Annual Performance Evaluation Form
Introduction
The JABU Annual Performance Evaluation Form, often called the APER form, is Joseph Ayo Babalola University’s yearly staff appraisal tool, domiciled on an official online portal used to review an employee’s job performance, give feedback, identify training/development needs, and support decisions on confirmation, promotion and training.
It’s an annual and regular review of an employee’s job performance and overall contribution to the university.
The APER is used to give staff structured feedback, create training/development plans, and inform probation/confirmation and promotion decisions.
At JABU, the APER form is completed via the staff portal. Staff are expected to fill out their forms through the online APER system.
Why Fill Out Your JABU APER Form
What Happens If You Skip It?
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Missed chances for promotion or salary review.
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No formal feedback or development plan.
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No documented proof of accomplishments.
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Possible administrative or disciplinary consequences if completion is mandatory.
Quick Tips To Get The Most From Your APER
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Use specific, measurable examples (dates, deliverables, numbers).
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Reference evidence (reports, links, student evaluations).
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Be honest about shortfalls and propose corrective actions.
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List clear objectives for next year with success indicators.
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Keep language concise and outcomes-focused — “what I did” + “impact” + “evidence”.
Strategic Step for Career Progression and JABU
Filling the Annual Performance Evaluation Report (APER) each year is more than paperwork. It’s a strategic step for your career and for the organisation. Short, practical reasons are:
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Makes your work visible. Your contributions (projects, outputs, committee work) get recorded and recognised. Otherwise, they can be overlooked.
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Drives decisions about pay, promotion and confirmation. APERs are the documented evidence that the Personnel Office and the management use for increments, confirmations, and promotions.
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Provides formal feedback. You get structured input from your Head of Unit on strengths and areas to improve that is essential for growth.
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Links you to organisational goals. Annual appraisals align your objectives with the university’s priorities so your work supports bigger outcomes.
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Identifies development needs. Training, mentoring, or course recommendations usually come from appraisal findings.
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Protects you administratively. Objective records help in disputes, probation reviews, or performance improvement processes.
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Improves next year’s performance. Setting measurable objectives and reviewing them annually raises accountability and productivity.
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Builds your professional record. Over time APERs create a trail showing progression and achievements for CVs, interviews, or external opportunities.
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