Revised PAS FORM 1C.

2025
Kenya Forest Service
Hqs.
P.O Box 30513-00100,
Nairobi, Kenya

Website: www.kenyaforestservice.org
Email:info@kenyaforestservice.org
Telephone: +254-20-3754904/5/6
+254-20-2014663/2020285
Fax: +254202385374

PERFORMANCE APPRAISAL FORM

(carefully fill in accurate information)

PART I

SECTION 1: PERSONAL INFROMATION

Name of
Appraisee………………………………………………….....................................................
(Surname) (Middle Name)
(Last Name)

Payroll No. ………………………………………………. KFS No.

…………………………………………………..

Conservancy……………………………
County……………………..Workstation…………………………..

Designation……………………………………..KFS Grade No.…………….

Gender……………………….

SECTION 2: PERFORMANCE TARGETS

1. Departmental objectives (Drawn from P.C and Strategic Plan,
Values & principles, Mainstreaming, mentorship and
coaching, Presidential directives)

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2.Departmental /Section functions

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Introduction
Kenya forest service recognizes the importance of individual employee’s
contribution to the development, growth, and competitiveness of the
organization. It is the policy of the service to institutionalize and practice
performance management as a key management process with a clear
objective of improving organizational and staff performance. In undertaking
the exercise, staffs are requested to use performance appraisal guide to
help in the interpretation of values and staff competency.

Instructions to Performance Appraisal Process

i. Link individual performance targets with KFS organizational strategic
objectives and work plan;
ii. Promote communication between Appraisee and Supervisor with
continuous feedback on work progress;
iii. Set the basis on which an officer's performance is monitored and
evaluated as stipulated in the individual work plan;
iv. Align operational and financial performance targets with budgetary
provisions;
v. Assess the learning and development needs of staff on a timely basis;
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.
Objective of the performance appraisal
1. To formally evaluate the performance of individual employees
against set objectives, targets and standards
2. To assist the appraisee in building on existing strength, overcoming
weakness and improving performance.
3. To assist the appraiser, understand the challenges of the job and the
job holder through effective communications
4. To develop performance improvement plan for the appraisee
5. To improve communication regarding staff performance
6. To assist in the reward and sanction of the appraisee

SECTION 3a: PERFORMANCE RATING SCALE

(The Appraisee/Supervisor should use the following to indicate
the level of performance by an appraisee)
Achievement of Performance Targets
Rating Scale
Achievement higher than 100% of the agreed performance targets
Excellent 101%+
Achievement up to 100% of the agreed performance targets. 100%
Very Good
Achievement between 80% and 99% of the agreed performance targets. Good 80% — 99%
Achievement between 60% and79% of the agreed performance targets. Fair 60% — 79%
Achievement up to 59% of the agreed performance targets. poor 59% and Below
 3b). Was individual work plan drawn? Yes No

3c). Did the officer set targets? Yes No

In % rating scale where one (101%) Excellent, two (100%) Very

Good, three (80-99%) Good, four (60-79%) Fair and five (>59%)
Poor. Rate yourself on targets you had set as per
Departmental/Sectional functions, Workplans & Performance
Contract
Agreed Targets with 1st Unit of Agreed Self- Agreed Agreed
supervisor at the measure, Indicators Rating at ratings reasons for
beginning of the year Perc enta with the end with performance
(quantify the targets) ge (%, 1stsupervi of the 1st with 1st
No,Ha) sor year superviso supervisor
(quantify) (%) r
(%)

Example Available
 To NO. List of 40 100% funds,
100%
Promote 40 staff competent
staff promoted staff,
support from
supervisor
a)
b)
c)
d)
e)
f)
g)
Overall Rating
 4. Mid-Year Review
Any Variation in targets

i. …………………………………………………………………………………………………
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ii. ………………………………………………………………………………..
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iii. …………………………………………………………………………………………………
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iv. …………………………………………………………………………………..
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v. …………………………………………………………………………………………………
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vi. …………………………………………………………………………………………………
…….…….

5. Staff training and development needs

5a. was your training requirement met? Yes No

5b. State category of the training required in future (tick appropriately)

1. Forestry & Environmental conservation related courses
2. Technical (Electrical, Engineering, building etc.)
3. Managerial/Leadership
4. Academic (Certificate, Diploma, Undergraduate, Post-
graduate)
5. ICT & Communication
6. Finance (Accounting and Auditing).
7. Paramilitary/Refresher/ nursery management courses

Others
specify……………………………………………………………………………………………………
………………….
Venue……………………………………………………………….………………
Duration……………………………
Approximate cost of training Ksh……………………………

6.Did discussion on training take place between supervisor &

supervisee?
Yes No

Comment if any ……………………………….

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Part II
7. VALUES/CORE COMPETENCIES
In a scale of 1-5 where one (1) Excellent, two (2) Very Good, three (3)
Good, four (4) Fair and five (5) Poor. Rate yourself on Values and
staff competence
Values/core competencies Self- 1stSuperviso
Assessment rs
Assessment
1 2 3 4 5 1 2 3 4 5
Integrity
(Honesty/Truthful/Reliable/Upright/
Corruption free)
Timeliness (ability to plan and achieve
objectives ahead of time)
Professionalism (showing a high degree of
skills
or competence and observing the respective
code of conduct)
Knowledge/technical competency
(attention to and care of resources and
capacity to apply the
skills acquired)
Communication (demonstrates openness
in sharing information and
keeping people informed)
Team work (ability to work with others)
Time management (ability to use the
limited time maximally; being proactive
and not working
under crisis)
Creativity (ability to come up with new and
original ideas and approaches to work)
Continuous learning and performance
improvement (showing willingness to
learn from others and continuous self-
improvement)
Customer/citizen focus (ability to identify
and appropriate address the needs of fellow
citizens)
Respect for national/gender diversities
(work with people from all backgrounds)
Meritocracy (demonstrates talent
and competence)
Fairness (treating all equally and
reasonably)
Confidentiality (understands the
classification of official documents)
Technical competency (possession of the
relevant technical knowledge and skills and
the ability to use or apply)
Overall rating
8. LEADERSHIP, MENTORSHIP AND COACHING (Only for staff with
supervisory responsibilities).
8.a Did you set targets with your supervisor on leadership, mentorship and
Coaching?
Yes No

8.b. If yes state and mention the set targets and whether you were
mentored and coached by your supervisor.
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8.c. Are you now able to perform the duties without further mentorship
and Coaching? Yes No
8.d. Mention the areas that you are now well conversant with to help in
effective delivery to the SERVICE customers.
i. …………………………………………………………………………………………………
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ii. ………………………………………………………………………………..
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iii. …………………………………………………………………………………………………
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iv. …………………………………………………………………………………..
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v. …………………………………………………………………………………………………
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 9. MANAGERIAL AND SUPERVISORY COMPETENCES (Only for staff with
supervisory responsibilities).
In a scale of 1-5 where one (1) Excellent, two (2) Very Good, three
(3) Good, four (4) Fair and five (5) Poor. Rate yourself on
Managerial and Supervisory competences
Self- 1stSupervisor
Managerial and Supervisory Assessment ’s
Competences Assessment
1 2 3 4 5 1 2 3 4 5
Managerial accountability (ability to be
personally answerable for your
actions/decisions as a managers/supervisor)
Planning and organizing (set clear
objectives and work towards their
achievement)
Staff training and development skills
(coaches and mentors’ staff to raise their
level of competence)
Resources management
skills/efficiency
(ability achieve maximum results using
minimum resources)
Being productive (ability to anticipate
risks and take measures to mitigate them)
Judgment and objectivity (ability to
make prudent/wise decisions
with impartiality)
Managing performance (ability to
communicate
tasks to be performed, encourage and
measure performance)
Promoting use of information
technology (encouraging the use of IT for
improved effectiveness and efficiency)
Overall rating

Did discussion with your supervisor place take? Yes

No Any
comment by the 1st Supervisor
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Name……………………………………………………………
Designation……………………………………
 Signature………………………………………………………
Date………………………………………………

Any comment by the Supervisee

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Name……………………………………………………………
Designation………………………………………

Signature………………………………………………………
Date………………………………………………..
 2nd Supervisor’s overall remarks
Category Remarks

1) Performance targets

2) Values &
core
competence
3) Managerial &
supervisory
competence

Name……………………………………………………………

Designation……………………………………….

Signature………………………………………………………

Date………………………………………………….