Understanding Your Performance Appraisal
The annual performance management cycle — from setting your performance plan to the formal review, what happens with good or poor ratings, and how appraisals affect promotions and increments.
Performance Planning at the Start of the Year
At the beginning of each calendar year, you and your Reporting Officer (supervisor) develop a performance plan based on your job description and the competencies required for your role. The plan is documented in Part 1 of the performance management form. This is your opportunity to understand exactly what is expected of you and to agree on measurable objectives for the year.
Work Towards Your Objectives
Throughout the year, focus on meeting the objectives in your performance plan. Your Reporting Officer should provide ongoing feedback and support. If circumstances change significantly (new duties, restructuring, or emergencies), discuss updating your plan with your supervisor. Keep records of your achievements and any challenges you face.
Complete Your Self-Appraisal
Before the formal review, you complete a self-appraisal assessing your own performance against the objectives set at the start of the year. Be honest and specific — reference concrete achievements and acknowledge areas where you fell short. This self-assessment feeds into the formal review discussion.
The Formal Review Meeting
Your Reporting Officer completes the formal assessment in Part 2 of the performance form. You meet to discuss the assessment, compare it with your self-appraisal, and agree on a final rating. The completed form is retained on your personal file. This is also the time to discuss development needs and training opportunities for the coming year.
What was your performance rating?
Plan for the Next Year
Regardless of your rating, the cycle starts again. Use the feedback from your review to set stronger objectives and address any development areas. If you received a warning or remedial plan, meeting the improvement targets is essential — continued unsatisfactory performance can lead to further disciplinary action. Your performance record is a key factor in promotion decisions.