULT AREA Ref TOTAL SCORE Final Score: 9 Zimbabwe Public Service Commission (2009) © 5B: PERSONAL DIMENSIONS Based on the assessment of achievements/results, establish any areas where some training or development may be necessary.
Although feedback on this page would not be used to determine the subordinate’s ratings – the feedback is very important to help the subordinate know which areas need improvement.

Pinpointed supporting remarks are to be provided.

For example, what specific BEHAVIOUR which is job related the supervisor witnessed to support his/her point.

Fill in both strengths and or areas for improvements on relevant dimensions.
COMMENTS ON DIMENSIONS Strengths Areas for improvement STANDARD DIMENSIONS ACCURACY/QUALITY OF WORK Achieves high quality work that meets or exceeds requirements of the job.

QUANTITY OF WORK OUTPUT Meets or exceeds the standard amount of work expected on the job.

JUDGEMENT Considers pros and cons before making decisions; anticipates short and long term impacts; weighs risks involved.
COMMUNICATION Effective verbal skills; presents ideas and information concisely and persuasively; keeps others informed; courteous to the public; inspires confidence in subordinates and superiors.

DEPORTMENT/PRESENTATION Self presentation COOPERATION Willingness to work with others in achieving individual and team objectives.

INITIATIVE Actively attempts to influence events to achieve goals.

Self starter, Generates improved solutions to problems.
10 Zimbabwe Public Service Commission (2009) © RELIABILITY Can be counted on to achieve set objectives without supervision or coercion.
OTHER Please specify: 5C: OVERALL COMMENTS ON THE APPRAISEE’S POTENTIAL WITH REGARDS TO CAREER PROGRESSION: (for example, the member’s potential for promotion) _______________________________________________________________________________________________ _______________________________________________________________________________________________ _______________________________________________________________________________________________ _______________________________________________________________________________________________ _______________________________________________________________________________________________ Signature of Appraisee: Signature of Appraiser: Signature of Reviewer: Final Appraisal Date: Date: Date: 11 Zimbabwe Public Service Commission (2009) ©