S.L. 363.20 Art. 35Training.

A clerical employee shall be provided with training and facilities to attend for training on matters related to such employee’s functions on the Local Council. In case of university courses a clerical employee shall be entitled to one day special study leave in order to sit for an examination on that day. SCHEDULE

Regulations 6 and 19

PERFORMANCE BONUS APPRAISAL

....................................................... Job Title ............................................. Appraisal .............................................................................................. time in post .......................................................................................... ................................................ Local Council

PERFORMANCE: objective of this Section is to provide the Executive Secretary/employee feedback about his overall performance] box below which you think best summarises the Executive Secretary’s/ overall performance when compared to his work expectations. Your should consider: well-achieved was the work assigned to the Executive Secretary/employee; went about to do his job; how demanding was the job assigned; and any achievements reached besides the assigned tasks. The rating scale includes ranges of acceptable and one level of unacceptable work performance according to the following criteria: Achievements consistently and significantly Expectations exceeded objectives or requirements.

Commendable Achievements consistently met the majority Expectations of objectives or requirements. In some areas, accomplishments may have exceeded work expectations whereas in others, they may occasionally have fallen short; however, the overall performance reached the objectives or requirements. 2

Satisfactory Overall achievements frequently met several Performance of the objectives or requirements. With improvements in certain areas in the work plan, the work performance may be considered satisfactory.

Achievements Achievements consistently fell below Not Acceptable objectives or requirements. Remedial action should be considered unless improvements are shown.

PERFORMANCE BONUS APPROVED: ........................... %

BY A RESOLUTION PASSED DURING A COUNCIL MEETING ................................................................... of the year

MAYOR ............................................ DATE ............................. 3

Factors:

Section should enable to show in detail how the Executive Secretary/ goes about achieving the results of the job by establishing his strengths weaknesses along different performance factors. For each factor the space "COMMENTS" should be used where specific examples typical of the Secretary’s/employee’s performance are given, clearly showing the ness rating given and other factors which have influenced his performance.]

PERFORMANCE COMMENTS S AND DEFINITIONS Volume of Work: work done with the job requirements. Quality of Work: and of work. Knowledge of Understanding job equipment methods, responsibilities and duties. Dependability: degree to which person can be upon to do required in out assigned to meet Include also on attendance and

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