Telephone: +254-20-3754904/5/6 Revised PAS FORM 1C.

2023
+254-20-2014663/2020285 Kenya Forest Service Hqs.
Email: [email protected] Karura, off Kiambu Rd
.
Website: www.kenyaforestservice.org P.O Box 30513-00100
Fax: +254202385374 Nairobi, Kenya

PERFORMANCE APPRAISAL FORM

Introduction
Kenya forest service recognizes the importance of individual employee’s contribution
to the development, growth, and competitiveness of the organization. It is the policy
of the service to institutionalize and practice performance management as a key
management process with a clear objective of improving organizational and staff
performance. In undertaking the exercise, staffs are requested to use performance
appraisal guide to help in the interpretation of values and staff competency.
Instructions to Performance Appraisal Process
i. Link individual performance targets with KFS organizational strategic objectives and
work plan;
ii. Promote communication between Appraisee and Supervisor with continuous feedback
on work progress;
iii. Set the basis on which an officer's performance is monitored and evaluated as stipulated
in the individual work plan;
iv. Align operational and financial performance targets with budgetary provisions;
v. Assess the learning and development needs of staff on a timely basis;
vi. Provide information for decision-making on administrative and human resource issues
such as renewal of contracts, promotions, delegation of duties, training, deployment,
rewards, and sanctions.
Objective of the performance appraisal
1. To formally evaluate the performance of individual employees against set
objectives, targets and standards
2. To assist the appraisee in building on existing strength, overcoming weakness
and improving performance.
3. To assist the appraiser, understand the challenges of the job and the job holder
through effective communications
4. To develop performance improvement plan for the appraisee
5. To improve communication regarding staff performance
6. To assist in the reward and sanction of the appraisee

PART 1

SECTION 1: PERSONAL INFROMATION

Name of Appraisee…………………………………………………..................KFS
The f No…………

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Work Station……………………………………County/Conservancy……………………………
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Designation………………………………Grade………………. Gender…………………….

SECTION 2: PERFORMANCE TARGETS

1. Departmental objectives (Drawn from P.C and Strategic Plan, Values &
principles, Mainstreaming, mentorship and coaching, Presidential
directives)
…………………………………………………………………………………………………………….…
…………………………………………………….………………………………………………………..

………………………………………………………………………………………………………………
……………………………………………………………….……………………………………………..

…………………………………………………………………………………………………….…………
………………………………………………………………………………………………………………
2. Departmental/Sections functions

………………………………………………………………………………………………………………
…………………………………….………………………………………………………………………..

………………………………………………………………………………………………………………
……………………………………………………….……………………………………………………..

………………………………………………………………………………………………………………
………………………………………………………………………………………………………………
………………………………………………………………….………………………………………….
 SECTION 3a: PERFORMANCE RATING SCALE
(The Appraisee/Supervisor should use the following to indicate the level of
performance by an appraisee)
Achievement of Performance Targets
Rating Scale
Achievement higher than100% of the agreed performance targets. Excellent 101%+

Achievement upto100% of the agreed performance targets.

Very Good 100%

Achievement between 80% and 99% of the agreed performance targets. Good 80% — 99%

Achievement between 60% and79% of the agreed performance targets. Fair 60% — 79%

Achievement up to 59% of the agreed performance targets. 59% and Below

Poor

3b). Was individual work plan drawn? Yes No

3c) In a scale of 1-5 where one (1) Excellent, two (2) Very Good, three (3)
Good, four (4) Fair and five (5) Poor. Rate yourself on targets you had set
as per departmental/Section functions & Performance Contract
Agreed Targets with 1st Unit Agreed Self- Agreed Agreed reasons
supervisor at the beginning of of Indicator Ratin ratings with for performance
the year (quantify the mea s with g at 1stsuperviso with 1st
targets) sure 1 supervi the
st r supervisor
Perc sor end of
enta (quantify the
ge ) year
(%,
No,
Ha)
➢Example Available funds,
• To Promote 40 NO. List of 40 100% competent staff,
100%
staff staff support from
promoted supervisor
a)
b)
c)
d)
e)
Overall Rating
 4. Mid Year Review
Any Variation in targets

………………………………………………………………………………………………………………
………………………………………………………………………………..……………………………

………………………………………………………………………………………………………………
…………………………………………………………………………………..…………………………
………………………………………………………………………………………………………………
……………………………………………………………………………………………………….…….

5. Staff training and development needs

5a. Was your training requirement met? Yes No

5b. State category of the training required in future (tick appropriately)

1. Forestry & Environmental conservation related courses

2. Technical (Electrical, Engineering, building etc.)

3. Managerial/Leadership
4. Academic (Certificate, Diploma, Undergraduate, Post-graduate)
5. ICT & Communication
6. Finance (Accounting and Auditing).
7. Paramilitary/Refresher/ nursery management courses

Others
specify………………………………………………………………………………………………………………
……………………………………………….………………………………………………………………………

Venue……………………………………………………………….………………………………………………

Duration…………………………………………………………………………………….…………………….

Approximate cost of training

Ksh………………………………………………………………………………………………………………….
 6. Did discussion take place between supervisor & supervisee? Yes
No
Comment if any
………………………………………………………………………………………………………………
………………………………………………………………………………………………………………
………………………………………………………………………………………………………………
………………………………………………………………………..……………………………………

Part II
7. VALUES/CORE COMPETENCIES

In a scale of 1-5 where one (1) Excellent, two (2) Very Good, three (3) Good,
four (4) Fair and five (5) Poor. Rate yourself on Values and staff competence
Values/core competencies Self-Assessment 1stSupervisors
Assessment
1 2 3 4 5 1 2 3 4 5
Integrity
(Honesty/Truthful/Reliable/Upright/Corruption
free)
Timeliness (ability to plan and achieve objectives
ahead of time)
Professionalism (showing a high degree of skills
or competence and observing the respective code
of conduct)
Knowledge/technical competency (attention to
and care of resources and capacity to apply the
skills acquired)
Communication (demonstrates openness in
sharing information and keeping people informed)
Team work (ability to work with others)
Time management (ability to use the limited
time maximally; being proactive and not working
under crisis)
Creativity (ability to come up with new and
original ideas and approaches to work)
Continuous learning and performance
improvement (showing willingness to learn from
others and continuous self-improvement)
Customer/citizen focus (ability to identify and
appropriate address the needs of fellow citizens)
Respect for national/gender diversities (work
with people from all backgrounds)
Meritocracy (demonstrates talent and
competence)
Fairness (treating all equally and reasonably)
Confidentiality (understands the classification of
official documents)
Technical competency (possession of the
relevant technical knowledge and skills and the
ability to use or apply)

Overall rating

8. LEADERSHIP, MENTORSHIP AND COACHING

8.a Did you set targets with your supervisor on leadership, mentorship and
Coaching?
Yes No

8.b. If yes state and mention the set targets and whether you were mentored
and coached by your supervisor.
…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………………………………

8.c. Are you now able to perform the duties without further mentorship and
Coaching? Yes No

8.d. Mention the areas that you are now well conversant with to help in
effective delivery to the SERVICE customers.

I. ………………………………………………….……………………………..………
………………………………………………………………………………………….

II. …………………………………………………………………………………………
…………………………………………………………………………………………

III. ……………………………………….…………………………………………………
………………………………………………………………………………………….
IV. ………………………………….………………………………………………………
…………………………………………………………………………………………
 9. MANAGERIAL AND SUPERVISORY COMPETENCES
In a scale of 1-5 where one (1) Excellent, two (2) Very Good, three (3) Good,
four (4) Fair and five (5) Poor. Rate yourself on Managerial and Supervisory
competences
Self-Assessment 1stSupervisor’s
Managerial and Supervisory Competences Assessment
1 2 3 4 5 1 2 3 4 5
Managerial accountability (ability to be
personally answerable for your actions/decisions as
a managers/supervisor)
Planning and organizing (set clear objectives
and work towards their achievement)
Staff training and development skills (coaches
and mentors’ staff to raise their level of
competence)
Resources management skills/efficiency
(ability achieve maximum results using minimum
resources)
Being productive (ability to anticipate risks and
take measures to mitigate them)
Judgment and objectivity (ability to make
prudent/wise decisions with impartiality)
Managing performance (ability to communicate
tasks to be performed, encourage and measure
performance)
Promoting use of information technology
(encouraging the use of IT for improved
effectiveness and efficiency)
Overall rating

Did discussion with your supervisor place take? Yes No

Any comment by the 1st Supervisor

………………………………………………………………………………………………………………………………
………………………………………………………………………………………………………………………………
………………………………………………………………………………….……………………....

Any comment by the Supervisee

………………………………………………………………………………………………………………………………
……………………………………………………………………….………………………………….………………….
Supervisor Signature……………………………………………………………………………………………….
Date…………………………………….………………………………………………………………………………….
Supervisee signature……………………………………Date ……………………………………………………
 2nd Supervisor’s overall rating
Category 1 2 3 4 5 Any comment by the 2nd
Supervisor
1) Performance targets

2) Values & core

competence

3) Managerial &
supervisory competence

2nd Supervisor’s

signature………………………………………………………………………………………………

Date…………………………………………………………………………………………………….