1 / 12

Financial year (July (this yr) to June (next yr)

Financial year (July (this yr) to June (next yr). While the work planning will be done for a year, it will be reviewed twice, so basically the date when its reviewed (December and July). These outputs can be summary of the two weekly work plan that you make. Definition.

tulia
Télécharger la présentation

Financial year (July (this yr) to June (next yr)

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Financial year (July (this yr) to June (next yr) While the work planning will be done for a year, it will be reviewed twice, so basically the date when its reviewed (December and July) These outputs can be summary of the two weekly work plan that you make

  2. Definition These are the three competencies that RCSC recommends all Civil Servants should have, hence its fixed(compulsory) The other four competencies you and your supervisor will have to identify…Annex 1: Example of core competencies

  3. Financial year (July (this yr) to June (next yr) Refer Annex 2

  4. The change with the current form is that you do not have to mention the quantity and quality of output like before Supervisor or Manager in case of GNHC Secretariat would be the same. The difference will only be valid for agencies with section, division and department heads

  5. Fixed Competencies (RCSC) Identified Competencies

  6. Advised that employees justify the reasons for their individual rating (i.e. why do I deserve a 4) Advised that supervisor/manager provide reasons for their rating and or feedback on the individuals performance

  7. The final calculations will be done by HROs. This is because your ratings now have to be entered in the CSIS and only HROs have access to the CSIS. Thus it’s easier. Dasho’sfeedback on the employee’s performance

  8. Annex 1.

  9. Annex 2.

More Related