APPENDIX 1 – PERFORMANCE MANAGEMENT SYSTEM (PMS) FORMS AND THEIR USES

PMS FORMS DESCRIPTION CHART

Document Title Description Form Used Timeline
1. Employee Used by a Supervisor to set work expectations Anytime work Jan 1 – 31 or when employees’
Performance Planning (goals and targets) for an employee usually at expectations must be job changes.
And Mid-Year Progress the beginning of a performance cycle or after a set.
Review Form change in position and/or job duties and June - July
responsibilities. The form is also used to During the mid-year
identify the employee’s development needs. progress reviews
This form is developed based on the employee’s
job description and the department’s work plan
and is used to review employee progress during
the mid-year performance reviews.
2. Employee Self- Used by an employee to assess his/her own Annual Performance November 15
Assessment Form performance during the annual performance Evaluation
appraisal period.
3. Employee Annual Used by a Supervisor to formally document an Annual Performance November 15 – December 31
Performance Appraisal employee’s performance at the end of the Evaluation
Form performance cycle.
4. Critical Incident Used by a Supervisor to document critical Anytime during the Anytime
Form incidents of work performance, which may be Performance
negative or positive incidents. The Supervisor Management Cycle
requires this form to substantiate an overall
appraisal rating of Exceptional or Sub-Standard
performance.
5. Performance Used by an employee to file a formal appeal to At the end of the December
Appeals Form the Reviewer or the PRC with regards to any Performance
perceived biased performance rating during the Management Cycle
performance management cycle.
6. Employee Peer Used by any staff to provide confidential Anytime during the November 15 – December 31
Review performance feedback on an employee who is Performance
his/her colleague. The Supervisor or Reviewer Management Cycle, but
uses this form to support appraisal decisions. particularly during the
The Reviewer or PRC could request for peer annual performance
reviews during appeals processes. appraisals.
PMS FORMS DESCRIPTION CHART
Document Title Description Form Used Timeline
7. Upward Evaluation Used by any staff to give performance feedback Anytime during the November 15 – December 31
Report on an employee who is in a direct Supervisor’s Performance
Line Manager may request the employee to Management Cycle, but
evaluate the Supervisor and uses this form to particularly during the
support appraisal decision. annual performance
appraisals.
8. Performance Used by a Supervisor to document serious Anytime during the Anytime
Evaluation Report performance gaps on the part of the employee Performance
and identify action plans and support needs of Management Cycle
the employee. The employee is evaluated at
the end of the specified period.
9. Probation Period Used by a Supervisor to rate an employee at the At the end of the Anytime probationary period
Performance Appraisal end of the probationary period. probationary period. ends.
Form
10. Notification of Used by a Supervisor to notify an employee, At the end of the January of the following year
Award for who has performed exceptionally, of a reward or Performance
Extraordinary recognition Management Cycle
Performance
 APPENDIX 2 – EMPLOYEE PERFORMANCE PLANNING AND MID-YEAR PROGRESS REVIEW FORM

EMPLOYEE PERFORMANCE PLANNING AND MID-YEAR PROGRESS REVIEW FORM

Name of Employee --------------------------------------------- Staff ID ------------ Job Title -------------------------- Institution

------------------

Name of Supervisor -------------------------------------------- Title --------------------------- Performance Period

----------------------------------

Section1: Employee Objectives for Period

Instructions: During performance planning, the supervisor and employee should establish and agree on the employee’s objectives
based on the duties and responsibilities in the employee’s job description and department’s work plans. Use back of page for additional
objectives if necessary. During mid-year progress review, the supervisor should rate the degree to which the expected result has been
achieved for each objective using the rating scale below:

5- Exceptional – Performance exceeds all expectations.

4- Excellent – Performance exceeds most of work expectations.
3- Satisfactory – Performance consistently meets most work expectations.
2- Needs Improvement – Performance does not consistently meet expectation.
1- Substandard – Performance des not meet job requirements.

Complete this section during mid-year progress review

Complete this section during performance planning Employee Supervisor

Key Objectives Performance Achievement Progress Achievement Progress Rating

What will be achieved Indicators Report Assessment Rate the degree to which
during the entire How is achievement to To what extent were the To what extent were the expected results were
appraisal period? List in be measured? What is objectives met or not objectives met or not achieved based on
priority order the evidence of met? met? What are your agreed time.
achievement? recommendations?
1.

2.

3.

Complete this section during mid-year progress review

Complete this section during performance planning Employee Supervisor

Key Objectives Performance Achievement Progress Achievement Progress Rating

What will be achieved Indicators Report Assessment Rate the degree to which
during the entire How is achievement to To what extent were the To what extent were the expected results were
appraisal period? List in be measured? What is objectives met or not objectives met or not achieved based on
priority order the evidence of met? met? What are your agreed time.
achievement? recommendations?
4.

5.

Section 2: Employee Development Needs

Instruction: Based on the objectives of the employee, kindly outline below the development need(s) of the employee and appropriate
recommendations:

Development Needs Capacity Building Resources/Support Required Date

What are the skills the employee needs to Activities What Resources/Support is State the
develop? How will development needs required to achieve development approximate date for
List in priority order. be addressed? activities? development activity
1.

2.

3.

Acknowledged by:
Employee:-------------------------------------- Supervisor:----------------------------------------------- Reviewer-----------------------------------------
Signature and Date Signature and Date Signature and Date

A Civil Service Agency Document. January 2016

APPENDIX 3 – EMPLOYEE SELF-ASSESSMENT FORM

(Confidential)
Name of Employee: ----------------------------------------------- Position: -----------------------------
Department: --------------------------------------------- Name of Supervisor:-------------------------
Review Date: ------------------------------------------ Period Under Review ----------- to -----------
Instruction: Please rate yourself on the core competencies listed below.

A. Performance/Competency Self-Assessment
Rating Definitions
5- Exceptional Employee demonstrates competency that is always superior to
the job expectation. He/she is considered exceptional among
his/her peers and has made significant contributions to the goals
of the Department.
4- Excellent Employee demonstrates competency that is consistently above
what would be expected for employees at this level.
3- Satisfactory Employee demonstrates competency at a level that consistently
meets the job expectations.
2- Needs Employee demonstrates competency at a level that meets some
of the standards required for the job, but needs to develop
competency for continued success.
1- Substandard Employee does not demonstrate competency. Developmental
plan needs to be established in order to provide platforms for
demonstrating the competency.

Core Competencies/Skills 1 2 3 4 5 N/A Key Contributions/Areas of

Please Underline critical skills Development (add examples, as
applicable, to clarify rating)
1. Is highly motivated, has drive
and determination. i.e
 Accepts feedback
 Utilizes feedbacks in future
performance
 Is encouraged by
compliments and
recognition
 Does well carrying out tasks
2. Has good administrative
ability. i.e
 Makes suggestions for
improvement
 Works towards achieving
improvement
 Identifies areas needing
development
 Provides guidance to co-
workers
3. (If applicable) is good at
supervising others i.e
 Contributes to establishing
comfortable work
environment.
 Cooperates with
subordinates
 Assists subordinates in
completing their task
 Provides guidance
4. Works well with others i.e.
 Nurtures mutual respect
  Open to suggestions of
others
 Shares ideas
 Receptive to co-workers
 Team player
5. Has good analytical ability
and judgement i.e
 Ability to create
 Ability to make decision
 Ability to evaluate/monitor
 Identifies problems
 Thinks clearly
6. Is dependable in meeting
work commitments i.e
 Follows instructions
 Can be trusted to stay on
assigned task
 Maintains focus on job
 Does not need reminders to
complete task
7. Gets through a lot of work
i.e
 Takes initiative
 Assists others in completing
assigned tasks
 Performs beyond
expectation
 Does other tasks outside of
scope
8. Its quick to learn. i.e
 Appreciate instructions
 Work independently
 Accepts change
 Eager to learn new ideas
 Works well with team
9. Has good attendance record
and is punctual and prompt. i.e
 Always present
 Comes to work on time
 No unexcused absences
10. Has good appearance i.e
 Appropriately attired
 Has good deportment
 Maintains good hygiene

Employees’ Overall Comments on performance:

----------------------------------------------------

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Signature of Employee: -------------------------------- Date:

--------------------------------------
 A Civil Service Agency Document. January, 2016
APPENDIX 4 – EMPLOYEE ANNUAL APPRAISAL FORM

EMPLOYEE ANNUAL PERFORMANCE APPRAISAL FORM

PART A

Notes for the appraiser: please read carefully

1. If the Civil Service is to make the best use of its resources, it is essential to
know how
well employees perform on their job. It is essential that every employee
should know
how his or her performance measures up to what is expected of them.

2. This appraisal report form has been designed to help you – the supervisor –
assess the
work of your subordinates and to indicate how further development or
improvements can
be made.

3. Remember that all individuals have strengths and weaknesses. As a result,

an individual
who may be seen as an exemplary employee, often will, deserve scores in
the lower end
of the scale for some aspects of his or her performance, and a person who is
not
particularly good at his job may have some qualities which may rate at the
higher end of
the scale.

4. It is most important that attention and careful consideration be given to the

performance
of the employee you are about to appraise. Be sure that you give empathetic
consideration
to all aspects of his or her work and that you set aside enough time to discuss
in details
your report with him or her.

5. For the Performance Appraisal Plan and the Quarterly Evaluation Form, refer
to the
attached guidelines.
 6. For the Annual Performance Appraisal Form, (Part B), you should assess the
performance
of your subordinates by placing a check in the appropriate box on a scale
which runs from
O to 5. A rating of ‘5’ represents exceptionally good ability, whereas ‘O’
indicates
performance which is inefficient and totally unsatisfactory.

7. For Annual Performance Appraisal Form (Part C), the Supervisor should
summarize the
employee’s strengths and weaknesses under the General Remarks section
and endorses
it. The subordinate should indicate in the check box whether he/she agrees
with the
assessment or not. The subordinate endorses the form. Copies of the
Performance
Appraisal Forms should be submitted to the Human Resource Department.

8. Remember that your own performance is discernable from the reports you
write on others.

PERFORMANCE APPRAISAL FORM PART B

Name of Person Being Appraised

-----------------------------------------------------------------------

Position -----------------------------------------------------------------------------------------------------

Ministry or Agency
----------------------------------------------------------------------------------------

Please assess the following aspects of performances by providing feedback and

placing a figure in the rating column; five (5) being the highest and ne (1) being
the lowest

Section 1: Assessment of Agreed Performance Objectives

Copy this section from performance Employee Supervisor

planning form
Key Objectives Performance Achievement Achievement Rating (1-5)
What will be Indicators Report Assessment Rate the
achieved during the How is To what extent To what extent degree to
appraisal period? achievement to be were these were these which
List in priority order measured? What objectives met or objectives met or expected
outputs or not met? not met? results were
deliverables are achieved
expected? based on
agreed time.
1.

2.

3.

4.

5.

TOTAL SCORE ------------------------------------------------ OF POSSIBLE TOTAL OF 25 POINTS

Section 2: Assessment of Work-related Behaviours

Please assess the following aspects of performance by placing a check in the most
appropriate box; five (5) being the highest and zero (0) the lowest.

Good Work 5 4 3 2 1 0 Poor Work

Behaviours/Competencies Behaviours/Competencies
1. Is highly motivated, has drive
and determination i.e
 Accepts feedback
 Utilizes feedbacks in future
performance Is poorly motivated and has no drive
 Is encouraged by compliments
and recognition
 Does well carrying out tasks
2. Has good administrative ability
i.e
 Makes suggestions for Has poor administrative ability
improvement
 Work towards achieving
improvement
 Identifies areas needing
development
 Provides guidance to co-
workers
3. (if applicable) is good at
supervising others i.e.
  Contributes to establishing
comfortable work environment
 Cooperates with subordinates (if applicable) is not a good supervisor
 Assists subordinates in
completing their task
 Provides guidance
4. Works well with others i.e
 Nurtures mutual respect
 Open to suggestions of others
 Shares ideas Is difficult to work with
 Receptive to co-workers
 Team player
5. Has good analytical ability and
judgement i.e
 Ability to create
 Ability to make decision Has poor analytical ability and
 Ability to evaluate/monitor judgement
 Identifies problems
 Thinks clearly
6. Is dependable in meeting work
commitments i.e
 Following instructions
 Can be trusted to stay on
assigned task Is unreliable in meeting work
 Maintains focus on job commitments
 Does not need reminders to
complete task
7. Gets through a lot of work i.e
 Takes initiative
 Assists others in completing Is slow and has a low work output
assigned task
 Performs beyond expectation
 Does other tasks outside of
scope
8. Is quick to learn i.e
 Appreciates instructions
 Works independently
 Accepts change Is a slow learner
 Eager to learn new ideas
 Works well with them
9. Has good attendance record
and is punctual and prompt i.e
 Always present Has a poor attendance record and is
 Comes to work on time often late
 No unexcused absences
10. Has good appearance i.e
 Appropriately attired
 Has good deportment Has poor appearance
 Maintains good hygiene

TOTAL SCORE ------------------------------------------------ OF POSSIBLE TOTAL OF 50 POINTS

 Performance Summary for Both Sections

Please indicate the employee’s overall performance based on the above

evaluation:

Section 1 Total: x 2.8 (70% of total score)=

Section 2 Total: x 0.6 (30% of total score)=

Total Score (Add the totals for the two sections)=

Section 3: Assessment of Employee Development

Please outline how much of the employee development plan(s) were achieved:
Development Needs Capacity Building Capacity Building Outstanding
What are the skills the Activities Identified Activities Capacity
employee needed to What were the capacity Completed Building
enhance at the beginning building activities What capacity building Activities
of the performance identified at the activities did you What activities are
period? beginning of the support the employee outstanding and
performance period? to complete? why?

PERFORMANCE APPRAISAL FORM

PART C

GENERAL REMARKS

1. Please give additional relevant information in summary pointing out the

main strength and weaknesses of the person being appraised.

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2. APPRAISER’S ACKNOWLEDGEMENT:

--------------------------------------------------------- ------------------------------ -------------

Appraiser’s Name and Signature Position
Date
3. NOTE FOR THE PERSON BEING APPRAISED: After you have read this report
and your supervisor has discussed it with you, you must sign below. If you do
not agree with the assessments, you should check the appropriate box. You will
then be able to discuss the assessment with your next level supervisor.

I agree with the assessments

do not Agree with these assessments, and I wish to discuss them with my
next level
supervisor

--------------------------------------------------------- ----------------------------------------
Signature of Person Being Appraised Date

4. REVIEWER’S REMARKS: This is the supervisor of the Appraiser:

I declare that I agree with the above assessment

I do not agree with the above assessment

Comments (optional):
-------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------
REVIEWER’S ACKNOWLEDGEMENT:

----------------------------------------------------------------- ---------------------- -------------

Reviewer’s Name and Signature Position Date

APPENDIX 5 – CRITICAL INCIDENT FORM

Name of Employee ------------------------------------------------- Job Title

--------------------

Name of Supervisor ------------------------------------------------ Title

-------------------------

Department ----------------------------------------------- Performance Period

------------------

This Critical Incident form documents:

Extraordinary Performance Substandard Performance

Instructions: Please provide examples(s) of good and poor job behaviours exhibited by
the employee at specific dates during the performance management period.
S/N Critical Incidents (Good/poor job Impact of Dates of
behaviours) behaviours on Work performance
1

Issued by:

----------------------------------------------------------------------------------------------------------------------------
Name of Supervisor/Signature/Date Issued

Received by:

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Name of Employee/Signature/Date Received

APPENDIX 6 – PERFORMANCE APPEALS FORM

Name of Employee ------------------------------------------------- Job Title

--------------------

Name of Supervisor ------------------------------------------------ Title

-------------------------

Department ----------------------------------------------- Performance Period

------------------

Employee Declaration:

I have received a copy of my performance evaluation. It has been discussed with me,
and I have been advised to take time to consider it before signing it. I have freely
chosen to agree to it and take responsibility for all my actions. However, I disagree with
the following elements:

o -------------------------------------------------------------------------------------------------------------------
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o -------------------------------------------------------------------------------------------------------------------
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o -------------------------------------------------------------------------------------------------------------------
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o -------------------------------------------------------------------------------------------------------------------
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--------------------------------------------------------------------------------------
Name of Employee/Signature Date Discussed

--------------------------------------------------------------------------------------
Name of Supervisor Signature Date Discussed

Distribution of Copies

1) Employee 2) Supervisor 3) Department Head/Reviewer 4) Director, Human

Resources

APPENDIX 7 – EMPLOYEE PEER REVIEW FORM

Employee to be Rated ---------------------------------------------------------------------

Name of Rating Employee -----------------------------------------------------------------------------

Purpose: The primary goals of the Employee Peer Review are to measure skills that
help productivity and to provide constructive feedback for improved performance. Your
input is valuable since results of this review will be integrated into each person’s overall
performance evaluation. We make every effort to maintain the confidentiality of this
information. However, it is possible that the person being evaluated will be able to
identify the source from the nature of specific examples.
Please respond to those questions that you feel qualified to answer. Feel free to add comment
Yes definitely Somewhat No, not much

Will he/she volunteer to help you or others when a need is identified?

Will he/she help to train new people when the opportunity arises?

Give specific examples: --------------------------------------------------------

--------------------------------------------------------------------------------------------------

-------------------------------------------------------------------------------------------------

Yes definitely Somewhat No, not much

Dos he/she share ideas and suggestions with you and /or others?

Give specific examples: -------------------------------------------------------

-----------------------------------------------------------------------------------------------

-----------------------------------------------------------------------------------------------

Yes definitely Somewhat No, not

much

Does he/she contribute to solving problems in your and/or other areas?

If a problem develops in another area that affects him/her, will this
person assist in solving it (rather than complaining of feeling frustrated)?

Give specific examples: ---------------------------------------------------

-----------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------

To a Somewhat beyond About enough

great extent the norm to get by
Overall, to what degree do you believe this person contributed his/her skills,
Talents, energy, and ideas to help the company be as successful as possible
In all areas?
Give specific examples: ------------------------------------------------------------------

-----------------------------------------------------------------------------------------------

Signature of rating Employee: ----------------------------------------- Date: ---------------------

APPENDIX 8 – UPWARD EVALUATION REPORT

Name: --------------------------------------------------------------------------------- Date ---------------

Answer the following questions concerning the above individual

Complete this evaluation on anyone who has served as your supervisor in any significant
manner in the past year. When you complete this evaluation including comments,
please run a copy and mail to (Staff Member), Director of Human Resources in
Administration as soon as you can, no later than (Date). All reports will be shared
confidentially and privately with those evaluated.

1. Does the Supervisor set a good example in his/her work habits?

Always Usually Sometimes Rarely Never
2. Is the supervisor approachable and available when needed?
Always Usually Sometimes Rarely Never
3. When you are assigned new duties and responsibilities by the supervisor,
how are they explained?
Well explained Adequately Partially Not satisfactorily
4. When the supervisor makes changes in the work you had done, were you
told the reason for the change?
Always Usually Sometimes Rarely Never

5. Does the supervisor make you feel that you were important to the success
of the engagement?
Always Usually Sometimes Rarely Never

6. Does the supervisor assign significant tasks to expand skills and

experience?
Always Usually Sometimes Rarely Never

7. What degree of on-the-job training do you receive from the supervisor?

Great deal Substantial amount None Very little Never

8. Does the supervisor publicly give credit for the success of a project to the
employees who contributed to it?
Always Usually Sometimes Rarely Never

9. Do you feel that favoritism is shown by the supervisor ?

None Very little Rare Never

10. Does the supervisor on the engagement or project keep you informed on
plans and progress?
Always Usually Sometimes Rarely Never

11. When you are assigned to work on the engagement or the project with the
supervisor, do you find him/her to be receptive to ideas and suggestions for
new or better ways of doing things?
Always Usually Sometimes Rarely Never

12. Does the supervisor build trust by openly sharing information?

Always Usually Sometimes Rarely Never

13. Does the supervisor invite you to participate in the planning of

engagement or projects?
Always Usually Sometimes Rarely Never

14. Are you allowed a sufficient degree of self-management?

Always Usually Sometimes Rarely Never

15. Is criticism expressed constructively and in a professional manner?

Always Usually Sometimes Rarely Never

16. Does the supervisor cope well with frustrations, pressures, and setbacks ?
Always Usually Sometimes Rarely Never

17. Does the supervisor set reasonable goals?

Always Usually Sometimes Rarely Never

18. Does the supervisor respond non-defensively to criticism and challenges to

his/her viewpoint?
Always Usually Sometimes Rarely Never
19. Does the supervisor emphasize cooperation instead of competitiveness
within the work group?
Always Usually Sometimes Rarely Never

20. Does the supervisor give due consideration to your input, ideas and
suggestions?
Always Usually Sometimes Rarely Never

Use the space below to make comments that will be useful to the person you
are upwardly evaluating. If you are able, provide specific examples of
indications of strength, areas of concern, and any suggestions for
improvement.

Comment:
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APPENDIX 9 – PERFORMANCE IMPROVEMENT PLAN

Name of Employee ------------------------------------------------- Job Title

--------------------

Name of Supervisor ------------------------------------------------ Title

-------------------------

Department ----------------------------------------------- Performance Period

------------------

Section 1: Performance in need of improvement (List the goals the employee

will initiate to improve work performance, as well as an action plan for how the employee
will achieve each goal. Include skill development and changes needed to meet work
performance expectations):
Goals Expected Action Plan
results (List
measurements,
where possible)
1.

2.

3.

4.

Targeted Date for Improvement: ----------------------------------------

Dates to review progress by the employee and supervisor: ------------------------------

Section 2: Employee Development Support

In order to help you make improvement in your job performance the below listed
remedies with checked boxes are proposed:

o Shadowing another employee in the Unit (Specify)

o Coaching from the Supervisor
o Counselling by the Supervisor or other arrangement (Specify)
o Workshop (Specify)
o Training Program (Specify)

Targeted Date(s) for Intervention: ---------------------------------

-------------------------------------------------------------------------------------
Name of Employee/Signature PIP Discussion Date

-------------------------------------------------------------------------------------
Name of Supervisor/Signature PIP Discussion Date

Section 3: Progress at Review Dates (Use additional sheets as necessary)

Goals Progress

1.

2.

3.

4.
 o Employee has achieved the required improvement(s) described above.

o Employee has not achieved the required improvement(s) described above.

-------------------------------------------------------------------------------------
Name of Employee/Signature PIP Discussion Date

-------------------------------------------------------------------------------------
Name of Supervisor/Signature PIP Discussion Date

APPENDIX 10 – PROBATION PERIOD PERFORMANCE APPRAISAL FORM

Appraisal Period: ------------------------------------------------- to --------------------

Associate Name: ------------------------------------------------ Position: -------------------------

Department/Team: ----------------------------------------------- Location: ------------------

Appraising supervisor: ----------------------------------------------------------------------------

30 Days Review 60 Days Review 90 Days Review

Instruction: Please rate the employee on the following work competencies.
This form should be coupled with the employee’s performance planning form.

Ratings:
5- Exceptional – Performance exceeds all expectations.
4- Excellent – Performance exceeds most of work expectations.
3- Satisfactory – Performance consistently meets most work expectations.
2- Needs Improvement – Performance does not consistently meet expectations.
1- Substandard – Performance does not meet job requirements.

S/N Performance Comments Rating

1. Attendance/Punctuality:
Consistently meets standards
for attendance and punctuality
2. Job
Knowledge/Productivity:
Associate demonstrates
knowledge of job duties and
meets standards for time in
the position. Volume of work
regularly produced meets
standards for time in position.
3. Communication:
Associate demonstrates ability
to interact in a clear and
logical manner verbally and in
written correspondence.
Demonstrates ability to
communicate with internal and
external clients.
4. Cooperation & Teamwork
Associate demonstrates
willingness to work with and
assist others

Associate Comments:

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Associate Signature: ---------------------------------------------

Date:-------------------------

Supervisor’s Recommendation:

Recommended for Conformation Not Recommended for

Conformation

Supervisor’s Signature : --------------------------------------------- Date:

----------------------------

APPENDIX 11 – NOTIFICATION OF AWARD FOR EXTRAORDINARY

PERFORMANCE

Employee Name: ------------------------------------------------- Department

-----------------

Date Presented ------------------------------------------------ Supervisor

-----------------------
Your performance appraisal results have been rated as excellent or exceptional.
This qualifies you to receive a reward in the chosen category of the below listed
possibilities:

Recognition (Verbal, Written, Certificate – Non-Monetary Rewards)

Eligible for Employee of the Year candidacy
Eligible for Training Seminars
Eligible to become a Trainer
Bonus
Promotion
Other ------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------

The institution would appreciate your offer of suggestions or input to further

improve the work of other employees and institutional performance.

--------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------

----------------------------------------------------- ------------------------------ ----------------------

Supervisor’s Name and Signature Position Date

----------------------------------------------------- ------------------------------ ----------------------

Reviewer’s Name and Signature Position Date

----------------------------------------------------- ------------------------------ ----------------------

Head of Institution’s Name and Signature Position
Date