{"id":2648,"date":"2026-04-10T13:04:34","date_gmt":"2026-04-10T13:04:34","guid":{"rendered":"https:\/\/sfaict.com\/jssmof\/?p=2648"},"modified":"2026-04-10T13:15:49","modified_gmt":"2026-04-10T13:15:49","slug":"annual-performance-review-regulation-no-6","status":"publish","type":"post","link":"https:\/\/sfaict.com\/jssmof\/annual-performance-review-regulation-no-6\/","title":{"rendered":"Annual Performance Review Regulation (No. 6)"},"content":{"rendered":"\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t\t\t\t
<\/div>\n\t\t\t\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

Annual Performance Review Regulation (No. 6)<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
\n\t\t\t\t\t\t\t
<\/div>\n\t\t\t\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Performance Management, Evaluation, and Career Progression Framework<\/h4>

This Regulation establishes the framework for assessing and managing the performance of civil servants within the Jubbaland State public service. It provides structured procedures for annual performance evaluation, linking individual performance to accountability, professional development, and career progression.<\/p>

Application extends to civil servants funded through the consolidated government budget, including those supported through donor-funded positions, while excluding categories such as security forces, judiciary members, and political office holders. The framework promotes a culture of continuous improvement, professionalism, and results-oriented service delivery.<\/p>

Performance management is treated as an ongoing responsibility of supervisors, requiring clear communication of job expectations, regular feedback, and provision of the necessary resources, training, and support to enable staff to meet defined objectives. Annual performance evaluation forms part of this broader management approach.<\/p>

Each civil servant is required to operate against an agreed annual work plan developed at the beginning of the year. This work plan defines expected outputs, performance indicators, and priorities, forming the basis for evaluation. Both the employee and the supervisor retain copies for reference throughout the performance cycle.<\/p>

Annual performance reviews are conducted through formal, face-to-face discussions between the supervisor and the employee. Evaluations are based on the extent to which agreed objectives have been achieved, supported by documented evidence and structured assessment tools. Supervisors are required to provide clear justification for ratings and ensure that feedback is transparent and constructive.<\/p>

Performance outcomes may inform decisions on salary progression. Eligibility for incremental salary increases is linked to satisfactory performance ratings, with clear thresholds defined. Recommendations are reviewed through internal administrative processes before final approval is granted by the Civil Service Commission.<\/p>

Documentation and record management are integral to the process. Completed evaluation forms are retained within personnel records and submitted to relevant oversight bodies to ensure accountability and consistency across institutions.<\/p>

Where performance is assessed as unsatisfactory, corrective measures are required. These may include targeted support, performance improvement planning, or referral to disciplinary processes where appropriate. Training and development needs identified during the review process inform institutional capacity-building plans.<\/p>

Provisions for complaints and appeals allow civil servants to challenge outcomes where evaluation processes are not conducted fairly or in accordance with established procedures.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t<\/path><\/svg>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\tDownload Full Report<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

Related Articles<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\n\t\t\t
\"\"<\/div>\n\t\t<\/a>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\n\t\t\t\tTravel Costs and Travel-Related Allowances Regulation (No. 14)\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\t\n\t\t\tApril 10, 2026\t\t<\/span>\n\t\t\t\t\n\t\t\tNo Comments\t\t<\/span>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/article>\n\t\t\t\t
\n\t\t\t\t\n\t\t\t
\"\"<\/div>\n\t\t<\/a>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\n\t\t\t\tOrganisational Design, Establishment and Staffing Budgets Regulation (No. 13)\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\t\n\t\t\tApril 10, 2026\t\t<\/span>\n\t\t\t\t\n\t\t\tNo Comments\t\t<\/span>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/article>\n\t\t\t\t
\n\t\t\t\t\n\t\t\t
\"\"<\/div>\n\t\t<\/a>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\n\t\t\t\tTraining and Development Regulation (No. 12)\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\t\n\t\t\tApril 10, 2026\t\t<\/span>\n\t\t\t\t\n\t\t\tNo Comments\t\t<\/span>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/article>\n\t\t\t\t
\n\t\t\t\t\n\t\t\t
\"\"<\/div>\n\t\t<\/a>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\n\t\t\t\tCivil Service Salaries Regulation (No. 11)\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\t\n\t\t\tApril 10, 2026\t\t<\/span>\n\t\t\t\t\n\t\t\tNo Comments\t\t<\/span>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/article>\n\t\t\t\t<\/div>\n\t\t\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Performance Management, Evaluation, and Career Progression Framework This Regulation establishes the framework for assessing and managing the performance of civil servants within the Jubbaland State<\/p>\n","protected":false},"author":1,"featured_media":2656,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"elementor_header_footer","format":"standard","meta":{"_angie_page":false,"page_builder":"","footnotes":""},"categories":[36],"tags":[],"class_list":["post-2648","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-csc-regulations"],"_links":{"self":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts\/2648","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/comments?post=2648"}],"version-history":[{"count":16,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts\/2648\/revisions"}],"predecessor-version":[{"id":2665,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts\/2648\/revisions\/2665"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/media\/2656"}],"wp:attachment":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/media?parent=2648"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/categories?post=2648"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/tags?post=2648"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}