In the Meru County Public Service, your career progression isn’t just about how long you’ve served; it’s about the impact you make. For officers in Job Group H and below, the Staff Performance Appraisal System (SPAS) is the formal bridge between your daily tasks and your future promotions.
Below is the Meru County Staff Performance Appraisal Form For Job Group H And Below
Meru county Staff Performance Appraisal Forms for Job Group H and Below (1)
Above is the Meru County Staff Performance Appraisal Form For Job Group H And Below
If you are a clinical officer, nurse, driver, or administrative assistant within this bracket, the appraisal form is your chance to document your hard work. In 2026, as Meru County moves toward a more data-driven “Performance Management Culture,” filing this form accurately is essential for salary increments and training opportunities.
FAQ: Navigating the Appraisal for Job Group H and Below
Q: Why is there a different form for Job Group H and below? A: The Meru County Public Service Board uses specialized forms to match different levels of responsibility. While senior officers focus on strategic management, those in Job Group H and below are often the “engine room” of the county. Your form (formally known as GP 247B or PSC 37B) is designed to capture technical skills, operational efficiency, and direct service delivery to the people of Meru.
Q: What is the “Target Setting” phase? A: At the start of the financial year (or when you are newly recruited), you and your supervisor must agree on SMART targets (Specific, Measurable, Achievable, Realistic, and Time-bound). For example, if you are a driver, a target might be “Ensuring 100% vehicle maintenance compliance.” If you are a nurse, it might be “Maintaining accurate patient records for 50+ patients daily.”
Q: How does the “Rating Scale” work in 2026? A: Your performance is graded on a percentage scale. Understanding these tiers helps you know where you stand:
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Excellent (101% +): You consistently exceeded every target set.
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Very Good (100%): You fully met all agreed-upon targets.
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Good (80% – 99%): You met most targets with minor gaps.
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Fair (60% – 79%): Performance was inconsistent; improvement is needed.
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Poor (Below 59%): You failed to meet core responsibilities; this may trigger a Performance Improvement Plan (PIP).
Q: What if I disagree with my supervisor’s evaluation? A: The appraisal is a participatory process. You should have a face-to-face meeting to discuss the score. If you truly feel the rating is unfair or biased, the form includes a section for “Appraisee’s Comments” where you can state your objections. You also have the right to appeal to the Departmental Performance Management Committee.
Q: How often should I update the form? A: While the final evaluation happens annually (by June 30th), you should conduct a Mid-Year Review in December/January. This is a “half-time” check-in to see if you are on track or if your targets need to be adjusted due to changes in your department’s priorities.
Secure Your Professional Growth
A well-filled appraisal form is a powerful tool for your career. It acts as your “professional portfolio” when you apply for re-designation or promotion. Don’t wait until the deadline; download the current template and start drafting your achievements today.
