Performance Appraisal In Government
Transcript of 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.