TSC Performance Appraisal Form: What It Covers and How Scoring Works.
TSC’s Annual Staff Performance Appraisal Report captures performance against quarterly targets drawn from departmental/divisional priority objectives, plus behavioural attributes, culminating in an overall annual rating.
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How Scoring Works
Each key target set for the appraisal period is assessed on a rating scale, with each target carrying a maximum of five marks. Scores from each quarter are combined with behavioural-attribute ratings to produce the overall cumulative rating for the year.
Officers newly employed or deployed for less than three months are typically marked as “insufficient knowledge to judge” rather than being scored, since there isn’t enough tenure yet for a fair assessment.
How This Differs from TPAD
This general Performance Appraisal Form is distinct from TPAD (Teacher Performance Appraisal and Development, managed online at https://tpad2.tsc.go.ke), which is the mandatory, term-by-term classroom appraisal system for teaching staff specifically. This downloadable form is used more broadly across TSC staff categories for the annual appraisal cycle.
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Who’s Involved
- The officer being assessed — completes their self-assessment sections
- The immediate supervisor — reviews, rates, and countersigns
- Ratings and comments are supplied with a copy given to the person being appraised
FAQ
Is this the same as TPAD?
No — TPAD is the online, classroom-focused appraisal system for teachers completed every term. This form is a broader annual staff performance appraisal.
What if I disagree with my rating?
Most TSC appraisal processes allow for comments or a formal response from the appraisee — raise disagreement in writing through the process rather than after the fact.
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TSC Performance Appraisal Form: What It Covers and How Scoring Works.
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