FOOTBALL ASSOCIATION OF SINGAPORE

STAFF PERFORMANCE REPORT

PRIVATE & CONFIDENTIAL

Period of Review: From: 1st January 2008 to 30th November 2008

SECTION I. PERSONAL PARTICULARS (AMENDMENTS TO BE MADE IN RED)

Name NRIC

Division Age (Date of Birth)

Date joined FAS

Current designation Date appointed in current designation

Scheme of service

Current grade Date appointed in current grade

Current salary

Academic and Professional Qualifications :

Additional qualifications, awards, etc obtained by Appraisee in the Year of Review :

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NOTE:

The Appraiser, in consultation with the Appraisee, should describe fully the essential duties
performed by the Appraisee during the period under review.

SECTION II. JOB(S) HELD AND WORK DONE SINCE LAST REPORT

To be completed by Appraiser in consultation with the Appraisee. State the tasks,

important achievements and targets met during the year under review. (If space is
insufficient, please attach a separate sheet of paper).

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

11.

12.

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 Remarks
(Including explanation of
SECTION IIIA. PERSONAL QUALITIES any exceptional markings
and what has been said
(To be completed by Appraiser). If not tested, to the Appraisee about
write “NT” against the appropriate item. any adverse marking and
relative importance of the
various qualities to the
Appraisee’s work)

1. Professional Conduct (Weightage: 15/100) (Tick appropriate number)

Consistently sets an excellent example ………………… 15

Usually sets a very good example ………………………. 10 …

Sets a good example generally ………………………….. 8……

Behaviour is satisfactory …..……………………………… 6………

Behaviour leaves something to be desired……………… 0…………

2. Responsibility (10/100)

Readily accepts and promptly discharges responsibility
at all times ……………………..…………………………… 10

Readily accepts and usually discharges responsibility
very well……………………..……………………….……… 8…

Accepts and discharges responsibility promptly……..…. 6……

Accepts and discharges responsibility just adequately… 3………

Grudgingly accepts responsibility and needs to be prodded 1…………

3. Leadership (10/100)

Unquestioned charisma and ability to motivate others
to bring out their best …………………….……………….. 10

Very strong ability to motivate others to perform well….. 8…

Strong leadership ability to motivate others …………….. 6……

Lacks leadership and usually follows ……….…………… 2………

Just a blind follower ……………………….………………. 0…………

4. Relations with other Officers (5/100)

Consistently maintains excellent relations ……………… 5

Usually maintains very good relations………..…………. 4…

Maintains good relations……………………….…………. 3 ……

Able to work reasonably well with most people………... 2………

Generally un-co-operative ……………………………….. 0…………

5. Contacts with Public (5/100)

Courteous and very effective in dealing with the public. 5

Tactful but firm as required ……………………………… 4…

Handles them satisfactorily……………..…………..….... 3 ……

Not particularly effective in dealing with them …….…… 2 ………

Poor at dealing with them ……………………………….. 1…………

6. Initiative (5/100)

Consistently takes full initiative and produces effective
results.…………………….………………………….……. 5

Needs only general instructions, but has initiative to
work out details by himself ……………………...……… 4…

Usually needs guidelines to produce effective results.. 3……

Needs guidelines most of the time to produce effective
results ……………………….…………………….………. 2………

Waits to be told what needs to be done………..………. 1…………

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SECTION IIIB. PERFORMANCE INDICATORS IN DISCHARGE OF DUTIES

7. Job Related Competence (5/100) (Tick appropriate number) Remarks

Exceptional job knowledge and excellence use of
competence ……………………………………………... 5

Very well-informed and makes very good use of job
experience ………………..……………………………… 4…

Meets job-related requirements to perform well……… 3……

Lacks job-related competence and needs some guidance 2………

Inadequate job-related knowledge and needs constant
guidance ………………………………………………….. 1… …. … …

8. Ability to understand (5/100)

Gets at once to the root of any matter ………….……. . 5

Shows a ready appreciation of any problem …………. 4…

Usually grasps a point correctly………...……………… 3……

Slow at understanding……….…….…….…………….. . 2………

Often misses the point ..………………………………… 0…………

9. Output (10/100)

Consistently maintains a high level of output………… 10

Usually maintains a good output ……………………… 8…

Maintains satisfactory output…………….…………….. 6……

Output less than expected…….…………..…………… 3………

Output regularly low…………………………..………… 0…………

10. Reliability/Accuracy (5/100)

Extremely reliable and accurate in work……………… 5

Usually produces accurate and thorough work……… 4…

Quality is adequate………………..…………………… 3 ……

Liable to make errors in work…………………………. 2………

Inaccurate and slovenly in work…………………….… 0…………

11. Expression on Paper (5/100)

Written work always clear, concise and well-set out. 5

Expresses clearly and concisely …………………….. 4…

Written work good enough to get by…………………. 3 ……

Written work not up to standard required…..……….. 2………

Unable to express properly…………..……………….. 1…………

12. Oral Expression (5/100)

Extremely effective…………………………………….. 5

Puts points across convincingly …………….……….. 4…

Expresses adequately for the job………….…………. 3 ……

Rather ineffective at times……………....…………….. 2………

Poor and usually fails to make meaning clear………. 1…………

13. Planning and Organising (7/100)

Plans and controls work very well……………………. 7

Tackles job in a direct and orderly manner………….. 5…

Plans and controls work satisfactorily…….………….. 3 ……

Approach to work haphazard…………....……………. 1… … …

Poor organizer………………….……..………………… 0…………

14. Adaptability to Change (8/100)

Resilient and consistently committed to changes ….. 8

Usually able and willing to adapt to changes……….. 6…

Can cope satisfactorily with changes…….………….. 4 ……

Slow in coping with changes…………....……………. 2………

Unable to cope with changes………….……………… 0…………

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SECTION IV. APPRAISER’S CERTIFICATION AND COMMENTS

This Appraisee has worked under my supervision for _____ years _____ months.

The Appraisee’s overall rating during the period of review is : (Please tick)

(a) Outstanding - Performance which not only exceeds normal

requirements but is also outstanding and deserves [ ]
special commendation.

(b) Very Good - Performance which fully meets normal requirements

and which exceeds such requirements on most [ ]
of the principal duties of the position

(c) Good - Performance which fully meets normal requirements

and which exceeds such requirements on some [ ]
of the principal duties of the position

(d) Satisfactory - Performance which meets requirements in the

principal duties of the position [ ]

(e) Below Average - Performance which fails to meet requirements

in some duties of the position [ ]

(f) Poor - Performance which fails to meet most requirements

of the position [ ]

Comments :

I certify that this is a fair and accurate report.

___________________ ________________ ____________ ____________________

Name of Appraiser Designation Date Signature

SECTION V. APPRAISEE’S REACTION TO THE FOREGOING

(To be completed by the Appraisee)

Comments :

________________ _____________________
Date Signature of Appraisee
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SECTION VI. DEVELOPMENT OF APPRAISEE’S CAREER (To be completed by Appraiser)

1 Are you satisfied that his present work uses his qualities to the best effect? If not, give
reasons:

2 Do you recommend a change of duties? If so, give reasons:

3 Do you recommend that he/she be sent for training? If so, give details of the training
required:

SECTION VII. FITNESS FOR PROMOTION (To be completed by Appraiser – but not for an
unconfirmed officer)

(Tick appropriate number)

This officer is well-suited for promotion and is likely to do well in the

higher grade……………………………………………………………… 1

Suited for promotion …………………………………………………… 2 ...

Not ready for promotion ………………………………………………. 3……

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SECTION VIII. APPRAISER’S REMARKS – Write here any information or comments not covered by
previous parts of this Report, including the appraisee’s participation, level of
contribution and achievements. A free description of the other qualities of the
Appraisee should be given below. If Appraisee is yet to be confirmed in his
appointment, state whether he is making sufficient progress in his work to enable his
being confirmed on due date. (If this is an adverse report, you must communicate its
contents to the Appraisee unless there are special reasons for not doing so. AN
ADVERSE REPORT ON AN UNCONFIRMED OFFICER MUST BE COMMUNICATED
TO HIM, WITHOUT EXCEPTION)

Remarks

* This is an adverse Report. I have, on …………………………………………….., conveyed to the

Appraisee’s shortcomings to him/her verbally / in writing. (State date or number of occasions).

* This is an adverse Report. I have not informed the Appraisee and the reasons for not doing so
are:

I hereby certify that, in my opinion, the standard of efficiency and degree of fitness for promotion of
the Appraisee are as reported above.

_ ________________ _________________
Date Appraiser’s Name in BLOCKS Appointment Signature

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SECTION IX. COUNTERSIGNING OFFICER’S REMARKS (For Directors and below) (Write below
any general comments, including the appraisee’s participation, level of contribution and
achievements at staff meetings. If you disagree with any rating awarded by the
Appraiser, indicate the rating you consider appropriate in red ink and initial the entry.
You must show the revised rating to the Appraiser and state reasons in the Remarks
column or below for the revision).

I have known the Appraisee for …………… years and ……………. months.

Remarks

____

______ ____

____

____

____

____

____

I hereby certify that, in my opinion, the ratings awarded by the Appraiser are
appropriate, subject to any correcting entries or remarks I have made and initialed.

________ ____________________ __________________ __________________

Date Name in BLOCKS Appointment Signature

_________________________________________________________________________________

SECTION X. ACTION BY HUMAN RESOURCE DEPARTMENT