P A R INITIATIVE & IMPLEMENTATION JAN 30-31, 2006 PERFORMANCE APPRAISAL Performance is an expression that describes “the level of effectiveness used to perform a job exactly or as closely as desired”
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INITIATIVE & IMPLEMENTATION
JAN 30-31, 2006
Performance is an expression that describes “the level of effectiveness used to perform a job exactly or as closely as desired”
Appraisal “ is a method for measuring and assessing performance of people on a specific time against specific parameters”
Performance appraisal is a process of assessing and summarizing the work performance and potential for development of an employee within the framework of organisational needs.
E-1 TO E-3E-4 TO E-6
A+ EXCEPTIONAL 95 + 95 +
A TOP PERFORMER 80-94 81-94
B VERY GOOD 65-79 70-80
C ADEQUATE 51-64 56-69
D INADEQUATE UPTO 50 UPTO 55
TO AIM THAT BY AND LARGE, THE FINAL GRADING OF PARS OF EXECUTIVES (E-1 TO E-6) OF VARIOUS DISCIPLINES CONFORM TO THE BROAD PATTERN INDICATED BELOW:-
EARLIERREV. FOR E1-E3
1. A+ 5% TO 10% (A+) 20%
2. A 20% (A) 30%
3. B 50% (B)
4. C 20% (C) 50%
5. D 5% (D)
NEW GUIDELINES ARE UNDER CONSIDERATION
Correction, if any, to be done by cutting and authenticating. Use of correcting fluid and overwriting should be avoided.
It should be ensured that Appraisee rendered services of minimum four months under that Reporting officer/Appraiser.
Record of PAR form no. against each employee to be kept by the PAR officer.
4. To ensure that each and every cells & columns are filled in properly i.e.
5. For the PARs accepted at Work Centres, communication (advice/ adverse) required, if any, should be conveyed and copy enclosed with the filled in PAR (column communication to the executive’).
INSTRUCTION WAS ISSUED EARLIER WHICH READS AS “RETIRING REPORTING/ REVIEWING/ ACCEPTING AUTHORITY MAY RECORD HIS VIEWS SEPARATELY OR IN THE OLD FORMAT TILL RECEIPT OF NEW FORMAT WHICH WILL BE ATTACHED SUBSEQUENTLY TO THE NEW FORMATS BY THE NEW INCUMBENT REPORTING/ REVIEWING/ ACCEPTING AUTHORITY FOR COMPLETION OF PAR PROCESS. RETIRED EMPLOYEES ARE NOT ELIGIBLE TO FILL UP THE PAR.”
NOW, PAR OFFICERS TO LINK / GET LINKED SUCH PARS/ REPORTS WITH NEW PAR.N
FOR THE YEAR 2004-05, THE NEW BLANK PAR FORMATS WILL BE MADE AVAILABLE TO THE TRANSFEREES AT THEIR NEW PLACE BY RESPECTIVE PAR OFFICERS. THE SELF APPRAISED PARS SHOULD BE SUBMITTED TO THE PAR OFFICERS OF THE NEW PLACE OF POSTING GIVING DETAILS OF THE PREVIOUS REPORTING / REVIEWING / ACCEPTING OFFICER ALONG-WITH HIS POSTING LOCATION IN THE FOLLOWING FORMAT:
“INFORMATION TO BE FURNISHED BY TRANSFEREES
PAR officer to send filled in PARs to respective authorities through PAR officer at their places of posting.
IN CASES WHERE AN APPRAISEE DELIBERATELY DOES NOT FILL IN THE PERSONAL DATA OR RECORD JOB PARAMETERS/ ACHIEVEMENTS WITHIN THE PRESCRIBED TIME LIMIT, THIS DELIBERATE DELINQUENCY, MAY BE RECORDED BY THE REPORTING OFFICER. THE APPRAISER WOULD INITIATE ACTION ON OTHER ASPECTS OF PERFORMANCE APPRAISAL AS PER RULES.
THE REPORTING OFFICER WILL MAKE ASSESSMENT WITHOUT SELF APPRAISAL AND MENTION THAT THE ASSEESSEE HAS NOT GIVEN THE SELF ASSESSMENT WITHIN DUE DATE.
IN CASE OF APPRAISEE ON MEDICAL LEAVE (MORE THAN 4 MONTHS) THE REPORTING OFFICER WOULD RECORD THE NATURE OF MEDICAL PROBLEM /REASON FOR LONG MEDICAL LEAVE. REPORT TO BE ATTACHED TO PAR, IF AVAILABLE.
11. EMPLOYEES ON SUSPENSION FOR ALLEGED MISCONDUCT:
THE REPORTING OFFICER WILL INITIATE ACTION WITHOUT WAITING FOR THE APPRAISE & RECORD HIS OBSERVATIONS ABOUT THE APPRAISEE WHICH MAY NOT DEAL WITH THE PERFORMANCE BUT MAKE REFERENCE OF HIS CONDUCT, IF SO DESIRED, OTHERWISE DURING THE PERIOD OF SUSPENSION
PAR pendency has been a major cause of concern leading to inordinate delay in release of promotions to deserving employees.
Owing to the significance of adherence to the time schedule prescribed for filling up of PAR, the issue of all such pendency be taken up / discussed and responsibility fixed, if required, in the Virtual Board Meetings
THE MAINTENANCE OF PAR DOSSIERS OF CLASS III & IV EMPLOYEES WILL BE DONE CENTRALLY AT THE RESPECTIVE REGIONAL/ SECTORAL OFFICE.
ER, NAZIRA : NAZIRA, SIBSAGAR, JORHAT, SILCHAR
CR, KOLKATA : TRIPURA, KOLKATA INCLUDING FIELD SERVICES OFFICE
SR, CHENNAI : RAJAHMUNDRY, CHENNAI, KARAIKAL, HYDERABAD
MR, MUMBAI : GOA, MUMBAI, URAN, HAZIRA, IOGPT, IEOT
WR,VADODORA : ANKLESHWAR, VADODORA, AHMEDABAD, CAMBAY,
HQRS, DDN : DEHRADUN, DELHI, FB
HEADS / INCHARGES - HR/ER OF REGIONAL OFFICES / ASSETS /BASINS TO STRENGTHEN RESPECTIVE REGIONAL PAR SECTIONS TO KEEP AND MAINTAIN PAR DOSSIERS OF CLASS III & IV EMPLOYEES OF THAT SECTOR/REGION
ANY REQUEST FOR PROVIDING PAR GRADES/ DOSSIERS OF EXECUTIVES SHOULD BE ROUTED THROUGH DIRECTOR(HR).
FOR NON EXECUTIVES, THE DESIGNATED PAR OFFICERS MAY PROVIDE THE PAR GRADINGS/DOSSIERS WITH THE APPROVAL OF RESPECTIVE KEY EXECUTIVES.
ONLY FITNESS MAY BE PROVIDED DIRECTLY BY PAR OFFICER
A. Evaluation to be carried out at three levels i.e. Reporting, Reviewing and Accepting. The reviewing and accepting officers will be based on the organisation hierarchy in the reporting chain and not on the seniority in the relevant discipline. However the following has to be taken care of:
BB. For the positions clearly defined such as DICs, Area Incharges in services, Area Managers, Location Managers, etc. the three-tier arrangement based on the positions will be as follows: (indicative list)
In case any E-1 to E-3 level Executive is Sectional Head of Vigilance in any Work Centre, G.M.(Vigilance)-Hqrs. will initiate and review his performance and such PARs will be submitted to CVO for acceptance.
In case any E-1 to E-3 level Executive is Sectional Head of Internal Audit in any Work Centre, Head-IA will initiate and review his performance and such PARs will be submitted to Chief-IA for acceptance.
nNEW APPRAISAL IS BEING REVIEWED.
This is an In-House effort. Any suggestion may please be sent to Corporate PAR
E-5, Sports Section, Delhi
Below E-5, Sports Section, Delhi
In case the level of Appraisee is higher than the Appraiser and Reviewing Officer respectively as outlined above, the normal PAR Rule to be followed.
PERFORMANCE APPRAISAL OFSPORTS DEPARTMENT