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Showing posts with label APAR. Show all posts
Showing posts with label APAR. Show all posts
Thursday, September 5, 2024
Friday, March 8, 2019
Tuesday, December 12, 2017
Preparation and maintenance of Annual Performance Assessment Reports (APAR)
Directorate
has again circulated old copy of rules and regulations regarding preparation
and maintenance of APAR for information and record purpose.
1)
APARs graded below 4 will be given a score of zero.
2)
APARs graded between 4 to 6 and short of 6 will be rated as 'good' and
given a score of 5.
3)
APARs graded between 6 and short of 8 will be will be rated as 'very
good' and given a score of 7.
4)
APARs graded between 8 and 10 will be rated as 'outstanding' will be
given a score of 9 for the purpose of calculating average scores for
empanelment /promotion.
To
view the details, please CLICK HERE. All
members are requested to keep the copy of this ruling with them for record
purpose.
Monday, March 20, 2017
Saturday, January 28, 2017
Friday, June 24, 2016
Complete ruling on preparation and maintenance of CRs (APARs)
To view copy of Directorate memo No. 51/5/72.Ests (A) dated 20th May 1972, please CLICK HERE.
Saturday, April 23, 2016
Wednesday, February 17, 2016
Monday, October 12, 2015
Wednesday, July 1, 2015
Instructions on recording of Annual Performance Appraisal Report (APAR) - reg'
To view Directorates instructions, please CLICK HERE.
Wednesday, September 24, 2014
Preparation and maintenance of Annual Performance Assessment Reports (APAR)
Directorate has again circulated old copy of rules and regulations regarding preparation and maintenance of APAR for information and record purpose.
1) APARs graded below 4 will be given a score of zero.
2) APARs graded between 4 to 6 and short of 6 will be rated as 'good' and given a score of 5.
3) APARs graded between 6 and short of 8 will be will be rated as 'very good' and given a score of 7.
4) APARs graded between 8 and 10 will be rated as 'outstanding' will be given a score of 9 for the purpose of calculating average scores for empanelment /promotion.
To view the details, please CLICK HERE. All members are requested to keep the copy of this ruling with them for record purpose.
Friday, May 9, 2014
Procedure to be observed by Departmental Promotion Committees (DPCs) - Assessment of entries and gradings in ACRs/APARs
To view DoPT Memo No. 22011/5/2013-Estt (D) dated 9th May 2014, please CLICK HERE.
Friday, May 2, 2014
Monday, November 18, 2013
Tuesday, September 17, 2013
India to adopt Singapore model for ranking babus at work places?
NEW DELHI: The Department of Personnel and Training (DoPT) has finally kicked in a process to change the Performance Appraisal (PAR) system for bureaucrats, asking for the views of other ministries on an improved system which borrows heavily from the model followed in Singapore.
As per a DoPT note circulated to other ministries, the new system will make the annual appraisal process more objective in nature than the numerical rating system followed at present. Also, any superior giving an "outstanding" ranking to a junior will have to cite a "specific achievement" to justify the ranking, as per the note.
The new system will also follow the model of the Singapore Civil Service that links the pace of promotions to an estimation of the highest level of work an offence can competently handle before his retirement and considers the official's intellectual qualities, result orientation and leadership qualities for appraisal. DoPT will also convert the appraisal process into an online filing system for IAS officers which will be duly explained to all state governments in an upcoming meeting on September 27.
This follows after concerns were raised at the highest quarters about the current appraisal system in government where nearly every official gets an outstanding raking from his supervisor without even a face-to-face meeting with the appraiser.
Cabinet Secretary Ajit Seth, at the Civil Services Day function earlier this April, had conceded that the Performance Appraisal Report system that was last revised in 2007 needed a major change as nearly every government servant was getting a 9 or 10 ranking in the annual appraisals. "If everyone is outstanding, no one is," Seth had said.
As per a DoPT note circulated to other ministries, the new system will make the annual appraisal process more objective in nature than the numerical rating system followed at present. Also, any superior giving an "outstanding" ranking to a junior will have to cite a "specific achievement" to justify the ranking, as per the note.
The new system will also follow the model of the Singapore Civil Service that links the pace of promotions to an estimation of the highest level of work an offence can competently handle before his retirement and considers the official's intellectual qualities, result orientation and leadership qualities for appraisal. DoPT will also convert the appraisal process into an online filing system for IAS officers which will be duly explained to all state governments in an upcoming meeting on September 27.
This follows after concerns were raised at the highest quarters about the current appraisal system in government where nearly every official gets an outstanding raking from his supervisor without even a face-to-face meeting with the appraiser.
Cabinet Secretary Ajit Seth, at the Civil Services Day function earlier this April, had conceded that the Performance Appraisal Report system that was last revised in 2007 needed a major change as nearly every government servant was getting a 9 or 10 ranking in the annual appraisals. "If everyone is outstanding, no one is," Seth had said.
Source: http://economictimes.indiatimes.com
Wednesday, May 8, 2013
Web Based software solution for Cadre Management System of CSS - Maintenance of APARs for the year 2012-13 onwards - reg.
No.22/10/2013-CS.I (APAR)
Government of India
Ministry of Personnel, Public Grievances & Pension
Department of Personnel & Training
2nd Floor, Lok Nayak Bhawan,
Khan Market, New Delhi-110003
Dated: the 7th May, 2013
OFFICE MEMORANDUM
Subject: Web Based software solution for Cadre Management System of CSS - Maintenance of APARs for the year 2012-13 onwards - reg.
The undersigned is directed lo invite attention to this Departments OM of even number dated 22.04.2013 on the subject noted above. All the participating Ministries/Departments of CSS were requested that the APARs for the year 2012-13 onwards in respect of officers of Under Secretary grade and above of CSS should be entered in Cadre Management System (CMS) before for warding the same to this Department. However, this Department is still receiving hardcopy of APARs of officers without the relevant entries in the software. APARs not entered in the CMS are being returned to the concerned Ministries/Departments.
2. AIl the Ministries/Departments are again requested that before sending the hardcopy of APARs of CSS officers to this Department it should be ensured that all the relevant entries are made available in the CMS software.
sd/-
(Parminder Singh)
Under Secretary to the Govt. of India
Source: www.persmin.nic.in
[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02csd/webbasedapar.pdf]
Thursday, March 14, 2013
Wednesday, July 29, 2009
Preparation and maintenance of Annual Performance Assessment Reports
Department of Personnel and Training Memo No
No. 210111112005-Estt (A) (Pt-II) dated 23.7.2009
Preparation and maintenance of Annual Performance Assessment Reports (APAR).
The undersigned is directed to invite the attention of the Ministries/Departments to the instructions contained in this Department's a.M. No. No. 21011/02/2009-Estt.(A) 16/02/2009 and a.M. of even umber dated 14.05.2009 on the subjects of timely preparation and proper maintenance of APAR and making the APAR transparent for representation for upgradation, if any, by the officer reported upon. The matter of preparation and maintenance of APAR has been further reviewed in this Department keeping in view the system in this regard in respect of All India ~ervices (AIS) and the undersigned is directed to convey the following decisions:-
(i) All cadre authorities shall include a box in the APAR for reflecting by the reporting officer the pen picture of the officer reported upon where the reporting officer will be required to indicate his comments on the overall qualities of the officer including areas of strengths and lesser strength and his attitude towards the weaker sections. A column will also be added in the section relating to the reviewing authority for giving the reviewing authority's remarks on the pen picture reflected by the reporting officer. There will be no other separate column in the APAR for overall assessment apart from the pen picture.
(ii) A provision may be made in the APAR in the relevant section for remarks by the reviewing officer to indicate specifically the differences, if any, with the assessment made by the reporting officer, and the reasons therefor.
(iii)Numerical grading are to be awarded by reporting and reviewing authorities for the quality of work output, personal attributes and functional competence of the officer reported upon. These should be on a scale of 1-10, where 1 refers to the lowest grade and 10 to the highest. The guidelines given in Annexure- I shall be kept in mind while awarding numerical gradings.
(iv)The format for the purpose of numerical grading in the three areas of work output, assessment of personal attributes and assessment of functional competency is in Annexure-II. For Group 'B' and 'C' officials however, suitable changes may be made by the concerned cadre authorities in the items of assessment as per functional requirements of the job and the next promotional post for them. The overall grade on a score of 1-10 will be based on 40% weightage on assessment of work output, and 30% each for assessment of 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.
(v) Wherever 'accepting authority' has been prescribed in the existing system in the cadre, columns may also be provided for such authority to give his comments on the remarks of the reporting/reviewing authority and details of difference of opinion, if any, with reasons for the same. In such cases, the accepting authority will also give overall grade on a score of 1-10.
(vi) A schedule for completion of all activities relating to the APAR is given in Annexure-III.
2. The above provisions would be applicable for the APAR from the reporting year 2009-10 onwards. The concerned authorities may accordingly make necessary changes in the APAR format for numerical grading to be given by reporting and reviewing officer. This O.M. does not in any way affect the part to be filled in by the officer reported upon and other existing columns in the APAR format like attitude towards SC/ST/OBC, relations with public (wherever applicable), integrity, training requirement etc. for descriptive remarks.
3. All Ministries/Departments are requested to bring to the notice of all the offices under them for strict implementation of the above instructions.
Details available in the Department of Personnel and Training Memo dated 23.7.2009
Preparation and maintenance of Annual Performance Assessment Reports (APAR).
The undersigned is directed to invite the attention of the Ministries/Departments to the instructions contained in this Department's a.M. No. No. 21011/02/2009-Estt.(A) 16/02/2009 and a.M. of even umber dated 14.05.2009 on the subjects of timely preparation and proper maintenance of APAR and making the APAR transparent for representation for upgradation, if any, by the officer reported upon. The matter of preparation and maintenance of APAR has been further reviewed in this Department keeping in view the system in this regard in respect of All India ~ervices (AIS) and the undersigned is directed to convey the following decisions:-
(i) All cadre authorities shall include a box in the APAR for reflecting by the reporting officer the pen picture of the officer reported upon where the reporting officer will be required to indicate his comments on the overall qualities of the officer including areas of strengths and lesser strength and his attitude towards the weaker sections. A column will also be added in the section relating to the reviewing authority for giving the reviewing authority's remarks on the pen picture reflected by the reporting officer. There will be no other separate column in the APAR for overall assessment apart from the pen picture.
(ii) A provision may be made in the APAR in the relevant section for remarks by the reviewing officer to indicate specifically the differences, if any, with the assessment made by the reporting officer, and the reasons therefor.
(iii)Numerical grading are to be awarded by reporting and reviewing authorities for the quality of work output, personal attributes and functional competence of the officer reported upon. These should be on a scale of 1-10, where 1 refers to the lowest grade and 10 to the highest. The guidelines given in Annexure- I shall be kept in mind while awarding numerical gradings.
(iv)The format for the purpose of numerical grading in the three areas of work output, assessment of personal attributes and assessment of functional competency is in Annexure-II. For Group 'B' and 'C' officials however, suitable changes may be made by the concerned cadre authorities in the items of assessment as per functional requirements of the job and the next promotional post for them. The overall grade on a score of 1-10 will be based on 40% weightage on assessment of work output, and 30% each for assessment of 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.
(v) Wherever 'accepting authority' has been prescribed in the existing system in the cadre, columns may also be provided for such authority to give his comments on the remarks of the reporting/reviewing authority and details of difference of opinion, if any, with reasons for the same. In such cases, the accepting authority will also give overall grade on a score of 1-10.
(vi) A schedule for completion of all activities relating to the APAR is given in Annexure-III.
2. The above provisions would be applicable for the APAR from the reporting year 2009-10 onwards. The concerned authorities may accordingly make necessary changes in the APAR format for numerical grading to be given by reporting and reviewing officer. This O.M. does not in any way affect the part to be filled in by the officer reported upon and other existing columns in the APAR format like attitude towards SC/ST/OBC, relations with public (wherever applicable), integrity, training requirement etc. for descriptive remarks.
3. All Ministries/Departments are requested to bring to the notice of all the offices under them for strict implementation of the above instructions.
Details available in the Department of Personnel and Training Memo dated 23.7.2009
Friday, July 10, 2009
HAVE YOU RECEIVED YOUR APAR?
Department of Personnel and Training in OM No 21011/1/2005-Estt(A)(Pt-II), dated 14.5.2009 has issued orders to replace the exisiting ACR with Annual Performance Assessment Report (APAR). The full report of APAR should be communicated to the officer/official concerned with the remarks of the reporting officer and acceptance authority. This is applicable from the report for the year 2008-09.
It is learnt that in Tamilnadu Circle, the APAR has been communicated to Asst. Directors by the Chief PMG. All other officers/officials yet to receive the APARs.
It is a well known fact that DPCs are delayed only for wanting of CRs. Inefficiency in our department is generally pointed to the operating staff but the administration often forget that efficiency is also applicable to them, In most of the cases, the delay in promotin to any cadre is only because of gazetted officers who are responsible for writing and maintaining of CRs. Some of the officers are not writing CRs in time and some of them are are not capable of watching proper maintaining of CRs. The latest instruction issued as above by the Personnel Ministry will be somewhat helpful to us for getting promotion in time. The APAR for the year 2008-09 is being communicated and you will be also receiving in due course.
I want to bring to your atttention that the final assessment in the ACR (now APAR) should be any one of the following:-
(a) Outstanding (b) Very Good (c) Good (d) Average.
If any report is assessed by any other words/adjectives like satisfactory, poor etc and also if the assessment is "Average" you should appeal to the authority. If the grading is "Average", it is an adverse remark and the official/officer will not be considered for promotion. Further for MACPS (Modified Assured Career Progression Scheme) the grading should be 'Good' for promotion upto the GP of Rs 6600/- and 'Very Good' for the GP thereafter. Hence if any of the official/officer gets the remarks of "Average" (upto Group B), they should appeal to the authority within the stipulated time. i.e Fifteen days from the date of disclosure.
Further all are requested to keep the APAR in their custody so that the same may be submitted to the DPC in case of non production of APAR(s) by the administration.
Thursday, June 11, 2009
ANNUAL CONFIDENTIAL REPORTS ARE NOT CONFIDENTIAL HEREAFTER
Department of Personnel and Training in OM No 21011/1/2005-Estt(A)(Pt-II), dated 14.5.2009 has issued orders to replace the exisiting ACR with Annual Performance Assessment Report (APAR). The important points mentioned in the OM are reproduced below:-
(i) The existing nomenclature of the Annual Confidential Report will be modified as Annual Performance Assessment Report (APAR).
(ii) The full APAR including the overall grade and assessment of the integrity shall be communicated to the concerned officer after the Report is complete with the remarks of the Reviewing Officer and Accepting Authority wherever such system is in vogue. Where Government servant has only one supervisory level above him as in the cse of personal staff attached to officers, such communication shall be made after the reporting officer has completed the performance assessment.
(iii) The section entrusted with the maintenance of APARs after its receipt shall disclose the same to the officer reported upon.
(iv) The concerned officer shall be given the opportunity to make any representation against the entries and the final grading given in the Report within a period of fifteen days from the date of receipt of the entries in the APAR. The representation shall be restricted to the specific factual observations contained in the report leading to assessment of the officer in terms of attributes, work output, etc. While communicating the entries, it shall be made clear that in case no representatin is received within the fifteen days, it shall be deemed that he/she has no representation to make. If the concerned APAR Section does not receive any information from the concerned officer on or before fifteen days from the date of disclosure, the APAR will be treated as final.
(v) The new system of communicating the entries in the APAR shall be made applicable prospectively only with effect from the Reporting Period 2008-09 which is to be initiated after 1st April 2009.
(vi) The competenet authority for considering adverse remarks under the existing instructions may consider the representation, if necessary, in consultatin with the reporting and/or reviewing officer and shall decide the matter objectively based on the material placed before him within a period of thirty days from the date of receipt of the representation.
(vii) The competent authority after due consideration may reject the representation or may accept and modify the APAR accordingly. The decision of the Competent Authority and the final grading shall be communicated to the officer reported upon within fifteen days of receipt of the decision of the competent authority by the concerned APAR Section.
(i) The existing nomenclature of the Annual Confidential Report will be modified as Annual Performance Assessment Report (APAR).
(ii) The full APAR including the overall grade and assessment of the integrity shall be communicated to the concerned officer after the Report is complete with the remarks of the Reviewing Officer and Accepting Authority wherever such system is in vogue. Where Government servant has only one supervisory level above him as in the cse of personal staff attached to officers, such communication shall be made after the reporting officer has completed the performance assessment.
(iii) The section entrusted with the maintenance of APARs after its receipt shall disclose the same to the officer reported upon.
(iv) The concerned officer shall be given the opportunity to make any representation against the entries and the final grading given in the Report within a period of fifteen days from the date of receipt of the entries in the APAR. The representation shall be restricted to the specific factual observations contained in the report leading to assessment of the officer in terms of attributes, work output, etc. While communicating the entries, it shall be made clear that in case no representatin is received within the fifteen days, it shall be deemed that he/she has no representation to make. If the concerned APAR Section does not receive any information from the concerned officer on or before fifteen days from the date of disclosure, the APAR will be treated as final.
(v) The new system of communicating the entries in the APAR shall be made applicable prospectively only with effect from the Reporting Period 2008-09 which is to be initiated after 1st April 2009.
(vi) The competenet authority for considering adverse remarks under the existing instructions may consider the representation, if necessary, in consultatin with the reporting and/or reviewing officer and shall decide the matter objectively based on the material placed before him within a period of thirty days from the date of receipt of the representation.
(vii) The competent authority after due consideration may reject the representation or may accept and modify the APAR accordingly. The decision of the Competent Authority and the final grading shall be communicated to the officer reported upon within fifteen days of receipt of the decision of the competent authority by the concerned APAR Section.
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