27 May 2003: No 34/03

With effect from 1 April 2003, a new performance appraisal system was introduced for all DOD personnel (Public Service Act Personnel and Defence Act Personnel).

The system represents a new approach to the conduct of performance appraisals in the DOD. It is therefore important that every member/employee of the DOD is aware of the new performance appraisal process and is able to do an appraisal in terms of the new system.

The appraisal process is as follows:

Prior to every quarterly appraisal the supervisor will identify the assessors of the post incumbent.

The details of all the assessors must be indicated on the first page of the supervisor’s appraisal questionnaire.

The personal particulars of the post incumbent must be indicated on the appraisal form completed by each assessor.

The names of the assessors may not at any time be revealed to the post incumbent. This is necessary to avoid any victimisation or undue influence of assessors.

In order to conduct the appraisal, the supervisor must ensure that each assessor receives an appraisal questionnaire and an information brochure.

The information brochure contains a detailed description of the complete appraisal process, the roles of the different persons involved therein, the calculation of the appraisal scores and the competencies to be assessed for each level. No scores or calculation of scores must be done in this brochure which is intended for reuse.

All scores must be indicated and calculated on the appraisal questionnaire which must be handed back to the supervisor on completion of the appraisal process.

Once in possession of the information brochure and appraisal questionnaire the assessors must do the appraisal of the post incumbent. No discussion prior to, during and after the appraisal process is permissible between any of the assessors of a particular post incumbent.

The appraisal questionnaire applicable to each work level lists eight competencies, with each competency listing different numbers of task indicators.