Appraisal Rubric - Director HRM Competency Area | Definition | Rating 5 | Rating 4 | Rating 3 | Rating 2 | Rating 1 | |||||
Strategic Thinking and Leadership | Demonstrates forward-looking leadership aligned with national and Ministry objectives. | Introduces and executes strategic HR innovations with demonstrable cross-ministry impact. | Proactively leads strategic initiatives aligned with Ministry-wide outcomes and transformation. | Aligns HR planning with Ministry goals and provides strategic oversight to the HRM Unit. | Shows inconsistent strategic direction or delayed response to HR trends. | Lacks strategic insight or acts primarily in a reactive, operational capacity. | |||||
Communication and Influence | Communicates effectively with stakeholders and influences policy decisions through data-driven input. | Shapes high-level decisions and represents HRM interests credibly at the executive level. | Presents clear, persuasive arguments using HR data and insight. | Communicates policy updates clearly and interacts appropriately with internal teams. | Lacks clarity or impact in communication with teams or leadership. | Frequently miscommunicates or fails to represent HRM interests adequately. | |||||
Accountability and Results Orientation | Delivers results through strong performance monitoring and team accountability. | Consistently exceeds targets and establishes a high-performance culture. | Regularly meets deliverables and addresses gaps proactively. | Monitors HR deliverables and ensures tasks are completed on time. | Occasional delays or oversights in key deliverables. | Frequent underperformance and lack of follow-through. | |||||
HR Policy Leadership | Provides direction on HR policies and ensures compliance with legislative and organizational guidelines. | Leads national-level HR policy reform or framework development. | Produces or updates Ministry-level policies proactively with minimal oversight. | Maintains policy compliance and participates in routine updates. | Misses critical policy updates or provides unclear direction. | Fails to implement or maintain key HR policies. | |||||
Workforce Planning and Organizational Development | Anticipates staffing needs and oversees organizational change aligned with Ministry goals. | Executes transformative workforce and succession plans with measurable results. | Regularly reviews and adjusts workforce plans using relevant data. | Supports HR planning with forecasts and basic OD strategies. | Limited engagement in strategic workforce development. | No clear plan or capacity for workforce management. | |||||
Performance and Compliance Oversight | Monitors HR compliance and ensures effective performance management systems. | Implements innovative compliance tools and ensures 100% evaluation completion. | Ensures timely evaluations and tracks trends for intervention. | Supervises the performance appraisal process and responds to compliance issues. | Inconsistent tracking or follow-up on performance matters. | Major gaps in performance oversight or compliance failures. | |||||
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Performance Appraisal Rubric - Records Officer | ||||||
Ministry of People Development - HRM Department | ||||||
Competency Area | Definition | Rating 5 | Rating 4 | Rating 3 | Rating 2 | Rating 1 |
Records Classification and Indexing | Accurately codes and files HR documents using established classification schemes. | Identifies and resolves misclassifications; trains others in proper indexing. | Files consistently using correct codes; supports improvements in record structure. | Applies classification system accurately for most documents. | Occasional filing or coding errors requiring review. | Frequent misclassification of documents. |
Records Security and Confidentiality | Ensures confidentiality in the storage, access, and sharing of sensitive HR files. | Implements access control logs and prevents all unauthorized access. | Secures records consistently and ensures appropriate handling of sensitive files. | Follows prescribed procedures for securing confidential documents. | Occasional lapses in confidentiality or file security. | Neglects security practices or shares documents inappropriately. |
Retention and Disposal | Applies retention schedules and supports secure disposal of outdated records. | Leads retention reviews and organizes disposal with full documentation. | Implements disposal actions per schedule and logs all transactions. | Supports standard disposal practices and refers exceptions appropriately. | Misses disposal deadlines or lacks full documentation. | Fails to follow disposal protocols or disregards retention rules. |
Records Request Handling and Reporting | Responds to file access requests and maintains tracking logs and movement registers. | Handles complex file requests swiftly with audit-ready logs. | Processes routine requests efficiently and maintains complete logs. | Fulfills requests and updates file movement records as expected. | Lacks consistency or completeness in tracking requests. | Loses track of files or ignores proper request procedures. |
Audit Readiness and Compliance | Prepares filing systems and documentation for internal or external audits. | Prepares independently for audits and supports records presentation flawlessly. | Maintains filing systems ready for review at any time. | Supports audits when notified and retrieves records on time. | Last-minute scrambling or disorganized preparation. | Unable to support audit activities due to disorganized files. |
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