1. Performance Appraisal in Nepalese Civil Service
Narayan Gopal Malego

2. Presentation Outline
Provisions
Strength
Weakness
Discussions

3. Provisions
Civil Service Act 2049 and Civil Service Rules (Provision on ‘Act 24 Ka’ and on ‘Rule 78’)
Yearly for non-gazetted and half yearly and yearly for gazetted,
Stipulated time for appraisal,
Three tiers of appraisal,
Same system for all service,
Appraisal process,

4. Relationship of Performance Appraisal
- Promotion,
- Reward,
- Training.

5. Promotion on the basis of competency
Performance Appraisal ( )
Seniority
Edu. Qualification
Geographical Region
Training
_______
Total

6. STRENGTH Compulsion of submission of form for appraisal,
Fill up form and appraise the performance on stipulated time,
No chance of manipulation,
3 copies – 1 copy to PSC
– 1 copy to Promotion Secretariat
– 1 copy to concern office

7. Cont… Uniformity in system, Three tiers of evaluation,
Chance of showing performed activities – self assessment,
No use of correcting fluid (no‘tipex’),
Free from political interference.

8. WEAKNESS
Closed system/Secret – no feedback from supervisor, no clarification,
Subjective appraisal (e.g. QTQC, capacity, secrecy)
– Not clear performance standards,
– lacks objectivity, indicators,
‘Personal’ rating rather than ‘Performance’
A control tool rather than motivational tool.

9. Cont… Review committee member–e.g.Jt.Secretary of MOFAGA(?)
Supervisory appraisal system,
No relation with job description,
No linkage with organizational performance,
Formality – large number to be appraised,
No SMART ( Specific, Measurable, Achievable, Relevant, Timed ) objectives.

10. Discussions
Performance Appraisal – Secret or Open ?
Uniform or varied system of appraisal ?
Appraisal from the citizen/stakeholders ?
Need of Review Committee ?

11. Thank You