Performance Appraisal

In Government

Objectives

At the end of the session the participants will be able to

explain the aims and purpose of ACRs (now APAR)

describe the salient features of the procedure of writing APARs, and

identify the criteria for writing/ reviewing APARs on subordinates

PERFORMANCE APPRAISALis a systematic evaluation of an individual with respect to his performance on the job

and potential for development.

Aim of Performance Appraisal

Service-wide the Aim of Performance Appraisal is to

improve management of performance and thereby

increase efficiency and productivity in the public service.

Two Principal Objectives

IMPROVE PERFORMANCE IN THE

PRESENT JOB

ASSESS POTENTIALS FOR

FUTURE OPPORTUNITIES

PURPOSE OF APARs

PROMOTING WITHIN ORGANISATION

TRAINING & DEVELOPMENT

COUNSELLING for INDIVIDUAL

DEVELOPMENT

PLACEMENT/DEPUTATION

RETENTION /DISCHARGE

VALIDATION OF SELECTION CRITERIA

When to be written?

o Annually (Financial Year)

o Retiring Reporting /Reviewing Officer-within one month

o On transfer – immediately

o Under suspension –within two month

CONTENT & MANNER OF WRITING

Numerical grading by reporting & reviewing for (a) quality of work (40%), (b) personal attributes(30%) and (c ) functional competency (30%)

Grading of 1 or 2 and 9 or 10 need to be adequately justified in the pen picture.

Whether completed APAR of his juniors. Pen picture of the officer reported upon

Areas of strength and attitude towards weaker section of the society.

Approved course of study

No extraneous papers

Integrity

Warning /Reprimands

Rights of Reporting /reviewing

Reporting officer, if not initiated the APAR beyond 30th June, shall forfeit his right

Reviewing Officer shall forfeit his right to enter remarks beyond 31st August

Certificate to be added in the dossier along with the incomplete report.

With effect from Reporting Period 2008-2009

The full APAR including the overall grade and assessment of integrity shall be communicated to the concerned officer after the Report is complete with remarks of Reviewing Officer and Accepting Authority, where applicable.

Officer can represent against within 15 days, which is to be disposed of within 30 days

Disposal of representation-

In consultation with reporting /reviewing officer by authority superior to reviewing

Competent authority may reject or accept and modify the Report accordingly, within thirty days of representation.

The decision shall be communicated within 15 days of decision.

Self appraisal

Precise, to the point, refers to areas of

responsibilities, goals/ targets

Actual achievements in terms of goals/

targets, during the period

Acceptable to Reporting officer

Disagreement may be treated as

Adverse Remark

Custody & Maintenance

Organised Services- Controlling Dept.

Departments

– Groups A & B – HOD

– Groups C & D – Authority Specified, not higher that Appointing Authority

Not to be sent to private bodies

Retained – for five years after retirement

for two years after death in service

Grading

According to performance and consistent with entries

Outstanding for exceptional qualities

“fit for promotion” deleted.

APPRAISER

Reporting & Reviewing Officers-

o Minimum length of service (in

reporting period) is three months

o Only two levels

o Normally one job –one report