Performance appraisal-Philosophy and approach Performance of org. sum total of work of staff employed. Essential tool of management. To know individual functions. Critical assessment, capabilities, potential and usefulness Formal appraisal on employee’s/officers’ capabilities known as ACR. Optimum utility of man power

Focus-Developmental not judgmental To indicate achievements not to disciplines Deployment according to ability within the means/resources Job satisfaction CR enables to know weakness and employee can think of improvements. CR to be based on 2 way dialogue between supervisor and supervised.

Superior to discuss working problem on day to day basis. Team work. Team building to be encouraged. Informal counseling, memos, notes directives should be improvement oriented. Subordinates to be given responsibilities expected to be handled. Fitness for higher responsibilities. Follow up action. Own defects to be known. Relation with staff, colleagues and superiors. If the staff are told about this they can improve

.General CR-90 days. Transfer, write interim ACR indicating the period. Responsibility with Head of office. If reporting officer has not completed 3 months, reviewing officer is to do this job. Certificate where the CR could not be written. Keep in CR dossier. Reporting authority cannot review. The accepting authority where need can review also.

Corrective measures Improvements-When improved not to mentioned in ACR. Where higher authority feels that CR is not properly made it should pass remarks. Disagreement with ratings, higher officers to give reasons. If reviewing officer is not familiar with an officer he can call the apprisee officer and verify

No ACRs for prob. Their performance by separate procedures. When felt necessary working report can be called for. Targets felt necessary working report can be called for. Targets to be given by higher officials. Reportee can also set the target. If no target he should ensure all types of qualitative of quantitative improvements.

Shortfalls to be commented upon. Reporting Officer to comment on Quality of work, output, knowledge, attitude, decision making power, motivational power, interpersonal/team work

Schedules Blank CR forms to be given by 25th March. The reportee officer to submit by 5th April The reporting officer to to initiate and submit to reviewing officer by 30th April. Reviewing officer to review and submit to accepting authority by 31st May. Accepting authority to finalise by 30th June

Adverse remarks to be communicated Adverse remarks to be underlined in red. One month time for representation. Three months time for decision. No appeal after six months. Pending finalisation of appeal CR not to be treated as file.