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

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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
Page 2 and 3: PART - II - SELF-APPRAISAL(To be fi
Page 4 and 5: B. ATTRIBUTES1. Analytical ability:
Page 6 and 7: 9. Aptitude and potential:(Please i
Page 8 and 9: PART V - REMARKS OF THE REVIEWING O
Page 10 and 11: PART VI - REMARKS BY THE DIRECTOR G
Page 12 and 13: 3 Total cost of successful / commer
Page 14 and 15: 5 No. of new products added in the
Page 16 and 17: ANNEXURE - IVName : Designation : D
Page 20: has not watched the Government serv

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