Download Staff Appraisal Form of Parliamentary Service commission-PDF
In the 2026 Kenyan public service, performance management is no longer a mere formality. For staff within the Parliamentary Service Commission (PSC), the Staff Performance Appraisal System (SPAS) is the essential mechanism used to align individual contributions with the strategic goals of the National Assembly and the Senate.
Below is the download link for Staff Appraisal Form of Parliamentary Service commission
Staff Appraisal Form of Parliamentary Service commission
Above is the download link for Staff Appraisal Form of the Parliamentary Service commission
This form is used annually to assess work performance, determine suitability for promotion, and identify specific training and development needs for all members of staff.
FAQ: Navigating the PSC Staff Appraisal 2026
Q: What are the main objectives of the appraisal?
A: The SPAS aims to:
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Inform: Provide staff with clear feedback on their work performance during the review period.
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Decide: Furnish the Commission with data to make informed decisions on promotions, salary increments, and career progression.
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Develop: Identify specific skill gaps that can be addressed through training at the Centre for Parliamentary Studies and Training (CPST).
Q: What is the deadline for completion?
A: It is the duty of all supervisors to ensure that appraisal forms are completed annually, typically no later than December 31st, and filed with the Human Resources Office.
Q: How is performance rated in 2026?
A: The PSC uses a standardized numerical scale to ensure fairness:
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4 – Very Good (Exceeds Requirements): More than adequate performance; targets consistently surpassed.
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3 – Good (Meets Requirements): Adequate performance that meets all agreed job requirements.
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2 – Fair (Needs Improvement): Performance did not adequately meet all job requirements.
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1 – Poor (Unsatisfactory): Unacceptable level of performance.
Q: What are “Key Result Areas” (KRAs)?
A: KRAs are the specific, measurable targets agreed upon between you and your supervisor at the beginning of the appraisal cycle. In 2026, these must be SMART (Specific, Measurable, Achievable, Realistic, and Time-bound).
Q: Can I appeal my final score?
A: Yes. If you are not satisfied with the evaluation provided by your appraiser, you have the right to appeal to the Performance Management Committee as provided in the SPAS guidelines.
Anatomy of the Appraisal Form
The form is divided into distinct sections to provide a 360-degree view of your professional standing:
| Section | Focus Area |
| Section A | Employment Details: Name, TSC/PSC Scale, Directorate, and Department. |
| Section B | Assessment of Targets: Scoring against the specific objectives set at the start of the year. |
| Section C | Knowledge and Skills: Evaluation of technical know-how and theoretical principles. |
| Section D | Values and Core Competencies: Rating on integrity, teamwork, communication, and professionalism. |
Pro-Tips for a Successful Review
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Keep a Work Diary: Throughout the year, document your achievements, completed projects, and any commendations received. This provides the “verifiable evidence” required for high scores.
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Continuous Learning: Highlight any webinars, workshops, or professional certifications you’ve pursued independently. The Commission highly values “efforts made to keep knowledge up-to-date.”
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Be Honest: Use the appraisal as a genuine tool for growth. Discussing challenges openly with your supervisor can lead to better support and resource allocation in the next cycle.
Last updated on: March 17, 2026