Meru County Staff Performance Appraisal Forms For Job Group J And Above
For officers in Job Group J and above, the stakes of the Staff Performance Appraisal System (SPAS) are higher. At this level, you are no longer just an implementer; you are a supervisor, a decision-maker, and a leader within the Meru County Government. Your appraisal is designed to capture not just your output, but your leadership competencies and strategic contribution to the “Making Meru Happy” vision.
Below is the download link for Meru County Staff Performance Appraisal Forms For Job Group J And Above:
Meru county Staff Performance Appraisal Forms for Job Group J and Above (2)
Above is the download link for Meru County Staff Performance Appraisal Forms For Job Group J And Above
In 2026, the County Public Service Board (CPSB) uses the PSC 37A (Revised 2016) or its customized county equivalent to determine eligibility for promotions, duty assignments, and the awarding of performance-based rewards.
FAQ: Mastering the Appraisal for Mid-Level and Senior Staff
Q: How does the form for Job Group J and above differ from the junior version? A: While the junior form (H and below) focuses heavily on specific tasks, the Job Group J+ form (PSC 37A) adds a significant layer: Values and Core Competencies. As a senior officer, you are rated on leadership traits such as:
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Strategic Visioning: Your ability to align your unit’s work with county goals.
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Managing Performance: How effectively you supervise and develop the staff under you.
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Integrity and Professionalism: Your adherence to Chapter Six of the Constitution and the Public Officer Ethics Act.
Q: What are “Individual Performance Targets” for senior officers? A: These are not just “daily chores.” At Job Group J and above, your targets must be derived directly from the Departmental Annual Work Plan. If your department aims to improve agricultural yields in Meru, your specific target might be “Coordinating 12 ward-level training sessions for 600 farmers by June 2026.”
Q: I am a supervisor; do I fill out my own form and my staff’s? A: Yes. You are the Appraisee on your own form (evaluated by your Head of Department) and the Supervisor on your team’s forms. This dual role requires a high degree of objectivity. You must ensure that the scores you give your staff are based on verifiable evidence to avoid appeals at the Departmental Performance Management Committee.
Q: What is the significance of the “Staff Training and Development Needs” section? A: This is your growth roadmap. If you find that you or your team struggled with a new digital procurement system, you should list “ICT Proficiency in ERP Systems” as a training need. The Meru CPSB uses this data to plan for county-wide capacity building and professional workshops.
Q: How is the final score calculated? A: The score is a mean (average) of your achievement against individual targets, combined with your competency ratings.
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Excellent (101%+): Consistent over-delivery on strategic goals.
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Very Good (100%): Full achievement of all SMART targets.
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Good (80-99%): Solid performance with minor areas for growth.
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Fair/Poor (Below 79%): May result in a “Performance Improvement Plan” and could stall your next promotion.
Elevate Your Professional Portfolio
A meticulously filled SPAS form is more than a requirement—it is your defense during lifestyle audits and your strongest argument for a promotion. Ensure you have your Departmental Work Plan at hand before you begin filling out the sections.
