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The document explains SPAS objectives, its scope and application, responsibilities for implementation, appraisal report timelines, and the structure of the SPAS report, including strategic objectives, SMART target setting, and a performance evaluation rating scale based on achievement of agreed targets.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/staff-performance-appraisal-system-spas-guidelines-may-2016/253687/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/staff-performance-appraisal-system-spas-guidelines-may-2016/253687.png","ImageObject",442,249,{"name":88,"@type":89},"Valentina","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-20","2026-09-13",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",10,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What is the purpose of the SPAS in the public service?","Question",{"text":109,"@type":110},"The SPAS is designed to manage and improve public service staff performance by enabling higher levels of staff participation in planning, delivery, and evaluation of work performance.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"Who is responsible for implementing the SPAS and when are appraisal reports due?",{"text":114,"@type":110},"Implementation responsibility rests with the authorized officer. Newly employed, promoted, or redeployed officers must submit a SPAS report within three months of employment, promotion, or redeployment.",{"name":116,"@type":107,"acceptedAnswer":117},"How are performance targets planned and set under the SPAS?",{"text":118,"@type":110},"Employees develop an individual work plan derived from annual plans at the departmental/directorate/division/section/unit and supervisor level. Targets are agreed with the supervisor by 31 July and set as SMART targets aligned to ministerial and organizational objectives.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},253687,1790175929,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":35,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":141},13056703020460,"https://ap-avatar.wpscdn.com/avatar/be000253dac470eee5d?_k=1778207105932848923","Guidelines to the  \nStaff Performance Appraisal System (SPAS) in the Public Service  \nMay, 2016  \n© 2016 PUBLIC SERVICE COMMISSION  \n1.0 INTRODUCTION  \nThe Staff Performance Appraisal System (SPAS) is a critical component of the overall human resource management function in the public service. It is predicated upon the principle of work planning, setting of agreed performance targets, feedback and reporting. It is linked to other human resource management systems and processes including recruitment, placement, training and development, career progression, rewards and sanctions. The Performance Appraisal process provides a mechanism for employees to contribute to the achievement of organizational objectives. It facilitates communication between the employee and the immediate supervisor by providing a structure for feedback on performance.  \nThe successful implementation of the process will lead to development of employee potential and improve communication relating to performance; improved productivity and reinforce the values and principles of public service; and inculcate a culture of high performance in the service.  \nObjectives  \nThe overall objective of the SPAS is to manage and improve performance of the public service by enabling a higher level of staff participation and involvement in planning, delivery and evaluation of work performance.  \n*63 A>317P1 =0831B7D3A /@3 B=􀀔  \n(i) Link individual performance targets with organizational strategic objectives and workplan;  \n􀀅  \n(ii) Promote communication between Appraisee and Supervisor with continuous feedback on work progress;  \n(iii) Set th3 0/A7A =\u003C E6716 /\u003C =4P13@OA >3@4=@;/\u003C13 7A monitored and evaluated as stipulated in the individual work plan;  \n(iv) Align operational and financial performance targets with budgetary provisions;  \n(v) Assess the learning and development needs of staff on a timely basis;  \n(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.  \n2.0 Scope and Application  \n2.1 A separate performance appraisal form ( PSC 37A) E7:: 03 1=;>:3B32 0G =44713@A 7\u003C =0 􀀝@=C> N O /\u003C2 above and equivalent grades in the public service. Officers in Job Groups ‘H and below and equivalent grades will complete a separate appraisal form (PSC 37B) .  \n2.2 The primary responsibility for implementing the SPAS rests with the authorized o4P13@ .  \n2.3 All newly employed / promoted / redeployed =4P13@A E7:: 03 @3?C7@32 B= 1=;>:3B3 B63 @3:3D/\u003CBSPAS Report within three (3) months of employment / promotion / redeployment.  \n2.4 Officers promoted on common establishment will not be required to fill a new SPAS Report.  \n􀀆  \n3.0 Staff Performance Appraisal Form  \n3.1 Employment Details:  \nAt the beginning of the appraisal period, an employee will be expected to complete section  \n1 of the SPAS Report on employment details.  \n3.2 Strategic Objectives, Departmental Objectivesand Targets.  \nThe strategic objectives will be derived from the Ministry’s Strategic Plan and performance contract and cascaded to the department, directorate, divisions, sections, units and individual employees. Each department / directorate / division / section / unit shall develop its annual work plan based on the ministry’s strategic objectives.  \n3.3 Work planning and setting of performance targets  \n(i) Every employee shall develop an individual work plan derived from the Departmental / Directorate / Division / Section/ Unit / Supervisor’s Annual Work Plan.  \n(ii) The work plan will reflect the performance targets and specific activities against which each employee’s performance will be measured.  \n(iii) The targets shall be set as agreed in discussions with the supervisor by latest 31st July of each year.  \n(iv) The appraisee and the supervisor will set SMART  \n􀀇  \ntargets aligned to the Ministerial / Departmental / Directorate / Division/ Section / Unit objectives","cbCainpwcZaZMWwd","https://ap.wps.com/l/cbCainpwcZaZMWwd","pdf",1303300,"English","# Introduction\n## Objectives\n# Scope and Application\n## Staff Performance Appraisal Form\n### Employment Details\n### Strategic Objectives, Departmental Objectives and Targets\n### Work Planning and Setting of Performance Targets\n### Performance Evaluation\n## Rating Scale\n## Performance Evaluation Ratings","[{\"question\":\"What is the purpose of the SPAS in the public service?\",\"answer\":\"The SPAS is designed to manage and improve public service staff performance by enabling higher levels of staff participation in planning, delivery, and evaluation of work performance.\"},{\"question\":\"Who is responsible for implementing the SPAS and when are appraisal reports due?\",\"answer\":\"Implementation responsibility rests with the authorized officer. Newly employed, promoted, or redeployed officers must submit a SPAS report within three months of employment, promotion, or redeployment.\"},{\"question\":\"How are performance targets planned and set under the SPAS?\",\"answer\":\"Employees develop an individual work plan derived from annual plans at the departmental/directorate/division/section/unit and supervisor level. Targets are agreed with the supervisor by 31 July and set as SMART targets aligned to ministerial and organizational objectives.\"}]","Staff Performance Appraisal System (SPAS) Guidelines - May 2016 | PDF",1789268941,6]