The Civil Service Performance Appraisal Form is a mandatory document used across the Irish civil service for annual employee evaluations. It forms part of the broader performance management and development system (PMDS) implemented under the Civil Service Renewal Plan and Civil Service Regulation Act 2004. The document is designed to facilitate objective assessment of employee performance against predetermined goals, core competencies, and development objectives. It must be completed annually for all civil servants, with optional interim reviews, and serves as an official record for career progression, promotion considerations, and performance management. The form includes sections for objective setting, performance evaluation, development planning, and feedback from both employees and managers, ensuring compliance with Irish public sector employment regulations and data protection requirements.
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1. Personal Information: Employee details including name, grade, department, employee number, and reporting period
2. Role Profile: Current position description and key responsibilities
3. Performance Objectives: Key performance objectives agreed for the assessment period
4. Core Competencies Assessment: Evaluation of standard civil service competencies including leadership, communication, and delivery of results
5. Achievement Review: Assessment of performance against set objectives with specific examples
6. Training and Development: Review of completed training and identification of future development needs
7. Overall Performance Rating: Final performance rating based on prescribed scale
8. Employee Comments: Space for employee to provide feedback and comments on the assessment
9. Manager Comments: Space for manager's overall feedback and recommendations
10. Sign-off Section: Signatures and dates from employee, immediate supervisor, and reviewing officer
1. Interim Review Details: For cases where mid-year reviews are conducted
2. Special Achievement Section: For documenting exceptional contributions or projects
3. Performance Improvement Plan: Required when performance falls below expected standards
4. Career Progression Goals: For employees seeking promotion or career development
5. Mobility/Transfer Requests: For employees interested in internal mobility opportunities
6. Additional Responsibilities: For documenting duties beyond standard role requirements
1. Appendix A - Performance Rating Scale: Detailed explanation of performance rating criteria and scoring system
2. Appendix B - Core Competency Framework: Detailed descriptions of each core competency and expected behaviors
3. Appendix C - Development Options: List of available training programs and development opportunities
4. Appendix D - Guidelines for Objective Setting: SMART objective setting guidelines and examples
5. Appendix E - Appeals Process: Information on the process for appealing performance ratings
6. Appendix F - Relevant Policies: References to relevant HR policies and procedures
Authors
Relevant legal definitions
Clauses
Relevant Industries
Public Administration
Government Services
Civil Service
Public Policy
State Agencies
Local Government
Public Healthcare Administration
Education Administration
Justice and Courts Administration
Tax and Revenue Administration
Social Services Administration
Relevant Teams
Human Resources
Performance Management
Employee Relations
Training and Development
Personnel
Senior Management
Operations
Administration
Policy Development
Legal Affairs
Finance
Information Management
Corporate Services
Strategic Planning
Organizational Development
Relevant Roles
Civil Service Officer
Administrative Officer
Executive Officer
Higher Executive Officer
Assistant Principal
Principal Officer
Department Secretary
Policy Officer
Research Officer
Technical Officer
Operations Manager
Program Coordinator
Service Delivery Manager
Project Manager
HR Manager
Finance Officer
Legal Officer
Information Officer
Clerical Officer
Senior Administrator
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