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Performance

Frequently Asked Questions

PSD Form Appraisal Score is Different from the LNPT Score

1. What is the purpose of the reference letter JPA.BK (S) 306/4 Jld. 2 (6) dated 25th September 2019?

This letter is a reminder to Ministries/Departments to stop using the PSD Form for considering the Annual Salary Movement for officers under the Malaysian Remuneration System (SSM) who have been approved for full-pay study leave (CBBP).

However, taking into account that PSD Form is also used by Ministries/Departments to verify the Annual Salary Movement of officers under the SSM who have been approved for half-pay study leave (CBTG) and unpaid study leave (CBTG), this letter is applicable for these two groups.

2. Does the reference letter JPA.BK (S) 306/4 Jld. 2 (6) dated 25th September 2019 apply to officers who are not under the SSM?

Not applicable.

Officers under the New Remuneration System (SSB) are still required to submit the PSD Form, as stipulated in the PSD Circular Letter (S)NP.306/3 SK/(2) dated 18th October 1993 for the Annual Salary Movement.

3. What is the effective date of the reference letter JPA.BK (S) 306/4 Jld. 2 (6) dated 25th September 2019?

The effective date is irrelevant as the purpose of the letter is as a reminder to Ministries/Departments to stop using the PSD form for the Annual Salary Movement for officers under the SSM.

The policy of Annual Salary Movement for officers under the SSM is effective on 1st November 2002, in accordance with the effective date of Service Circular Number 4 of 2002.

4. Can the Ministries/Departments that have been delegated with the power of approving the study leave for their officers use the PSD Form for any other purposes?

Ministries/Departments that have been delegated with the power to approve any type of study leave (CBBP/CBSG/CBTG) to officers under the Malaysian Remuneration System can use the PSD Form for any other purposes, such as for monitoring purposes of their officers EXCEPT for determining the Annual Salary Movement.

5. Is an officer who has been approved for any study leave (CBBP/CBSG/CBTG) have a score in the Annual Performance Appraisal Report (LNPT) for the current appraisal year?

An officer who has been approved for any study leave (CBBP/CBSG/CBTG) during the calendar year will not have a score in the LNPT for that appraisal year.

Excellent Service Award (APC)

1. What are the policies or conditions for awarding the Excellent Service Award (APC)?

According to the Public Administration Development Circular (PKPA) No. 2/2002, the conditions for awarding the APC to an officer are as follows:

  1. Has served for one full year on the last day of the appraisal year;
  2. Annual performance appraisal report (LNPT) of 85% and above is eligible to be considered; and
  3. The activities and contributions of the officer are considered.
1. What are the policies or conditions for awarding the Excellent Service Award (APC)?

According to the Public Administration Development Circular (PKPA) No. 2/2002, the conditions for awarding the APC to an officer are as follows:

  1. Has served for one full year on the last day of the appraisal year;
  2. Annual performance appraisal report (LNPT) of 85% and above is eligible to be considered; and
  3. The activities and contributions of the officer are considered.
1. What are the policies or conditions for awarding the Excellent Service Award (APC)?

According to the Public Administration Development Circular (PKPA) No. 2/2002, the conditions for awarding the APC to an officer are as follows:

  1. Has served for one full year on the last day of the appraisal year;
  2. Annual performance appraisal report (LNPT) of 85% and above is eligible to be considered; and
  3. The activities and contributions of the officer are considered.

Performance Management

1. Which policies or regulations can be referred to regarding performance appraisal?
  1. Service Circular Number 4 of 2002: Implementation of the Malaysian Remuneration System for Federal Public Service Members - Appendix A2 and Appendix A3;
  2. Service Circular Letter Number 2 of 2009: Strengthening the Management of Public Service Officer Performance Evaluation System; and
  3. PSD Circular Letter – Performance Management of the Management and Professional Group as well as the Implementing Group in a Dual System for Years 2022 and 2023.
2. What are the key principles for implementing the performance appraisal system?

Based on Service Circular No. 4/2002, the key principles for implementing performance appraisal are as follows:

  1. Implementing performance appraisal that is objective, fair and transparent;
  2. Based on the quality of work and behaviour of the assessed officer (PYD) towards achieving organisational objectives; and
  3. Encourages positive competition to increase quality and productivity.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.

Performance Management

1. Which policies or regulations can be referred to regarding performance appraisal?
  1. Service Circular Number 4 of 2002: Implementation of the Malaysian Remuneration System for Federal Public Service Members - Appendix A2 and Appendix A3;
  2. Service Circular Letter Number 2 of 2009: Strengthening the Management of Public Service Officer Performance Evaluation System; and
  3. PSD Circular Letter – Performance Management of the Management and Professional Group as well as the Implementing Group in a Dual System for Years 2022 and 2023.
2. What are the key principles for implementing the performance appraisal system?

Based on Service Circular No. 4/2002, the key principles for implementing performance appraisal are as follows:

  1. Implementing performance appraisal that is objective, fair and transparent;
  2. Based on the quality of work and behaviour of the assessed officer (PYD) towards achieving organisational objectives; and
  3. Encourages positive competition to increase quality and productivity.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.

Performance Management

1. Which policies or regulations can be referred to regarding performance appraisal?
  1. Service Circular Number 4 of 2002: Implementation of the Malaysian Remuneration System for Federal Public Service Members - Appendix A2 and Appendix A3;
  2. Service Circular Letter Number 2 of 2009: Strengthening the Management of Public Service Officer Performance Evaluation System; and
  3. PSD Circular Letter – Performance Management of the Management and Professional Group as well as the Implementing Group in a Dual System for Years 2022 and 2023.
2. What are the key principles for implementing the performance appraisal system?

Based on Service Circular No. 4/2002, the key principles for implementing performance appraisal are as follows:

  1. Implementing performance appraisal that is objective, fair and transparent;
  2. Based on the quality of work and behaviour of the assessed officer (PYD) towards achieving organisational objectives; and
  3. Encourages positive competition to increase quality and productivity.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.

Performance Management

1. Which policies or regulations can be referred to regarding performance appraisal?
  1. Service Circular Number 4 of 2002: Implementation of the Malaysian Remuneration System for Federal Public Service Members - Appendix A2 and Appendix A3;
  2. Service Circular Letter Number 2 of 2009: Strengthening the Management of Public Service Officer Performance Evaluation System; and
  3. PSD Circular Letter – Performance Management of the Management and Professional Group as well as the Implementing Group in a Dual System for Years 2022 and 2023.
2. What are the key principles for implementing the performance appraisal system?

Based on Service Circular No. 4/2002, the key principles for implementing performance appraisal are as follows:

  1. Implementing performance appraisal that is objective, fair and transparent;
  2. Based on the quality of work and behaviour of the assessed officer (PYD) towards achieving organisational objectives; and
  3. Encourages positive competition to increase quality and productivity.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.
3. What are the objectives of the performance appraisal system?

The main objectives of the performance appraisal system are to:

  1. Enable work performance to be appraised more systematically and convincing;
  2. Enable the head of service to implement the performance appraisal system depending on the suitability of specific services;
  3. Enable the performance appraisal system to be used in various human resources management functions, such as career advancement, placement and training; and
  4. Increase the involvement of department heads and all levels of supervisory officers in the process of performance appraisal.

F.A.Q