ACR-GP 4600 & above - Central Institute of Plastics Engineering ...

PART – II – SELF-APPRAISAL(To be filled in by the employee reported upon)Please read carefully the instructions given at the end of the form before fillingthe entries1. Brief description of Job responsibilities & duties:(To be enclosed by the appraisee as Annexure – A in separate A4 sheets withsignature)2. Please specify targets/objectives/goals (for quantitative or other terms)of work you set for yourself or that were set for you and yourachievements against each target.(To be enclosed by the appraisee as Annexure – B in separate A4 sheets withsignature)3(A). Please state, briefly, the shortfalls with reference to the targets /objectives / goals referred to in Item 2. Please specify reasons /constraints, if any, in achieving the targets.(To be enclosed by the appraisee as Annexure – C in separate A4 sheets withsignature)3(B). Please also indicate items in which there have been significantly higherachievements and your contribution thereto(To be enclosed by the appraisee as Annexure – D in separate A4 sheets withsignature)4. Additional educational qualification acquired ( write course details & periodof study, if any :Signature of the AppraiseeForm ACR – 3 / Page 2 of 20

PART – III – ASSESSMENT OF THE REPORTING OFFICER(Please read carefully the instructions given at the end of the form before filling the entries)A. NATURE AND QUALITY OF WORK1. Please comment on Part – II as filled in by the Officer and specificallystate whether you agree with the answers relating to targets andobjectives, achievements and shortfalls. Also specify constraints, ifany, in achieving the objectives2. Quality of output:(Please comment on the Officer’s quality of performance having regard to standard ofwork and programme objectives and constraints, if any)3. Knowledge of sphere of work :(Please comment specifically on each of these; level of knowledge of functions, rulesand regulations, related instructions and their applications)Form ACR – 3 / Page 3 of 20

B. ATTRIBUTES1. Analytical ability:(Please comment on the Officer’s ability relating to analysis of pros and cons;formulation of alternatives and their evaluation for solving problems; ability to indicatedecision areas)2. Communication Skill:(Please comment on the Officer’s ability to communicate with brevity, clarity andaccuracy, both orally and in writing; ability to draft notes, cabinet Notes, brief forparliament matters, etc.)3. Initiative:(Please comment on the capacity and resourcefulness of the Officer in handlingnormal as well as unforeseen situations; willingness to take additional responsibilitiesand new area of work)4. Attitude to work :(Please comment how far the Officer can be relied upon; his sense of responsibility;the extent to which he / she is dedicated and motivated, his/her willingness to learnand systematize his / her work)Form ACR – 3 / Page 4 of 20

5. Ability to inspire and motivate :(Please comment on the capacity of the Officer to motivate, to obtain willing supportby own conduct and capacity to inspire confidence)6. Supervisory ability:(Please comment on the Officer’s ability relating to –(i) Guidance in the performance of tasks(ii) Review of performance(monitoring of key areas including finance, sanctions etc.)(iii) Capacity to take decision at his/her level on matters within delegated areas(iv) Maintaining discipline)7. Inter-personal relations and team work :(Please comment on the quality of relationship with superiors, colleagues andsubordinates, and on the ability to appreciate other’s point of view and take advice inthe proper spirit. Please also comment on his/her capacity to work as a member of ateam and to promote team spirit and optimize the output of the team)8. Relations with the public (wherever applicable):(Please comment on the Officer’s accessibility to the public and responsiveness totheir needs)Form ACR – 3 / Page 5 of 20

9. Aptitude and potential:(Please indicate possible lines of growth and development of the Officer)10. Training :(Please give recommendations for training with a view to further improving theeffectiveness and capabilities of the Officer)Signature of the Reporting Officer/HOD:Name in Block letters:Place : Designation :Date :(during the period of report)Form ACR – 3 / Page 6 of 20

PART IV – GENERAL (TO BE FILLED BY THE REPORTING OFFICER / HOD)1. State of health2. Integrity(Please see note below the Instructions)3. General Assessment:(Please give an overall assessment of the Officer with reference to his/her strengthsand shortcomings and also by drawing attention to the qualities, if any, not coveredby the entries above)Signature of the Reporting Officer/HOD :Name in Block letters :Place : Designation :Date :(during the period of report)Form ACR – 3 / Page 7 of 20

PART V – REMARKS OF THE REVIEWING OFFICER / CENTRE HEAD1. Is the Reviewing Officer satisfied that the Reporting Officer has madehis/her report with due care and attention and after taking into accountall the relevant material?2. Do you agree with the assessment given by the Reporting Officer?(In case of disagreement, please specify the reasons). Is there anything you wish tomodify or add?3. General remarks with specific comments about the general remarksgiven by the Reporting Officer and remarks about the meritorious workof the Officer including the gradingForm ACR – 3 / Page 8 of 20

4. Has the Officer any special characteristics, and/or any abilities whichwould justify his/her selection for special assignment or/out-of-turnpromotion and if so, specify?Signature of the Reviewing Officer/Centre Head:Place : Name in Block letter :Date : Designation :Form ACR – 3 / Page 9 of 20

PART VI - REMARKS BY THE DIRECTOR GENERALObservations of the Director General :Overall Assessment : (Outstanding/Very Good/Good/Average/Below Average)PART VII(For Office Use only) (to be filled at Cipet corporate)Signature of the Director GeneralN.B. 1).Wherever necessary, additional sheets can be used as annexure2).The completed ACR shall be sent to CIPET Head OfficeForm ACR – 3 / Page 10 of 20

ANNEXURE - IIIName : Designation : Department :Centre : P.F. No. :No. of employees reporting to the appraisee :TECHNICAL - SUPERVISORY EMPLOYEES - (S11- S28)S. N. Special Developmental Activities / Achievements – Self AppraisalA Academic1 Number of lecture hours handled for regular academic programmes(indicate subjects)2 Pass percentage of students ( subject-wise ) handled by official3 Number of Short term courses conducted / coordinated (STC/TMC)4 Brief feedback summary of short-term courses conducted by official5 Methodology Improvement / initiative taken by official based on feedbackfrom students / participants (both academic and short-term programmes) –indicate specific examples6 No. of students registered for Ph.D. under the employee’s guidance7 No. of projects guided for M.Tech. students8 Contribution in syllabus / curriculum review by the employee (Giveexample)9 Contribution in improving the effectiveness of academic activities (Giveexample)B Technology (Design & CAD/CAM/Tool Room / Processing / Testing /Business Development/Technical services */Any other) [Tickwhichever applicable ]B1 Design & CAD / CAM1 Number of external design assignments(Product, Mould) supervised by theofficial (indicate name of officials working under your supervision)2 Number of mould designs commercially proven into final products underyour guidance (to be supported with examples and give names of teammembers)Form ACR – 3 / Page 11 of 20

3 Total cost of successful / commercialized moulds / products under yourguidance4 Competency level for CAD/CAM /CAE softwares (I-deas, UG, Pro-E, Moldflow, Ansys , Catia, Hyperworks etc.)5 No. of paid consultancy assignments completed and revenue generated(give names of the team members)6 Publication of technical papers (published / presented in seminars )7 Efforts for reduction of non-value added activities (give specific examples)8 Any special training undergone and professional achievements (Leadauditor for ISO, 6 Sigma, 5 S etc.)9 Capability of handling crisis management (give any one example)10 Capability of implementing innovative ideas in design (Support with anexample)11 Number of audit NCs reported in the department and corrective andpreventive action taken by the officialB2 Tool Room1 Number of mould assignments supervised by the employee (indicate coteammembers also) and revenue generated2 Total revenue generated in the department and comparison with previous 2years3 Indicate new clients added with the efforts of the employee for differentassignments in tool room (indicate team members also)4 Knowledge / Competency level about CNC machines and CNCprogramming (indicate names of machines )5 The upkeep management of machines (to be supported with examples ofreduction in breakdown / machine idle time )6 Publication of technical papers (published / presented in seminars )7 Specific achievements in process planning and management for optimumutilization of all machines ( give specific examples)8 Efforts for reduction of non-value added activities (give specific examples)9 Any special training undergone and professional achievements (Leadauditor for ISO, 6 Sigma, 5 S etc.)10 Capability of implementing innovative ideas in mould developmentForm ACR – 3 / Page 12 of 20

(Support with an example)11 Number of audit NCs reported in the department and corrective andpreventive action taken by the officialB3 Processing1 Number of processing assignments supervised by the official (indicate coteammembers also) and revenue generated2 Knowledge on processing of speciality polymers, different processingmachines like injection moulding, blow moulding, extruders etc.3 Indicate new clients added with the efforts of the employee for differentassignments in processing4 Total revenue generated in the department and comparison with previous 2years5 No. of paid consultancy assignments completed and revenue generated6 Publication of technical papers (published / presented in seminars )7 Specific achievements in upkeep of shopfloor management / processoptimization to achieve energy saving and improve machine utilization(give specific examples)8 Efforts for reduction of non-value added activities (give specific examples)9 Any special training undergone and professional achievements (Leadauditor for ISO, 6 Sigma, 5 S etc.)10 Capability of implementing innovative ideas in processsing (Support withan example)11 Number of audit NCs reported in the department and corrective andpreventive action taken by the employeeB4 Testing1 Increase of testing revenue as compared to previous year in percentageand total revenue generated – indicate co-team members2 Exposure of the employee in standardization process (interaction with BIS,ISO etc. – give specific examples )3 Indicate new clients added with the efforts of the employee for differentassignments of testing and inspection at the centre4 Knowledge on testing equipments and different standards for plasticsproducts (BIS, ASTM, DIN, ISO etc.)Form ACR – 3 / Page 13 of 20

5 No. of new products added in the testing service portfolio of the centre andrevenue generated6 Publication of technical papers (published / presented in seminars )7 Specific achievements in upkeep of testing laboratory ( give specificexamples)8 Efforts for reduction of non-value added activities (give specific examples)9 Any special training undergone and professional achievements (Leadauditor for ISO, NABL Auditor, 6 Sigma, 5 S etc.), technical membership,nomination of official in BIS/ISO technical committees.10 New testing methods developed and validation (give brief examples)11 Decrease in customer complaints as compared to previous year inpercentage12 Number of NCs reported during BIS and NABL audits at the centre andcorrective action taken by the officialB5 Business Development1 List out the major efforts made by official for business promotion2 The name of new clients / business added with the effort of the official andrevenue generated from the new clients3 Any strategy / business plan being worked out by official for long termbenefit (give specific examples and plan details)4 Number of marketing presentations given by the employee at differentforums (Both Govt. level and industry associations)5 Publication of technical papers in technical magazines6 No. of consultancy projects / assignments handled (give the names of coteammembers)7 Any special training undergone and professional achievements (Leadauditor for ISO, 6 Sigma, 5 S etc.)B6 Technical services *1 The supervisory staff designated under “Technical services” haveuniversal role to play in boosting internal revenue generation intechnical support activities. Hence the concerned staff are required tofill in their contribution in the respective or all areas of technicalsupport activities.Form ACR – 3 / Page 14 of 20

B7Any OtherC Research & Development (LARPM & ARSTPS )1 Number of R&D project proposals prepared and submitted to the fundingagencies (give the names of funding agencies)2 Number of R & D projects sanctioned where the official is either PrincipalInvestigator (PI or co-PI) in the year ( give details about Project cost andobjectives, )3 Publication of research papers in international Journals of high impactfactor (give details of journals, co-author and copies of abstracts ofresearch papers)4 Number of papers presented in national and international conference5 Number of patents applied for material / product design / products (indicateco-team members)6 Number of patents awarded / published by patent office (indicate co-teammembers)7 Any special training undergone and professional achievements, awards forresearch work from recognized body (Lead auditor for ISO, 6 Sigma, 5 Setc.), nomination in expert committee of DST/DSIR for project evaluation8 Knowledge on equipment like compounding, mixers / two roll mill /compression press, UTM, MFI, DSC / TGA, DMA, FTIR, GC etc.independently.9 Knowledge of CAD/CAM /CAE softwares (I-deas, UG, Pro-E, Mold flow,Ansys , Catia, Hyperworks etc.)10 Number of national / international conferences coordinated independently11 No. of students registered for Ph.D. under the employee’s guidance12 No. of projects guided for M.Tech. studentsForm ACR – 3 / Page 15 of 20

ANNEXURE - IVName : Designation : Department :Centre : P.F. No. :No. of employees reporting to the appraisee :NON-TECHNICAL - SUPERVISORY EMPLOYEES ( S11 –S28 )S. N. Special Developmental Activities / Achievements – Self AppraisalA General / Administration1 New Filing System – Introduction / Improvisation / Innovation2 New Process Introduction – New Forms etc.3 Improvements in Existing Process4 Introduction of Cost Control Measures5 Elimination of Non-value added activities6 Significant contribution to CIPET Website7 Outsourcing of routine, monotonous clerical activities8 Power Consumption / Electricity ManagementB Accounts9 Minimising Sundry Debtors10 Better & Safer Investment Plans of Corpus funds / Plan funds11 Checks & Controls over identification of revenue/internal resources12 New Invoice Management methods w.r.t. proper accounting of revenue13 Advance Payment procedures w.r.t. private parties14 Documentation for effective utilization of Govt. grants15 Monitoring of actual expenditure over budgeted expenditure16 Effective Management of Treasury related operations17 Maintaining cordial relations with Sales Tax, Excise & Income Tax Dept. w.r.t.boosting revenue generation18 Obtention of 100 % confirmation of balance of all Sundry debtors every yearbefore statutory audit19 Prompt payment of corpus fund provision to corporate every yearC HR20 Improvement in Working Conditions (Lighting, Ventilation etc.)21 Introduction of Employee Motivation Measures22 Introduction of Kaizen, 5S, Modern Management TechniquesForm ACR – 3 / Page 16 of 20

23 Introduction of Proactive measures for ensuring peaceful employee relations24 Introduction of Proactive measures for ensuring peaceful student/campus climate25 Training / Skill Upgradation for employees – Internal / External Programmes26 Introduction of Study Centres27 Effective Optimum utilization of Contract Labour28 Introduction of Permanent Joint Participatory forums29 Team Building / Culture Building Activities30 Absenteeism Control Measures31 Curtailing travel expenses thru’ modern methods (Video Conferencing, Net etc.)32 Curtailing Telephone expenses / Introduction of CUG33 Curtailing Miscellaneous Expenses like meeting expenses, food / hotel bills etcD Purchase34 New Vendor Development35 Computerisation / Introduction of Software Packages (Tally, Oracle, HRIS etc.)36 Curtailing paper/stationery usage / Download of forms thru’ Company Website37 Contribution to Student Infrastructure requirements38 Tools Management / Breakage Analysis39 Framing Standards for effective engagement of Professional ServicesForm ACR – 3 / Page 17 of 20

INSTRUCTIONS(To be read carefully before filling the entries in the Confidential Report Forms)1. The Confidential Report is an important document. It provides the basic andvital inputs for assessing the performance of an Officer and for his / her furtheradvancement in his / her career. The Officer reported upon, the ReportingOfficer and the Reviewing Officer should, therefore, undertake the duty offilling out the form with a high sense of responsibility.2. Performance appraisal through confidential reports should be used as a toolfor human resource development. Reporting Officers should realize that theobjective is to develop an Officer so that he / she realizes his / her truepotential. It is not meant to be a fault-finding process but a developmentalone. The Reporting Officer and the Reviewing Officer should not shy awayfrom reporting shortcomings in performance, attitudes or overall personality ofthe Officer reported upon.3. The items should be filled-in with due care and attention and after devotingadequate time. Any attempt to fill the report in a casual or superficial mannerwill be easily discernible to the higher authorities.4. If the Reviewing Officer is satisfied that the Reporting Officer had made thereport without due care and attention, he/she shall record a remark to thateffect in Item 1 (Part – V). The Reviewing Officer shall enter the remarks inthe Confidential Roll of the Reporting Officer.5. Every answer shall be given in a narrative form. Words and phrases shouldbe chosen carefully and should accurately reflect the intention of the Officerrecording the answer. Please use unambiguous and simple language.Please do not use omnibus expressions like ‘Outstanding’, ‘Very Good’,‘Good’, ‘Average’, ‘Below Average’ while giving your comments against anyof the attributes.6. The Reporting Officer shall, in the beginning of the year, assign targets toeach of the Officer with respect to whom he / she is required to report upon forcompletion during the year. In the case of an Officer taking up a new post inthe course of the reporting year, such targets/goals shall be set at the time ofassumption of the new charge. The targets set should be clearly be knownand understood by both the Reporting Officer & appraisee Officer concerned.7. Although performance appraisal is a year-end exercise, in order that it may bea tool for human resource development, the Reporting Officer should atregular intervals review the performance and take necessary corrective stepsby way of advice, etc.8. It should be the endeavour of each appraiser to present the truest possiblepicture of the appraisee in regard to his/her performance, conduct, behaviourand potential.Form ACR – 3 / Page 18 of 20

9. Assessment should be confined to the appraisee’s performance during theperiod of report only.10. Some posts of the same rank may be more exacting than others. The degreeof stress and strain in any post may also vary from time to time. These factsshould be borne in mind during appraisal and should be commented uponappropriately.11. The column relating to “Public Relations” need be filled in by the Reportingofficer only where the duties of the Officer reported upon are such that he /she comes in contact with members of the public.Note: The following procedure should be followed in filling up the columnrelating to integrity:-(i)(ii)If the Officer’s integrity is beyond doubt, it may be so stated.If there is any doubt or suspicion, the column should be left blank and actiontaken as under-(a)(b)(c)(d)(e)A separate secret note should be recorded and followed up. A copy ofthe note should also be sent together with the confidential report to thenext superior officer who will ensure that the follow-up action is takenexpeditiously. Where it is not possible either to certify the integrity or torecord the secret note, the Reporting Officer should state either that he/ she had not watched the Officer’s work for sufficient time to form adefinite judgement or that he / she had heard nothing against theOfficer, as the case may be.If, as a result of the follow-up action, the doubts or suspicions arecleared, the Officer’s integrity should be certified and an entry madeaccordingly in the confidential report.If the doubts or suspicions are confirmed, this fact should also berecorded and duly communicated to the Officer concerned.If as a result of the follow-up action, the doubts or suspicions areneither cleared nor confirmed, the Officer’s conduct should be watchedfor a further period and thereafter action taken as indicated at (b) and(c) above.When a Reporting Officer cannot in fairness to himself / herself and tothe Officer reported upon, either certify integrity or make an adverseentry or even be in possession of any information which would enablehim / her to make a secret report to the Head of the Department, i.e.when a Officer is serving in a remote station and the Reporting Officerhas not had occasion to watch his work closely or when a Governmentservant has worked under the Reporting Officer only for a brief periodor has been on long leave, etc., the Reporting Officer shouldmake an entry in the integrity column to the effect that he / sheForm ACR – 3 / Page 19 of 20

has not watched the Government servant’s work for sufficient time tobe able to make any definite remark or that he / she has heard nothingagainst the Officer’s integrity, as the case may be. This would befactual statement to which there can be no objection. But it isnecessary that a superior officer should make every effort to form adefinite judgement about the integrity of those working under him / her,as early as possible, so that he / she may be able to make a positivestatement.IMPORTANT :-In cases where suspicion exists regarding theintegrity of a subordinate Officer reported upon, anentry in the integrity column can be made onlyafter definite and distinct articles of charges havebeen framed.12. If the Reporting Officer and the Reviewing Officer in a particular case are thesame, both the columns shall be filled by the same Officer.13. “Outstanding Performance” shall have to be substantiated with documentaryevidence with individual contribution to the organizational growth.14. The ACR forms can be downloaded, neatly typed and duly filled and signed byall concerned and sent in a sealed cover confidentially to the Director Generalon or before 10 th March 2012.*****************Form ACR – 3 / Page 20 of 20