14 practical topics, three days in Nairobi, and a performance system for your own organisation — objectives that trace back to the plan, KPIs anyone could check, and a 360° process people will trust.
Practical learning experiences delivered across Africa. A few moments from previous Vantage Africa cohorts:
Most appraisal systems take weeks of everybody’s time and change nothing. Ratings drift to the middle, the form goes into a file, and the same conversation comes round again next year.
Objectives that come down from the plan and reach a single job, instead of being copied from last year’s form.
A short video on why a rating nobody can explain is a rating nobody accepts.
Video holder · Add approved clip hereEvidence from more than one source, weighted so it is fair, and a review that ends in a plan rather than a signature.
A score on its own settles nothing. What matters is whether the right things were measured, whether the feedback was broad enough to be fair, and whether it turned into a development plan somebody actually worked through.
The pathway is designed around what you will be able to do. You begin guided virtual learning as soon as you register, then build on it during three practical days in Nairobi, 8–10 March 2027.
What performance management is, and how objectives come down from the plan.
Three focused days on appraisal, 360° feedback and the conversations themselves, in Nairobi.
Proposed allocation: topics 1–6 are guided online and cover the system and its objectives; topics 7–14 are worked through during the three physical days, where the appraisal, the 360° instrument and the feedback conversation are built and practised.
Explore each topic below. The real test is whether it holds up in a room with the person being rated.
A rating that cannot be explained is a rating that will be argued with. What gets checked here is whether the objectives were measurable in the first place, whether the evidence carries the score, and whether the weights you applied can be defended to the person on the receiving end.
Join the 14-topic pathway →Real jobs and real targets in your own organisation, not a sample form.
Each one traceable to the plan, with an indicator somebody else could check.
Competency statements, a rating scale, the rater map and the weights behind it.
Score a real case, weighted and unweighted, and account for the difference.
Deliver the result to a peer playing the role, and get to a development plan.
The reference material comes with the programme. The thing worth carrying home is the cycle you designed for your own organisation — the objectives, the matrix, the 360° instrument and the weights — argued through with facilitators and peers before anybody is rated by it.
360appraisal.tech is Vantage’s own 360° feedback and performance management system: multi-rater feedback, KPI tracking, weighted competency scoring, AI performance summaries, individual development plans and board-ready reports. Built for the real complexity of African organisations.
Explore 360 Appraisal ↗Video placeholder — insert an approved clip of Dr. Benson teaching participants to weight a 360° score.
StudyGenius guides you through progressive skill-building, practice, feedback and applied challenges.
Explore StudyGenius ↗You are not simply buying training days. You are investing in the ability to manage performance, a cycle your organisation can run and a community of peers.
18,000+ professionals trained across 30+ countries, including government, NGO and development-sector teams.
Guided by Dr. Benson Kiarie and experienced faculty; every exercise connects to people you actually manage.
Observable work, feedback and practical checks — and an appraisal cycle you could run next quarter.
Continuous feedback is the ideal, but the annual review is what most organisations still run — and it usually decides pay and promotion. A 360° process makes that one judgement fairer and broader: your manager’s view becomes one of several, alongside peers, direct reports and the people you serve.
See the 14 topics →Peers, direct reports, internal customers and your own self-assessment all count, each weighted for how much it should. The result is broad enough to be honest and specific enough to act on.
And nobody should hear any of it for the first time in December.
The programme is built around practical work rather than attendance. You design the objectives, build the 360° instrument, run the weighted scoring and practise the feedback conversation before you leave.
Yes. The pathway covers all 14 topics, 6 guided online and 8 in the room, subject to the programme’s formal assessment decisions.
The first 6 are introduced through guided online work before the workshop and cover the system and its objectives. The remaining 8 form the focus of the three physical days in Nairobi, where the appraisal process, the 360° instrument and the feedback conversation are built and practised.
Yes. Under the standard-fee pathway, the $80 initial payment counts toward $580 and leaves $500 payable. The $480 offer is for early full payment, not the instalment plan.
The programme is planned for Nairobi, Kenya on 8–10 March 2027. The exact venue will be confirmed by the Vantage Africa team before a final booking commitment.
No. The programme suits line managers who have to rate the people reporting to them, as much as HR and performance staff who design the system they use.
Yes. Contact Vantage Africa for an invitation letter, invoice or a tailored in-house proposal.
Let us tailor performance management, 360° appraisal or a bespoke people-performance pathway to your organisation, sector and challenges.
Contact Dr. Benson · +254 725 303 645 · bkiarie@vantageafricaleaders.comBecome the manager whose ratings are understood, argued with honestly, and acted on.