LOCAL COUNCILS (HUMAN RESOURCES) ġ S.L.363.20 1
SUBSIDIARY LEGISLATION 363.20
LOCAL COUNCILS (HUMAN RESOURCES) 
REGULATIONS
1st July, 1998
LEGAL NOTICE 127 of 1998, as amended by Legal Notices 174 of 1998,
89 of 2000 and 64 of 2001.
PART I
General Provisions
Citation .
Amended by:
L.N. 89 of 2000.
1. The title of these regulations is the Local Councils (Human
Resources) Regulations.
Interpretation.
Cap. 363.
"Code of Ethics" means the Code of Ethics for Employees in the
Public Sector published by the Cabinet Office in October 1994;
"employee" means any Council employee other than the
Executive Secretary;
"employment contract" means the employment contract indicated
in Appendix P4.V to the Human Resources Procedures;
S.L. 363.12
"Human Resources Procedures" means the Local Councils
(Human Resources) Procedures, L.C.P. 4/96, published by virtue of
the Local Councils (Procedures) Regulations;
"Minister" shall have the same meaning as described in the Act;
"Executive Secretary" shall have the same meaning as described
in the Act.
PART II
Qualifications and Remuneration of Secretaries
Qualifications of 
Executive 
Secretaries.
Amended by:
L.N. 89 of 2000.
3. No person shall be qualified for appointment of Council
Executive Secretary if that person does not produce a certificate,
reference or declaration indicating that he possesses the following
minimum qualifications:
( a ) is proficient in accounting procedures and office
computer applications (Word-processing, Data-base
and Spreadsheet);
( b ) have managerial and/or executive experience or
competence; and
( c ) possesses the qualifications which are normally
required in order to read for a university degree in
Business Administration and/or Management:
Provided that these minimum requirements do not apply to
those persons who on the date of the publication of these
regulations were occupying the post of Executive Secretary or who
2 ġ S.L.363.20 LOCAL COUNCILS (HUMAN RESOURCES)
have successfully attended a course for prospective Local Council
Secretaries organised by the Local Councils Department and were
employed for a period of time as Executive Secretaries with a Local
Council:
Provided further that these requisites do not apply also to
Council Executive Secretaries when their employment contract is
due for renewal with a Local Council, or who apply for the post of
Executive Secretary with any other Local Council.
Remuneration.
Amended by:
L.N. 174 of 1998;
L.N. 89 of 2000.
4. (1) Executive Secretaries shall be employed in terms of
article 51 of the Act and shall be entitled to the remuneration
prescribed in subregulation (2).
(2) The following remuneration shall be payable to Executive
Secretaries:
( a ) Full-time Executive Secretary: where the Council size is -
9 to 13 members not more than the maximum of Scale 5
7 members not more than the maximum of Scale 6
5 members not more than the maximum of Scale 7
The remuneration hereabove mentioned shall be in
accordance with employment conditions shown in
regulation 27, Part V. Provided that the Executive
Secretaries who on the 2nd June, 2000, occupy the
position of Executive Secretaries shall be paid the
maximum of their relative scale.
( b ) Part-time Executive Secretary:
who attends at least 20 hours per week is paid  pro rata
the remuneration payable to the Executive Secretary of
that Council.
Salaries of 
Executive 
Secretaries.
Amended by:
L.N. 89 of 2000.
5. (1) The salaries of Executive Secretaries are equivalent to
the salary scales of employees in the Public Service and any
increase in the salaries in the Public Service shall be added to the
salaries of Executive Secretaries as indicated in the preceding
regulation.
(2) A full-time Executive Secretary shall also be entitled to
such cost of living increases as may be prescribed from time to time
by the Government.
Performance 
bonus.
Amended by:
L.N. 89 of 2000.
6. (1) The Council may also, at its discretion, award to the
Executive Secretary, at the end of any financial year, a performance
bonus not exceeding 10% of the last salary received:
Provided that in the case of those Executive Secretaries
whose employment was terminated prior to the end of the financial
year the bonus payable shall be computed on his last salary
received.
(2) ( a ) If the performance bonus is approved, this shall be
made in accordance with the following criteria :
0% - if in the opinion of the Local Council the
Executive Secretary has performed his duties in a
satisfactory manner.
LOCAL COUNCILS (HUMAN RESOURCES) ġ S.L.363.20 3
5% - if in the opinion of the Local Council the
Executive Secretary has performed his duties in a fully
satisfactory manner, as well as having shown a high
level of competence and capability in a manner
whereby, in general terms, he has met all the objectives
which could be met in the circumstances and may
sometimes have even exceeded them. The level of
performance required at this level should be such that
in a consistent manner the Executive Secretary has met
all requirements of the position.
10% - if in the opinion of the Local Council the
Executive Secretary has not only performed his duties
in a fully satisfactory manner, but in a significant and
tangible manner he performed beyond competent level,
and also where his performance is one which goes
beyond what is normally required of the position.
( b ) These levels shall be evaluated by means of a
performance appraisal carried out on the form found in
the Schedule. This performance appraisal is intended
to help the Local Council to evaluate the Executive
Secretary’s performance.
Deputy Executive 
Secretary.
Amended by:
L.N. 89 of 2000.
7. The appointment of a Deputy Executive Secretary shall be
made by means of a Council resolution and in terms of article 51 of
the Act. The Deputy Executive Secretary shall be given a
remuneration which is equivalent to the maximum salary in Scale
11 for a period of ten (10) consecutive days, after which shall be
payable the equivalent of the salary due to the Executive Secretary
of the same Council. In such a case there shall be applicable also all
the conditions which regulate the position of Executive Secretary
until that day when the Executive Secretary resumes his duties or
the Council appoints a new Executive Secretary according to
circumstances:
Provided that this arrangement for the appointment of a
Deputy Executive Secretary shall not exceed ninety (90) days from
the date of appointment.
Acting Executive 
Secretary.
Amended by:
L.N. 89 of 2000.
8. An Acting Executive Secretary may only be appointed in
terms of article 49(1) and (4) of the Act.
PART III
Conditions of Employment of the Executive Secretary
Executive 
Secretary’s hours 
of work.
Amended by:
L.N. 89 of 2000.
9. The Executive Secretary shall work an average of forty
(40) hours per week in accordance with a time-table determined by
the Council by means of a resolution from time to time and
provided that these are normal office hours:
Provided that the Executive Secretary shall not be entitled
to compensation for extra hours which he is expected to work due
to work exigencies or in order to perform his functions.
Vacation leave.
exigencies as determined by the Council, can only be accumulated
from one year to another with the approval of the Council.
4 ġ S.L.363.20 LOCAL COUNCILS (HUMAN RESOURCES)
Special leave with 
pay.
Amended by:
L.N. 89 of 2000.
11. The Executive Secretary shall also be entitled to special
leave with pay in the following cases:
( a ) Death of relatives - three (3) working days in the case
of death of the wife or husband, the mother or father,
son or daughter, and brother or sister of the Executive
Secretary. In the case of death of grandparents, and the
mother or father, brother or sister of the wife or
husband of the Executive Secretary, there shall be
granted one (1) working day special leave with pay.
Such special leave shall be availed of immediately
following the death;
( b ) Marriage - five (5) working days in the case of the
Executive Secretary’s marriage;
( c ) Birth - three (3) working days in the case of the birth
of a baby to the Executive Secretary’s wife;
( d ) Pregnancy - female Executive Secretaries are entitled
to thirteen (13) weeks with special leave for
pregnancy;
( e ) Medication following injury - in addition to what is
provided in regulation 13, an Executive Secretary who
sustains injuries in the course of his duties shall be
granted special leave as is necessary in order to take
medication or to appear before the Social Security
Injuries Board;
( f ) Jury service - when an Executive Secretary is
appointed juror, he shall be afforded special leave for
the duration of the jury;
( g ) Witness - an Executive Secretary who is summoned as
a witness by a Court or other Tribunal shall be granted
special leave, provided that his testimony is required
in a case which is directly related to his duties as a
Council official;
( h ) Trade Union activities - three (3) working days special
leave shall be afforded each year to an Executive
Secretary who is a member of the Executive
Secretaries’ Group Committee (provided that the
number of members does not exceed seven persons) in
a representative capacity of the Local Councils
Executive Secretaries. This special leave shall only be
granted to enable the representative to attend
conferences, seminars or other similar trade union
activities, and provided that prior consent is given by
the Mayor of the Local Council concerned.
Sick leave.
Amended by:
L.N. 89 of 2000.
Cap. 318.
12. (1) The Executive Secretary shall be entitled, in any
calendar year, to thirty days sick leave with full pay from which the
total amount of sickness benefit paid under the Social Security Act
shall be deducted, and a further thirty (30) days on half pay from
which shall be deducted half the amount of sickness benefit
received under the Social Security Act.
(2) An Executive Secretary who has been employed with the
LOCAL COUNCILS (HUMAN RESOURCES) ġ S.L.363.20 5
Council for less than one year, shall be entitled to sick leave on a
pro rata  basis according to the duration of employment.
(3) In exceptional circumstances of hospitalization,
convalescence from chirurgical operation, or terminal disease,
where in all three cases a specialist’s medical certificate is
required, the right to sick leave as indicated in subregulation (1)
shall be increased, provided that such an increase does not exceed
the amount of sick leave which has been unavailed of in the
preceding two years.
Injury on duty.
Amended by:
L.N. 89 of 2000.
Cap. 318.
13. In the case of injury on duty, and provided that such injury
is not a result of carelessness on his part and provided also that
such work is part of his duties, an Executive Secretary shall be
entitled to full pay, from which shall be deducted any injury benefit
received under the Social Security Act, for the whole period during
which he is hospitalized, or during which he is convalescent, or
during which he is temporarily unable to perform his duties:
Provided that this benefit cannot be granted for a period
which exceeds one year from the day after the injury occurred.
PART IV
Qualifications, Remuneration and Conditions of Work
of other Employees
Qualifications and 
work conditions.
Amended by:
L.N. 89 of 2000.
14. (1) The Council may also appoint other personnel to
perform clerical, technical or other duties in accordance with its
needs and in order to operate efficiently as indicated in article 53 of
the Act, and according to the qualifications which the Council
deems appropriate and without prejudice to the qualifications as
indicated in subregulation (3)( b ).
(2) In appointing a person in any category as indicated in
subregulation (1), the Executive Secretary, as administrative head
of the Council, shall be an  ex officio  member of the selection board.
(3) ( a ) The duties of the clerical employees in scales 11, 13
and 15 shall be equivalent to those of Assistant
Principal Officer, Executive Officer and Clerk in the
Public Service.
( b ) The minimum requirements for the filling of posts as
indicated in paragraph ( a ) shall be as follows:
(i) Clerk (Scale 15):
Five different subjects at ordinary level (a
minimum of 'O' level passes in Grade C or
equivalent), which shall include Maltese,
English and Mathematics.
(ii) Executive Officer (Scale 13):
Two different subjects at advanced level (a
minimum of 'A' level passes in Grade C or
equivalent) and three other subjects at ordinary
level (a minimum of 'O' level passes in Grade C
or equivalent), which shall include Maltese,
English and Mathematics (at advanced or
6 ġ S.L.363.20 LOCAL COUNCILS (HUMAN RESOURCES)
ordinary level); or
Three years experience in the grade of Clerk
(Scale 15) with a Local Council, and subject to
satisfactory performance.
(iii) Assistant Principal Officer (Scale 11):
Three different subjects at advanced level (a
minimum of 'A' level passes in Grade C or
equivalent) and three other subjects at ordinary
level (a minimum of 'O' level passes in Grade C
or equivalent), which shall include Maltese,
English and Mathematics (at advanced or
ordinary level); or
Three years experience in the grade of Executive
Of Officer (Scale 13) with a Local Council, and
subject to satisfactory performance.
(4) The working hours of the Council employees shall be
determined by means of a Council resolution after having received
the Executive Secretary’s recommendation:
Provided that in the case of employees on clerical duties,
the working hours shall be determined by the Secretary after having
consulted with the Mayor and provided that these work an average
of forty (40) hours per week spread over five days, from Monday to
Friday, as follows: 
( a ) all the months (except August) not before 7.00 a.m.
and/or after 6.00 p.m.;
( b ) in the month of August, not before 7.00 am. and/or
after 1.30 pm.;
( c ) in the month of August the (clerical) employees shall
work an average of six hours per day. The two hours
per day worked less during this month shall be
compensated during the other months of the year.
(5) The Executive Secretary, as the administrative head of the
Council, shall be responsible for the administration of all Council
employees, including the giving of orders, discipline, instructions
and work distribution.
Salary scales and 
remuneration.
Amended by:
L.N. 89 of 2000;
L.N. 64 of 2001.
15. (1) Full-time employees shall be employed in any one of
the scales listed in subregulation (3)( a ) to ( d ).
(2) Where the Act provides for the employment of a part-time
official, the person so employed shall be entitled to  pro rata
remuneration in respect of the grade in which the employee has
been engaged, including the weekly allowance, as well as to  pro
rata  entitlement to the statutory benefits (such as vacation leave
and sick leave), provided that the part-time employment with the
Council is his only employment.
(3) The following remuneration shall be payable to full-time
Council employees:
( a ) Officer in Scale 11:
a minimum of Lm 5,014 and a maximum of Lm 5,658
LOCAL COUNCILS (HUMAN RESOURCES) ġ S.L.363.20 7
per annum;
( b ) Officer in Scale 13:
a minimum of Lm 4,438 and a maximum of Lm 5,014
per annum;
( c ) Officer in Scale 15:
a minimum of Lm 3,926 and a maximum of Lm 4,438
per annum;
( d ) Officer in Scale 16:
a minimum of Lm 3,786 and a maximum of Lm 4,174
per annum;
( e ) Officer in Scale 18:
a minimum of Lm 3,361 and a maximum of Lm 3,689
per annum.
(This scale is not applicable to clerical employees).
The rates indicated above include cost of living
increase for the year 2001.
(4) The amounts indicated in subregulation (3) are equivalent
to the remuneration payable in the mentioned salary scales in the
Public Service for 2001, and every increase in these scales shall be
applicable to the salaries of employees of Local Councils.
(5) ( a ) Any employee who is not engaged in the maximum of
the salary scale shall be entitled to yearly increments in
that scale, until the maximum of the scale is reached.
( b ) The increment shall be divided into equal parts over a
period of four years whenever the employee is engaged
in the minimum of the scale.
( c ) The increment is payable with effect from the first day
of the month when such employment is made, and such
increment shall only be given with the approval of the
Council after the performance of the employee has
been appraised.
( d ) An increment may not be given in the case of a serious
breach of discipline or for any other reason which the
Council deems justifiable.
( e ) On the renewal of an employment contract the
employee shall remain entitled for the remaining
increments until the maximum of the scale in which he
is employed is reached.
( f ) The renewal of the contract for any other three-year
period shall be deemed effective unless there is a
negative report in the performance appraisal or in any
other similar report, which merits the termination of
the contract. For this purpose, at least one month
before the expiry of the employee’s contract of
employment, the Executive Secretary shall present to
the Council a report on the employee’s performance.
(6) The duties of the clerical employees in scales 15, 13 and 11
8 ġ S.L.363.20 LOCAL COUNCILS (HUMAN RESOURCES)
shall be equivalent to those of Clerk, Executive Officer and
Assistant Principal Officer in the Public Service.
Filling of vacant 
posts and 
promotions.
16. (1) Whenever after a call made by the Council for the
filling of a vacant or new post, made in accordance with the
provisions of the Act, an employee of the Council who applies for
such post and who has experience and qualifications which are
equivalent or better than the other applicants who are not Council
employees, shall be given preference.
(2) An employee of the Council who is not chosen to fill a post
for which he applies, is entitled to be given the reasons why he has
not been chosen.
(3) Whenever a Council employee is chosen to fill a higher
grade, the salary in the new grade shall be such as to reflect an
increment in the new scale. Whenever it is necessary the salary
shall be stepped up.
Overtime.
Amended by:
L.N. 89 of 2000.
17. (1) The employees cannot refuse to work overtime when
in the opinion of the Executive Secretary such overtime is
necessary, unless a valid and justified reason is given, when, except
in cases of emergency, such employees are given reasonable
notification in advance which as a rule shall not be less than
twenty-four hours.
(2) In the case of an emergency, where the notification given in
advance is less than two hours, the employee shall be paid at the
rate of two hours for each hour.
(3) The overtime rate for employees shall be as follows:
( a ) from Monday to Saturday at the rate of one and an half
hours for every hour;
( b ) Sundays and public holidays at the rate of two hours
for every hour;
( c ) whenever overtime is not done immediately after or
before the working hours, there shall be paid not less
than four hours at the applicable rate;
( d ) any overtime done between 10 p.m. and 6 a.m. shall be
at the rate of two hours for every hour.
Cost of living 
increases.
18. Full-time officers shall be awarded such cost of living
increases as may be prescribed from time to time by the
Government.
Performance 
bonus.
Amended by:
L.N. 89 of 2000;
L.N. 64 of 2001.
19. (1) The Council may also, at its discretion, award to any
of its employees, at the end of any financial year, a performance
bonus not exceeding 6% of the employee’s last salary received:
Provided that in the case of those employees who had
terminated their employment prior to the end of the financial year,
such bonus shall be computed  pro rata  on their last salary received.
(2) The performance level of Council employees shall be
assessed by the Executive Secretary, as administrative head of the
Council, on the form set out in the Schedule, and such appraisal
together with the Executive Secretary’s recommendation shall be
LOCAL COUNCILS (HUMAN RESOURCES) ġ S.L.363.20 9
forwarded to the Council for its final approval.
(3) If the performance bonus is approved, this shall be made in
accordance with the following criteria:
0% - if in the opinion of the Council the clerical
employee has not reached the required level as is
normally required of the position;
3% - if in the opinion of the Council the clerical
employee has performed his duties in a satisfactory
manner and has shown a high level of competence and
capability in carrying out his duties, in general reached
the objectives which in the circumstances could be
reached and in some cases exceeded. The level of
performance required in this case shall be in such a
manner that at all times the clerical employee reached
the objectives normally required of the position;
6% - if in the opinion of the Local Council the clerical
employee has not only performed his duties in a fully
satisfactory manner, but in a significant and tangible
manner has performed beyond competent level, and
also where his performance is one which goes beyond
what is normally required of the position.
(4) These levels shall be evaluated by means of a performance
appraisal carried out on the form found in the Schedule. This
performance appraisal is intended to help the Local Council to
evaluate the employee’s performance.
Accumulation of 
vacation leave.
Amended by:
L.N. 64 of 2001.
20. (1) Accumulation of vacation leave from one year to
another, but not exceeding two successive years, shall only be
given through the written approval of the Council.
(2) The employee shall avail himself of seventy per cent (70%)
of his vacation leave by the end of September while the remaining
thirty per cent (30%) shall be availed of by the end of the year.
Special leave with 
pay.
21. The conditions of special leave with pay as stipulated in
regulation 11 shall  mutatis mutandis  apply to Local Council
employees.
Sick leave.
shall  mutatis mutandis  apply to Local Council employees.
Injury on duty.
regulation 13 shall  mutatis mutandis  apply to Local Council
employees.
PART V
Miscellaneous
Period of contract.
Amended by:
L.N. 89 of 2000.
24. All appointments in the service of the Council shall be on a
three-year contract which may be renewed for successive periods of
three years. The contract document shall be the one published in
the Human Resources Procedures.
10 ġ S.L.363.20 LOCAL COUNCILS (HUMAN RESOURCES)
Appointment of 
Executive 
Secretaries, etc.
Amended by:
L.N. 89 of 2000.
25. The appointment of Council Executive Secretaries and
other employees from outside the public service shall be regulated
by the provisions of article 110(6) of the Constitution.
References. 26. No appointment shall be offered in the service of the
Council unless two acceptable written references are received.
Probation.
Substituted by:
L.N. 89 of 2000.
Amended by:
L.N. 64 of 2001.
27. The appointment of new employees in the service of the
Council, including that of the Executive Secretaries, shall be
subject to a term of probation as follows:
( a ) persons employed as Executive Secretaries for the first
time shall be subject to a term of probation of one year
and shall be placed on the second notch below the
maximum of the respective scale. The Executive
Secretary whose contract is renewed by the same
Council shall not be subject to any other probation;
( b ) an Executive Secretary, whose contract with the
Council has terminated or been terminated, enters into
a new contract with a different Council, shall be
subject to probation for a period of one year and shall
be paid the maximum of the relative salary scale;
( c ) every Council clerical employee shall be subject to a
term of probation of six months when signing the first
contract. A clerical employee whose contract has been
renewed with the same Council shall not be subject to
another term of probation:
Provided that if an employee is offered a contract
with the same Council in a higher scale, he shall then
be subject to a term of probation of three months and
shall be paid two notches below the maximum of the
new scale:
Provided also that if an employee signs a contract
with a different Council he shall be subject to a term of
probation of six months. During the term of probation,
if he is employed in the same salary scale he was
receiving or one less with the preceding Local
Council, he shall be paid the respective salary:
Provided further, if the employee shall be
engaged in a higher scale than that he was occupying,
he shall receive the minimum of the new scale.
Pecuniary interest.
Amended by:
L.N. 89 of 2000.
28. (1) If it comes to the knowledge of any Executive
Secretary or other Council employee that a contract in which he has
any pecuniary interest, whether direct or indirect, not being a
contract to which he is a party, has been or is proposed to be,
entered into by the Council, he shall as soon as practicable, disclose
the interest in writing to the Council.
(2) The Executive Secretary shall record such disclosure in the
Council minutes.
(3) Any person as mentioned in subregulation (1) who
knowingly does not disclose such interest shall be subject to
disciplinary action which could lead to dismissal.
LOCAL COUNCILS (HUMAN RESOURCES) ġ S.L.363.20 11
Relationship with 
Executive 
Secretary or 
prospective 
employee.
Amended by:
L.N. 89 of 2000.
29. No Executive Secretary or Council employee shall
participate in the recommendation or interview procedures of a
candidate applying for employment with the Council if such
candidate is related to the Executive Secretary  or employee. For
the purpose of this regulation a candidate shall be deemed to be so
related if he falls under any of the relationships stipulated under
article 20(4) of the Act.
Confidentiality.
Amended by:
L.N. 89 of 2000.
30. (1) The Executive Secretary or any other Council
employee shall not communicate to any person the content of
documents relating to the Council unless required by law or
expressly authorised to do so by the Council.
(2) The Executive Secretary or any other employee shall not be
permitted to give interviews or make public statements nor to
disclose any information acquired during the course of his duties
unless required to do so in accordance with the Act or so authorised
by the Mayor in writing.
Code of Ethics.
Amended by:
L.N. 89 of 2000.
31. (1) The Executive Secretary and Council employees shall
be required to observe the Code of Ethics during the course of their
duties.
(2) The Executive Secretary and other Council employees shall
also observe the provisions which regulate conduct as indicated in
the Human Resources Procedures.
Absence of 
Executive 
Secretary.
Amended by:
L.N. 89 of 2000.
32. No member of the Council shall act as a Council employee
or carry out such duties in the absence of the Executive Secretary
or the Deputy Executive Secretary, or of any other employee.
12 ġ S.L.363.20 LOCAL COUNCILS (HUMAN RESOURCES)
PERFORMANCE BONUS APPRAISAL
Amended by:
L.N. 89 of 2000. SCHEDULERegulations 6 and 19
Name ....................................................... Job Title
.............................................
Period of Appraisal ..............................................................................................
Length of time in post ..........................................................................................
................................................ Local Council
OVERALL PERFORMANCE:
ġThe objective of this Section is to provide the Executive Secretary/employee
with feedback about his overall performanceħ
Select the box below which you think best summarises the Executive Secretary’s/
employee’s overall performance when compared to his work expectations. Your
rating should consider:
how well-achieved was the work assigned to the Executive Secretary/employee;
how he went about to do his job; how demanding was the job assigned; and any
other achievements reached besides the assigned tasks. The rating scale includes
three ranges of acceptable and one level of unacceptable work performance
rating, according to the following criteria:
Exceeded
Expectations
Achievements consistently and significantly
exceeded objectives or requirements.
Commendable
Expectations
Achievements consistently met the majority
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.
LOCAL COUNCILS (HUMAN RESOURCES) ġ S.L.363.20 13
2
Satisfactory
Performance
Overall achievements frequently met several
of the objectives or requirements. With
improvements in certain areas in the work
plan, the work performance may be
considered satisfactory.
Achievements
Not Acceptable
Achievements consistently fell below
objectives or requirements. Remedial action
should be considered unless improvements
are shown.
PERFORMANCE BONUS APPROVED: ........................... %
BY A RESOLUTION PASSED DURING A COUNCIL MEETING HELD ON
................................................................... of the year
MAYOR ............................................ DATE .............................
14 ġ S.L.363.20 LOCAL COUNCILS (HUMAN RESOURCES)
3
Performance Factors:
ġ This Section should enable to show in detail how the Executive Secretary/
employee goes about achieving the results of the job by establishing his strengths
and weaknesses along different performance factors. For each factor the space
marked "COMMENTS" should be used where specific examples typical of the
Executive Secretary’s/employee’s performance are given, clearly showing the
effectiveness rating given and other factors which have influenced his
performance .ħ
PERFORMANCE
FACTORS AND
DEFINITIONS
COMMENTS
1. Volume of Work:
Volume of work done
compared with the job
requirements.
2. Quality of Work:
Accuracy and
presentation of work.
3. Knowledge of
Job: Understanding job
procedures, equipment
and methods,
responsibilities and
scope of duties.
4. Dependability:
The degree to which
this person can be
counted upon to do
what is required in
carrying out assigned
tasks and to meet
deadlines. Include also
comments on
attendance and
punctuality.
LOCAL COUNCILS (HUMAN RESOURCES) ġ S.L.363.20 15
4
5. Innovation: The
degree to which the
Executive Secretary/
employee continuously
examines methods and
policies and make
suggestions for
improvements.
6. Staff Development:
Consideration for
subordinates shown;
planning of work to be
carried out by his
subordinates, as well as
their monitoring,
appraisal and
development.
7. Communication:
Ability to communicate
both verbally and in
writing.
8. Teamwork: What
relationship has been
established with work
colleagues and others
related to Council work.
Effectiveness Rating Summary:
Performance Factor High Medium Satisfactory Not 
Acceptable
1. Volume of work
2. Quality of work
3. Knowledge of job
4. Dependability
5. Innovation
16 ġ S.L.363.20 LOCAL COUNCILS (HUMAN RESOURCES)
5
High Medium Satisfactory Not 
Acceptable
6. Staff Development
7. Communication
8. Teamwork
Overall marking ġInsert x where applicableħ
Exceeded Expectations
Commendable
Satisfactory Performance
Not Acceptable
General Comments by the Mayor:
LOCAL COUNCILS (HUMAN RESOURCES) ġ S.L.363.20 17
6
Work Improvement Plan
ġ This Section enables you to formulate a work improvement plan for the
performance sector in which improvement is needed. ħ
Performance Factor Recommendations for improvement in the
Executive Secretary’s/Employee’s work
performance
Executive Secretary’s/Employee’s Comments:
This appraisal has been reviewed and discussed with the Executive Secretary/
employee:
Mayor Executive Secretary/Employee
Date
