LPC ANNUAL PERFORMANCE REVIEW (APR) PAGE 1

Name of Employee: Employees Position: Department / Section: Date of Joining: Reports to (Name): Date in Current Role: Reports to (Job Title): Staff No: Grade:

Section A Performance Management for Accountabilities and Objectives and Targets of Previous Year: (Please attach the Job Accountabilities and Current Objectives of the year to be appraised from section 3 of the job description) REVIEW PERIOD FROM: ________________________
Job Accountabilities and Objectives

REVIEW PERIOD TO: __________________________

Achievements Rating
Weight

Score

TOTAL SCORE A :

Rating

Description

Explanation Significantly exceeds expectations in all areas and carries additional workload from the norm. Exceeds expectations in most areas and surpass all RJ needs. Exceeds expectations in some areas.

6 5 4

Outstanding Excellent Exceeds Expectations

3 2 1

Competent Development Required Unsatisfactory

Meets job-related requirements and has the competence to carry out his/her job to satisfy RJ needs. Has difficulty meeting minimal expectations and requires immediate development. Failed to carry adequate workload or failed to meet minimal expectations and requires remedial action.

LPC ANNUAL PERFORMANCE REVIEW (APR) PAGE 2

Name of Employee: Employees Position: Department / Section: Date of Joining: Reports to (Name): Date in Current Role: Reports to (Job Title): Staff No: Grade:

Section B Performance Management for Competencies and Behaviours of Previous Year: (Please attach the Competencies and Behaviours of the year to be appraised from section 7 of the job description) REVIEW PERIOD FROM: ________________________
Key Competencies

REVIEW PERIOD TO: __________________________

Exhibited Behaviours Rating
Weight

Score

TOTAL SCORE B :

Rating 6 5 4 3 2 1

Description Expert Advanced Superior Competent Developing Unobserved

Explanation Significantly exceeds expectations by applying and demonstrating all the required positive behaviours. Exceeds expectations by applying and demonstrating most of the required positive behaviours. Exceeds expectations with positive behaviours in some areas, with only very minor negative examples . Meets job-related requirements with some positive behaviours and few negative behaviours. Has difficulty meeting minimal expectations and requires immediate development. Fails to demonstrate any positive behaviours, and fails to meet minimal expectations, requires remedial action.

LPC ANNUAL PERFORMANCE REVIEW (APR) PAGE 3

Name of Employee: Employees Position: Department / Section: Date of Joining: Reports to (Name): Date in Current Role: Reports to (Job Title): Staff No: Grade:

Section C Combined Assessment of Job Accountabilities Achievements (60%) and Competency Behaviours (40%): REVIEW PERIOD FROM: ________________________ REVIEW PERIOD TO: __________________________ ACCOUNTABILITY OBJECTIVES SCORE A (100 to 600) WEIGHT CONTRIBUTION A COMPETENCY BEHAVIOURS SCORE B (100 to 600) WEIGHT CONTRIBUTION B OVERALL SCORE

A + B

Multiply by 60%

Multiply by 40%

OVERAL SCORE (Tick Applicable One)

Comments by Appraiser:
Name : Job Title:

A
OUTSTANDING

500 - 600

B
EXCELLENT

440 - 499 Signed: Comments by Employee being Appraised: Date:

C
EXCEEDS EXPECTATIONS

360 - 439

D
FULLY COMPETENT

300 - 359

E
DEVELOPMENT REQUIRED

250 - 299 Signed: Comments by Department Head: 100 - 249 Signed: Date: Date:

F
UNSATISFACTORY

LPC ANNUAL PERFORMANCE REVIEW (APR) PAGE 4

Name of Employee: Employees Position: Department / Section: Date of Joining: Reports to (Name): Date in Current Role: Reports to (Job Title): Staff No: Grade:

Section D Recommended Development Plan for the New Year: (Please attach an updated job description with performance targets and objectives for the new future year) A more detailed Personal Development Plan should come out of this section to outline more on the How, By When, Success Factors, etc. The Training Department will need to work closely with the appraiser to meet these requirements. Area that Needs Improvement 1. Specific Competency (Knowledge, Skill, Ability) How *

2.

3.

4.

5.

* HOW: Training & Development can include LPC Training courses, external training courses, e-learning, development workshops, on-the-job training, coaching and mentoring, job rotation, special assignments, secondment, etc.

Comments and Request by Employee

Recommendation by Manager/Appraiser

Action by Human Resources Department

Action by Training Department

End.