Planning

• This is the phase when expectations including the individual work activities, the results and targets expected and the desired competencies needed in achieving the goals, are laid down. The measures utilized in determining whether the targets are achieved are also outlined. Allocation and identification of appropriate resources needed in achieving targets is also done at this stage. The goals set must be agreed upon, realistic, measurable and time bound.
  
  

Mid Year Review

• The set targets may be reviewed on a quarterly basis and a comprehensive mid year review, combining results from both quarters carried out. The assessment of the core values is an ongoing process and this mid year review will help in updating the target status, reinforcing splendid performance, and identifying areas where more effort is needed. It is during this time that an assessment of skills and resources affecting the personal performance of an employee is made and necessary measures taken. Through these reviews, early warnings may be provided to non-performers with an aim of motivating the employees.
  
  

Annual Assessment

• The annual assessment measures the individual overall performance against the agreed targets. It also assesses the actualization of core values by the individual, as well as the potential and competencies of the employee. The individual annual ratings are given during this assessment and passed on to management for review.
  
  

Normalization

• During this phase, the variations arising from different supervisors in the department and within the organizations are minimized to maintain integrity. This is done by averaging the individual cumulative scores from the four quarters of the year. The appraisal system must maintain objectivity and transparency, by ensuring individual assessment is made from the perspective of the organizations core values.
  
  

Feedback and Counsel

• These are essential components of the assessment process achieved by communicating the final results from the executive and all departmental feedback to individuals. Feedback on performance creates transparency and recognizes outstanding performance in time. The feedback is generated after a review of all the achievements made throughout the year. Counseling involves guiding the employee on the expertise needed in meeting the laid down targets and also recognizing and understanding the individual’s strengths, and how they can be utilized in improving performance.