Performance Appraisal - ATI
Performance Appraisal - ATI
Performance Appraisal - ATI
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<strong>Performance</strong> <strong>Appraisal</strong>In Government
ObjectivesAt the end of the session the participantswill be able toexplain the aims and purpose ofACRs (now APAR)describe the salient features of theprocedure of writing APARs, andidentify the criteria for writing/reviewing APARs on subordinates
PERFORMANCE APPRAISALis a systematic evaluation ofan individual with respect tohis performance on the joband potential fordevelopment.
Aim of <strong>Performance</strong> <strong>Appraisal</strong>Service-wide the Aim of<strong>Performance</strong> <strong>Appraisal</strong> is toimprove management ofperformance and therebyincrease efficiency andproductivity in the public service.
Two Principal ObjectivesIMPROVE PERFORMANCE IN THEPRESENT JOBASSESS POTENTIALS FORFUTURE OPPORTUNITIES
PURPOSE OF APARsPROMOTING WITHIN ORGANIS<strong>ATI</strong>ONTRAINING & DEVELOPMENTCOUNSELLING for INDIVIDUALDEVELOPMENTPLACEMENT/DEPUT<strong>ATI</strong>ONRETENTION /DISCHARGEVALID<strong>ATI</strong>ON OF SELECTION CRITERIA
When to be written?o Annually (Financial Year)o Retiring Reporting /Reviewing Officerwithinone montho On transfer – immediatelyo 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 adequatelyjustified in the pen picture.‣ Whether completed APAR of his juniors. Pen pictureof the officer reported upon‣ Areas of strength and attitude towards weakersection of the society.‣ Approved course of study‣ No extraneous papers‣ Integrity‣ Warning /Reprimands
Rights of Reporting /reviewing• Reporting officer, if not initiated the APARbeyond 30 th June, shall forfeit his right• Reviewing Officer shall forfeit his right toenter remarks beyond 31 st August• Certificate to be added in the dossieralong with the incomplete report.
With effect from Reporting Period2008-2009• The full APAR including the overall gradeand assessment of integrity shall becommunicated to the concerned officerafter the Report is complete with remarksof Reviewing Officer and AcceptingAuthority, where applicable.• Officer can represent against within 15days, which is to be disposed of within 30days
Disposal of representation- In consultation with reporting/reviewing officer by authoritysuperior to reviewing Competent authority may reject oraccept and modify the Reportaccordingly, within thirty days ofrepresentation. The decision shall be communicatedwithin 15 days of decision.
Self appraisal Precise, to the point, refers to areas ofresponsibilities, goals/ targets Actual achievements in terms of goals/targets, during the period Acceptable to Reporting officer Disagreement may be treated asAdverse Remark
Custody & Maintenance• Organised Services- Controlling Dept.• Departments– Groups A & B – HOD– Groups C & D – Authority Specified, not higherthat Appointing Authority• Not to be sent to private bodies• Retained – for five years after retirement• for two years after death inservice
Grading• According to performance and consistentwith entries• Outstanding for exceptional qualities• “fit for promotion” deleted.
APPRAISERReporting & Reviewing OfficersoMinimum length of service (inreporting period) is three monthso Only two levelso Normally one job –one report
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