ANNUAL PERFORMANCE APPRAISAL REPORT WHY APAR – PERFORMANCE OF GOVERNMENT IS SUM TOTAL OF PERFORMANCE OF ITS OFFICERS
ANNUAL PERFORMANCE APPRAISAL REPORT
WHY APAR – PERFORMANCE OF GOVERNMENT IS SUM TOTAL OF PERFORMANCE OF ITS OFFICERS – THIS KNOWLEDGE IS THUS ESSENTIAL FOR PROPER PERSONNEL ADMINISTRATION AND MANAGEMENT.
ALSO ESSENTIAL FOR THE INDIVIDUAL OFFICER TO KNOW TO PLAN HIS CAREER DEVELOPMENT AND TO OVERCOME HIS WEAKNESSES BY MAKING SPECIAL EFFORTS.
WHY OBJECTIVITY – OBJECTIVE ASSESSMENT HELPS IN IMPROVEMENT IN PERFORMANCE – PERFORMANCE OF BOSS IS RESULTANT OF PERFORMANCE OF HIS TEAM.
SYSTEM OF APAR IS A MEANS TO OPTIMIZE THE ACHIEVEMENT OF GOVERNMENT GOALS – NOT A MEANS TO DISCIPLINE THE SUBORDINATES.
TWO PRINCIPAL OBJECTIVES
IMPROVEMENT IN THE PERFORMANCE OF INDIVIDUAL OFFICERS
AND ASSESSMENT OF HIS POTENTIALITIES AND PREPARE HIM FOR FUTURE POSSIBLE OPPORTUNITIES IN SERVICE.
BASIC REQUIREMENTS UNDERLYING ANY SYSTEM OF APAR
SUPERIOR TO GIVE THE SUBORDINATE A CLEAR UNDERSTANDING OF THE TASKS TO BE PERFORMED AND TO PROVIDE REQUISITE RESOURCES FOR HIS PERFORMANCE
BOTH THE SUPERIOR AND HIS SUBORDINATE HAVE TO KNOW THE ULTIMATE GOAL OF THEIR ORGANIZATION, AND THAT IT CAN BE ACHIEVED ONLY THROUGH THE JOINT EFFORTS OF BOTH OF THEM.
PERIODICITY – ANNUAL
QUANTITATIVE/PHYSICAL TARGETS TO BE SET IN THE BEGINNING OF THE YEAR
APAR IS INITIATED BY THE GOVERNMENT SERVANT HIMSELF, WHO
GIVES A BRIEF DESCRIPTION OF HIS DUTIES, SPECIFIES THE TARGETS SET FOR HIM WHEREVER APPLICABLE, ACHIEVEMENTS AGAINST EACH TARGETS, THE SHORTFALLS, IF ANY, CONSTRAINTS ENCOUNTERED AND AREAS WHERE THE ACHIEVEMENTS HAVE BEEN GREATER.
WORK PLAN MAY NOT BE ENTIRELY QUANTITATIVE - FOR FIELD POSTS, TARGETS MAY BE QUANTIFIABLE BUT FOR SECRETARIAT POSTS THESE WOULD CONSIST OF POLICY OBJECTIVES ETC.
THE ASSESSMENT OF PERFORMANCE AT TWO LEVELS ENSURES A GREATER DEGREE OF OBJECTIVITY AND FAIRNESS.
WHILE AN OFFICER MAY NOT HAVE A DETAILED KNOWLEDGE OF QUALITIES OF A GOVERNMENT SERVANT TWO LEVELS BELOW HIM, HIS OVER-ALL ASSESSMENT OF CHARACTER, PERFORMANCE AND ABILITY IS VITALLY NECESSARY AS A BUILT-IN CORRECTIVE.
JUDGEMENT OF IMMEDIATE SUPERIOR CAN SOMETIMES BE TOO NARROW AND SUBJECTIVE. REVIEWING OFFICER SHOULD, THEREFORE, ENDEAVOUR TO PERSONALLY KNOW AND FORM HIS JUDGEMENT OF GS’S WORK AND CONDUCT.
HE SHOULD EXERCISE INDEPENDENT JUDGEMENT ON NUMERICAL GRADING GIVEN BY REPORTING OFFICER AND HIS REMARKS UNDER VARIOUS DETAILED HEADINGS IN REPORT AS WELL AS ON PEN PICTURE, AND SPECIFICALLY AGREE OR DISAGREE WITH THESE REMARKS.
WHERE REVIEWING OFFICER IS NOT SUFFICIENTLY FAMILIAR WITH WORK OF THE GOVERNMENT SERVANT REPORTED UPON, TO ARRIVE AT A PROPER AND INDEPENDENT JUDGEMENT OF HIS OWN, HE SHOULD VERIFY CORRECTNESS OF REMARKS OF REPORTING OFFICER AFTER MAKING SUCH ENQUIRIES AS HE MAY CONSIDER NECESSARY.
POSTING OF CLOSE RELATIVES?
ANNUAL PERFORMANCE APPRAISAL REPORT
GOVERNMENT SERVANT HAVING ONLY ONE SUPERVISORY LEVEL?
AT LEAST THREE MONTHS EXPERIENCE OF SUPERVISING THE WORK AND CONDUCT OF THE GOVERNMENT SERVANT REPORTED UPON
OFFICER REPORTED UPON PROCEEDING ON LEAVE FOR A CONTINUOUS PERIOD OF MORE THAN 15 DAYS
NORMALLY ONLY ONE REPORT IN A YEAR.
WHERE MORE THAN ONE REPORT IS WRITTEN IN A YEAR, EACH REPORT SHOULD INDICATE PRECISELY THE PERIOD COVERED BY IT.
IF SO NECESSITATED REVIEWING OFFICER HIMSELF MAY INITIATE REPORT AS A REPORTING OFFICER. IN THAT CASE IT WILL HAVE TO BE SUBMITTED BY HIM TO HIS OWN SUPERIOR FOR REVIEW IF THERE IS A SUPERIOR OFFICER TO HIM.
TIME LIMIT FOR RETIRING REPORTING/ REVIEWING OFFICERS?
LEAVE OF WHAT DURATION TO BE DEDUCTED FOR THE PURPOSES OF COMPUTING THE PERIOD OF 3 MONTHS WHICH IS RELEVANT FOR WRITING OF ENTRIES IN THE APAR?
IF A REPORTING/REVIEWING OFFICER IS UNDER SUSPENSION WHEN APAR HAS BECOME DUE - WITHIN TWO MONTHS FROM DATE OF HIS SUSPENSION OR WITHIN ONE MONTH FROM DATE ON WHICH REPORT WAS DUE, WHICHEVER IS LATER.
APAR NOT NECESSARY FOR GROUP D (NOW MTS) UNLESS EMPLOYED ON SENSITIVE WORK.
WHERE APARs DISPENSED WITH, PUNISHMENTS, INCLUDING RECORDABLE WARNINGS, COMMENDATIONS, ETC. TO BE ENTERED IN SERVICE BOOKS AND THESE MAY BE REFERRED TO AS AND WHEN NECESSARY.
PROCESSES IN REGARD TO COMPLETION OF THE APAR AND ITS FINAL TAKING ON RECORD FROM THE REPORTING YEAR 2008-09
FULL APAR SHALL BE COMMUNICATED TO THE CONCERNED OFFICER AFTER IT IS COMPLETE
THE CONCERNED OFFICER SHALL BE GIVEN OPPORTUNITY TO MAKE REPRESENTATION AGAINST THE ENTRIES AND THE FINAL GRADING WITHIN FIFTEEN DAYS FROM THE DATE OF RECEIPT OF THE APAR.
IN CASE NO REPRESENTATION WITHIN FIFTEEN DAYS?
COMPETENT AUTHORITY WOULD CONSIDER REPRESENTATION IN CONSULTATION WITH THE REPORTING AND/OR REVIEWING OFFICER AND DECIDE MATTER OBJECTIVELY WITHIN THIRTY DAYS FROM THE DATE OF RECEIPT OF REPRESENTATION
MAY REJECT REPRESENTATION OR MAY ACCEPT AND MODIFY APAR.
THE DECISION AND FINAL GRADING SHALL BE COMMUNICATED WITHIN FIFTEEN DAYS OF ITS RECEIPT BY THE CONCERNED APAR SECTION.
THE FORM IN WHICH APARS ARE RECORDED MAY VARY BETWEEN DIFFERENT DEPARTMENTS AND BETWEEN DIFFERENT LEVELS OF RESPONSIBILITY DEPENDING UPON NATURE OF WORK AND DUTIES ATTACHED TO VARIOUS POSTS.
HOWEVER, EACH REPORT SHOULD BEGIN WITH BRIEF DESCRIPTION OF DUTIES, QUANTITATIVE/PHYSICAL TARGETS/OBJECTIVES SET FOR HIM, HIS ACHIEVEMENTS AGAINST EACH TARGET, SHORTFALLS WITH REFERENCE TO TARGETS AND CONSTRAINTS ENCOUNTERED IF ANY AND ITEMS WHERE ACHIEVEMENTS HAVE BEEN SIGNIFICANTLY HIGHER.
FORMAT FOR THE PURPOSE OF NUMERICAL GRADING FOR GROUP ‘A’ OFFICERS IN THE THREE AREAS OF WORK OUTPUT, ASSESSMENT OF PERSONAL ATTRIBUTES AND ASSESSMENT OF FUNCTIONAL COMPETENCY PRESCRIBED
FOR GROUP ‘B’ AND ‘C’ OFFICIALS HOWEVER, SUITABLE CHANGES MAY BE MADE BY THE CONCERNED CADRE AUTHORITIES AS PER FUNCTIONAL REQUIREMENTS OF THE JOB AND THE NEXT PROMOTIONAL POST FOR THEM
GUIDELINES FOR FILLING UP OF APAR FROM THE REPORTING YEAR 2009-10 ONWARDS
A BOX FOR REFLECTING BY REPORTING OFFICER PEN PICTURE OF THE OFFICER REPORTED UPON - COMMENTS ON OVERALL QUALITIES INCLUDING AREAS OF STRENGTHS AND LESSER STRENGTH AND ATTITUDE TOWARDS WEAKER SECTIONS
ALSO A COLUMN IN THE SECTION RELATING TO THE REVIEWING AUTHORITY FOR GIVING REMARKS ON THE PEN PICTURE REFLECTED BY THE REPORTING OFFICER.
NO SEPARATE COLUMN FOR OVERALL ASSESSMENT APART FROM THE PEN PICTURE.
PROVISION IN RELEVANT SECTION FOR REMARKS BY REVIEWING OFFICER TO INDICATE SPECIFICALLY THE DIFFERENCES, IF ANY, WITH ASSESSMENT MADE BY REPORTING OFFICER, AND REASONS THEREFOR
NUMERICAL GRADING, ON A SCALE OF 1-10, WHERE 1 REFERS TO LOWEST GRADE AND 10 TO HIGHEST, ARE TO BE AWARDED BY REPORTING AND REVIEWING AUTHORITIES FOR QUALITY OF WORK OUTPUT, PERSONAL ATTRIBUTES AND FUNCTIONAL COMPETENCE.
THE OVERALL GRADE ON A SCORE OF 1-10 WILL BE BASED ON 40% WEIGHTAGE FOR ASSESSMENT OF WORK OUTPUT, AND 30% EACH FOR PERSONAL ATTRIBUTES AND FUNCTIONAL COMPETENCY.
THE OVERALL GRADING WILL BE BASED ON ADDITION OF THE MEAN VALUE OF EACH GROUP OF INDICATORS IN PROPORTION TO WEIGHTAGE ASSIGNED.
A COLUMN IN APAR FORMS OF ALL GROUP ‘A’ OFFICERS, INDICATING WHETHER THE OFFICER HAD COMPLETED APARs OF OFFICERS WORKING UNDER HIM/HER, FOR THE PREVIOUS REPORTING YEAR, WITHIN STIPULATED TIME.
ALSO A COLUMN IN THE APAR
“IF OFFICER REPORTED UPON IS A MEMBER OF A SC/ST, PLEASE INDICATE SPECIFICALLY WHETHER THE ATTITUDE OF REPORTING OFFICER IN ASSESSING PERFORMANCE OF THE OFFICER HAS BEEN FAIR AND JUST.”
GUIDELINES TO BE FOLLOWED IN THE MATTER OF MAKING ENTRIES IN THE COLUMN RELATING TO INTEGRITY.
IF THERE ARE UNCONFIRMED SUSPICIONS, COLUMN SHOULD BE LEFT BLANK AND A SEPARATE SECRET NOTE ABOUT THE DOUBTS AND SUSPICIONS SHOULD BE RECORDED SIMULTANEOUSLY AND FOLLOWED UP
A COPY OF THE SECRET NOTE SHOULD BE SENT TOGETHER WITH THE APAR TO THE NEXT SUPERIOR OFFICER WHO SHOULD ENSURE THAT THE FOLLOW UP ACTION IS TAKEN EXPEDITIOUSLY.
IF, AS A RESULT OF THE FOLLOW-UP ACTION, THE GOVERNMENT SERVANT IS EXONERATED, HIS INTEGRITY SHOULD BE CERTIFIED AND AN ENTRY MADE IN THE APAR BY THE OFFICER IN-CHARGE FOR MAINTAINING THE APAR.
FOR THE PURPOSE OF MONITORING….
IF SUSPICIONS REGARDING HIS INTEGRITY ARE CONFIRMED, THIS FACT CAN ALSO BE RECORDED AND DULY COMMUNICATED TO THE GOVERNMENT SERVANT CONCERNED.
WHEN A REPORTING OFFICER CANNOT EITHER CERTIFY INTEGRITY OR MAKE AN ADVERSE ENTRY OR EVEN BE IN POSSESSION OF ANY INFORMATION WHICH WOULD ENABLE HIM TO MAKE A SECRET REPORT TO THE HOD (E.G. GOVERNMENT SERVANT IS SERVING IN A REMOTE STATION OR HAS WORKED UNDER HIM ONLY FOR A BRIEF PERIOD OR HAS BEEN ON LONG LEAVE ETC.) ENTRY IN THE INTEGRITY COLUMN TO THE EFFECT THAT HE HAS NOT WATCHED HIS WORK FOR SUFFICIENT TIME TO BE ABLE TO MAKE ANY DEFINITE REMARK OR THAT HE HAS HEARD NOTHING AGAINST HIS INTEGRITY
THE REMARKS AGAINST THE INTEGRITY COLUMN SHALL BE MADE BY THE REPORTING OFFICER IN ONE OF THE THREE OPTIONS MENTIONED BELOW:-
BEYOND DOUBT
SINCE THE INTEGRITY OF THE OFFICER IS DOUBTFUL, A SECRET NOTE IS ATTACHED.
NOT WATCHED THE OFFICER’S WORK FOR SUFFICIENT TIME TO FORM A DEFINITE JUDGEMENT BUT NOTHING ADVERSE HAS BEEN REPORTED TO ME ABOUT THE OFFICER.
THE OFFICER REPORTED UPON MAY BE REQUIRED TO INDICATE SPECIFIC AREAS IN WHICH HE/SHE FEELS THE NEED TO UPGRADE SKILLS AND ATTEND TRAINING PROGRAMS. HE/SHE SHOULD ALSO MENTION THE SPECIFIC STEPS THAT HE/SHE HAS TAKEN OR PROPOSES TO TAKE TO UPGRADE HIS/HER SKILLS IN THE IDENTIFIED AREA(S).
THE REPORTING/REVIEWING OFFICER MAY GIVE SPECIFIC COMMENTS ON THE REQUIREMENT OF SKILL UPGRADATION FOR THE OFFICER REPORTED UPON AND SUGGESTIONS TO ACHIEVE IT.
THERE IS AN INCREASED EMPHASIS ON COMPETENCY BUILDING IN THE NEW PERFORMANCE ASSESSMENT SYSTEM AS THERE WOULD BE A PREMIUM ON COMPETENCY AND SKILL UPGRADATION.
HENCE, ALL OFFICERS ARE ADVISED TO KEEP THE CADRE CONTROLLING AUTHORITY INFORMED, AT LEAST ONCE IN FIVE YEARS, OF ALL EDUCATIONAL AND TRAINING PROGRAMS ATTENDED, INCLUDING THE DETAILS OF MARKS/GRADES SECURED IN SUCH PROGRAMS, DETAILS OF PROFESSIONAL PAPERS PUBLISHED.
IT IS EXPECTED THAT ANY GRADING OF 1 OR 2 WOULD BE ADEQUATELY JUSTIFIED IN THE PEN-PICTURE BY WAY OF SPECIFIC FAILURES AND SIMILARLY, ANY GRADE OF 9 OR 10 WOULD BE JUSTIFIED WITH RESPECT TO SPECIFIC ACCOMPLISHMENTS.
IN AWARDING A NUMERICAL GRADE THE AUTHORITIES SHOULD RATE THE OFFICER AGAINST A LARGER POPULATION OF HIS/HER PEERS THAT MAY BE CURRENTLY WORKING UNDER THEM OR WOULD HAVE WORKED UNDER THEM IN THE PAST.
TIME LIMIT FOR COMPLETION OF APARS
DISTRIBUTION OF BLANK APAR FORMS - 31ST MARCH.
SUBMISSION OF SELF-APPRAISAL - 15TH APRIL.
SUBMISSION BY R.O TO Rv. O - 30TH JUNE
REPORT TO BE COMPLETED AND SENT TO APAR SECTION - 31ST JULY
DISCLOSURE TO OFFICER REPORTED UPON – 1ST SEPTEMBER
RECEIPT OF REPRESENTATION, IF ANY - 15 DAYS FROM THE DATE OF RECEIPT OF COMMUNICATION
FORWARDING REPRESENTATIONS TO CA - 21ST SEPTEMBER
DISPOSAL OF REPRESENTATION BY CA - WITHIN ONE MONTH
COMMUNICATION OF DECISION OF CA ON REPRESENTATION - 15TH NOVEMBER
END OF ENTIRE PROCESS - 30TH NOVEMBER
IF SELF-APPRAISAL IS NOT RECEIVED EVEN BY THE END OF ONE WEEK OF STIPULATED DATE, REPORTING OFFICER SHOULD REMIND THE OFFICER TO BE REPORTED UPON TO SUBMIT HIS SELF-APPRAISAL BY A SPECIFIED DATE.
IF STILL NO SELF-APPRAISAL IS RECEIVED, REPORTING OFFICER CAN OBTAIN ANOTHER BLANK APAR FORM AND PROCEED TO WRITE THE REPORT ON THE BASIS OF HIS EXPERIENCE OF WORK AND CONDUCT OF OFFICER REPORTED UPON. WHILE DOING SO, HE CAN ALSO POINT OUT THE FAILURE IN SUBMITTING SELF-APPRAISAL.
IN CASE THE APAR IS NOT INITIATED BY THE REPORTING OFFICER FOR ANY REASON BY 30TH JUNE, HE SHALL FORFEIT HIS RIGHT TO ENTER ANY REMARKS IN THE APAR AND HE SHALL SUBMIT ALL APARS HELD BY HIM FOR REPORTING TO THE REVIEWING OFFICER ON THE NEXT WORKING DAY.
SIMILARLY, THE REVIEWING OFFICER SHALL ALSO FORFEIT HIS RIGHT TO ENTER ANY REMARKS IN THE APAR BEYOND 31ST AUGUST OF THE YEAR IN WHICH THE FINANCIAL YEAR ENDED.
SECTION ENTRUSTED WITH MAINTAINING APARS SHALL BRING TO THE NOTICE OF SECRETARY NAMES OF THOSE REPORTING AND REVIEWING OFFICERS IN OCTOBER WHO HAVE FAILED TO INITIATE/REVIEW THE APARS EVEN BY 30TH JUNE/31ST AUGUST.
SECRETARY MAY CALL FOR EXPLANATION OF THE CONCERNED OFFICERS FOR NOT WRITING THE APARS BY THE DUE DATE AND IN THE ABSENCE OF PROPER JUSTIFICATION DIRECT THAT A WRITTEN WARNING BE PLACED IN THE APAR FOLDERS OF THE DEFAULTING OFFICERS.
ANNUAL PERFORMANCE APPRAISAL REPORT
IN CASE REMARKS OF REPORTING/REVIEWING OFFICER HAVE NOT BEEN ENTERED IN APAR DUE TO CONCERNED OFFICER FORFEITING HIS RIGHT, A CERTIFICATE TO THIS EFFECT SHALL BE ADDED IN HIS APAR FOR THE RELEVANT PERIOD.
IN CASE BOTH HAD FORFEITED THEIR RIGHTS, THE APAR WITH THE SELF-APPRAISAL GIVEN BY THE OFFICER WILL BE PLACED IN HIS APAR DOSSIER.
WHEREVER THERE IS ANY GAP IN THE APAR, THE OFFICER IN-CHARGE FOR MAINTAINING THE APAR WILL PLACE A NO REPORT CERTIFICATE INDICATING THE REASONS.
SPECIAL PROVISIONS IN CERTAIN CASES
A HISTORY SHEET IN THE PRESCRIBED FORM SHOULD BE ADDED AT THE BEGINNING OF THE APAR DOSSIER CONTAINING INFORMATION REGARDING THE QUALIFICATIONS ACQUIRED BY A GOVERNMENT SERVANT, VARIOUS TRAINING COURSES ATTENDED BY HIM ETC.
THIS HISTORY SHEET SHOULD BE KEPT UP-TO-DATE.
IN HISTORY SHEET OF GROUP ‘A’, A PASSPORT SIZE PHOTOGRAPH SHOULD ALSO BE AFFIXED AT THE RIGHT HAND TOP CORNER.
WHENEVER IT BECOMES NECESSARY TO SEND THE APAR DOSSIER TO AN OUTSIDE AUTHORITY FOR PURPOSE OF SELECTION, PROMOTION, APPOINTMENT ETC., IT WOULD BE ADVISABLE TO KEEP THE ORIGINAL APAR DOSSIER WITH THE CADRE AUTHORITIES AND SEND OUT ONLY A PHOTOCOPY.
CARE SHOULD ALSO BE TAKEN TO ENSURE THAT THE PHOTOCOPIES ARE DESTROYED IMMEDIATELY AFTER THE PURPOSE FOR WHICH THEY WERE MADE HAS BEEN ACCOMPLISHED.
COPIES OF APAR DOSSIERS OR THEIR SUBSTANCE SHOULD NOT BE SENT TO PRIVATE BODIES IN CONNECTION WITH ANY PURPOSE WHATSOEVER, EXCEPT IN PUBLIC INTEREST.
APARS RELATING TO DECEASED GOVERNMENT SERVANTS MAY BE DESTROYED AFTER A PERIOD OF TWO YEARS FROM THE DATE OF DEATH.
IN THE CASE OF RETIRED GOVERNMENT SERVANTS, THE APAR DOSSIERS MAY BE RETAINED FOR A PERIOD OF FIVE YEARS AFTER THE DATE OF RETIREMENT.
GUIDELINES REGARDING FILLING UP OF APAR WITH NUMERICAL GRADING
IT IS EXPECTED THAT ANY GRADING OF 1 OR 2 (AGAINST WORK OUTPUT OR ATTRIBUTES OR OVERALL GRADE) WOULD BE ADEQUATELY JUSTIFIED IN THE PEN-PICTURE BY WAY OF SPECIFIC FAILURES AND SIMILARLY, ANY GRADE OF 9 OR 10 WOULD BE JUSTIFIED WITH RESPECT TO SPECIFIC ACCOMPLISHMENTS.
BECAUSE GRADES OF 1-2 OR 9-10 ARE EXPECTED TO BE RARE OCCURRENCES AND HENCE THE NEED TO JUSTIFY THEM.
IN AWARDING A NUMERICAL GRADE THE REPORTING AND REVIEWING AUTHORITIES SHOULD RATE THE OFFICER AGAINST A LARGER POPULATION OF HIS/HER PEERS THAT MAY BE CURRENTLY WORKING UNDER THEM.
APARS GRADED BETWEEN 8 AND 10 WILL BE RATED AS ‘OUTSTANDING’ AND WILL BE GIVEN A SCORE OF 9 FOR THE PURPOSE OF CALCULATING AVERAGE SCORES FOR EMPANELMENT/PROMOTION.
APARS GRADED BETWEEN 6 AND SHORT OF 8 WILL BE RATED AS ‘VERY GOOD’ AND WILL BE GIVEN A SCORE OF 7.
APARS GRADED BETWEEN 4 AND SHORT OF 6 WILL BE RATED AS ‘GOOD’ AND GIVEN A SCORE OF 5.
APARS GRADED BELOW 4 WILL BE GIVEN A SCORE OF ZERO.
Assessment of work output(40%)
Assessment of Personal Attributes-30%
Assessment of Functional competency-30%
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