The Teachers Service Commission, TSC, has released a new form for Teachers’ performance Appraisal (TPAD). This form will be used to capture data that will be entered onto the new TPAD 2 that will be used with effect from January 2020 onward. The purpose of the Staff Performance An 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.
DOWNLOAD: Performance Appraisal Form.pdf - Teachers Service Commission
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, the 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 an 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.