qTyffiq elfrq nqr d arfffi

dftN
qTffio. ftqre{ Tdqt"qn Rt'd

ANNUAL PERFORMANGE ASSESSMENT REPORT

FOR

INDIAN ECONOMIC SERVICE OFFICERS

3Tffi trT qrsT

Name of officer

ei qsnun q{/effifH qft Rdrt

Report for the yearlPeriod ending
 (rr*) FORM FOR

(qr*ftq sflEo, tsr d srffiq'i + fdg srtro, ed ftqEq xeio.c R'i€)

ANNUAL PERFORMANCE ASSESSMENT REPORT FOR INDIAN ECONOMIC SERVICE OFFICERS

ftqVw q{
Year of Report

etqfu
Period: From To

,trrr-l : ffi6qttr
PART.I: PERSONAL DATA
F-{f,q/futnrrffirq d {dtrd eqr|ITP{fi, elTlTn EKr {nT qmr S
(To be filled in by the Administrative Division concerned of the Ministry/ Departmen| office)

1. ful&rilatffiwvrrr
Name of the officer reported upon

2. w-frtu
Date of birth

3. ?tTffiq etrffiv tqr t edn qfr arfu

Date of entry into the lndian Economic Service

4. Tdwfu
Present Grade

5. 4dqrv nsn aqtctLt@ fr dTts

Date of continuous appointment to present grade

6. Tdqrt qq (Tfirq silrffi or wrn)

Present post (Designatian and Place of Postintg)

7. qdqlv rEqr@ qfr f,rtq

Date of appointment to present post

L RfiFr *ilqg.tfiqr"r erffift o'r fuwur

Details o rtino and Reviewi
iewino Auth orities
v7r7 ffitr qqqql Name and Designation nrqffil Period worked
Rqlffiretffi
Reporting Authority
gvfrwretffi
Reviewing Authority
2
9. AirS qfr srqB S An'q cq.& t er{qRxft at crqfu
Period of absence from duty during the period of
etryMl Remarks

10. Rdr€ ftt srqfr d dqq qTqT sRmq

Traini rammes attended duri the
$srvl lnstitute PqrlSubject erifuv frfulDate from wrn frfulDate to

11. i ffi Rdtfr q{ d €dq fi vwd SIS=T q,,rftil nTdb'' sflq

wr Rdr&ra sTffi
nT6\s'* eTffii qft qrN'o' ftqrqq Tnio,q RdrS ffiRil nrrq d trr{ gfr ov
il;*r:r the officer reported upon has completed APARs of Group 'A' and Group 'B'
officers working under him/her in respect of the previous reporting year, within the
stipulated timeframe?
ril-Tl-ll: Wqeton
PART-ll : SELF-APPRAISAL
(tuv etffi fr ftqE ffi qTfr d Bvd ERr rt qr+ d fuu)
(To be filled in by the officer reported upon)

1. qful w sfuq ftwurtBrief description of duties:

q*ff * ri{q d qq-qn (annr ens t qs ildr) Frd crfffr *r swR

Item-wise (around eight to ten) work schedule and achievement in respect of each

ffid or r{f$um frqtq / fuwqtt l/ Del iveps fl sslt I qtwfrq sqa@l

Brief description of task Actual achievement

[1] srtdz/frfrq as otzr4T (itnfud 6td frqzq d pr46 fr4wr d eiatf t/ Refer to quantitative/financial targets or
verbal description of expected output
3. E-s q-qB+ ftH qR q't€ €dEd ffirtq *
tqR f6qr e} qcqT B-d*q q''t (ifr
ere-c' RfrE EtF'i)
please mention siqnificant paDer, if any, contributed during the period. (Routine sectoral reports should be excluded

4.qssrsfraftlqqRet{q{FrgTdRqi€rfudd'r{€tdqrarsdcot(geofgfi'MIqI,{q|i|3TIB
Please mention

b. eflq6 ERr fag qg ffi +,nH o.r s*q sd ft fu swa ffi

TfldE"t or{ erlVs{erqr q-fiqRq w t g{tfr$
q'r{ d qrqA orqtoq d 6'r'{+runA d qmrmq sqn qFn e}/ Please specifi any significant
{d-dr frr-s+
challenging task
contribution made by you, such as successful manoeuvring and/or completion of an extraordinarily
that led to ic improvement in the functioning of your office

qR dr€ Ct, qr sdrf, q,'t ftr{m sTrr$ ord-Bwa1q d etqr 3n{

Tqqr s:{ endi/Krdi,
|

Please specifv the factors/constraints, if any, that hindered in you

7. f{t or sdrq et ff{S sTrq-ot cRmur o,rffi d qrqq + €d eITfi aqar Mq o-c+ al q$d
errqr vc AAre
qEqs dft cT I

PleaseindicatespecificareaSinwhichyoufeelthe trainin

8. wr fru& ddiw q{ d elqcT rtqR dd'ff qlfifi fdnur ffiftil Rfu .nqt-q 3Tfi qre
ddtw q{ at sr irfifi trfi'Erfu6{ f6qr rrqT en ? (qR =tS, fi fr{rur qTMd ffri at
ftfu o'r sefs ot)
please indicate whether the annual return on immovable property for the preceding
calendar year was filed within the prescribed date i.e.31't January of the year
following t-he calenda r. (tf not, please spec ify the date of filing the return).

wilv fuw atffi fr ftqE ffi qrfr t uvqr qrq

Place Name of the officer reported upon

drfrs wflq
Date Designation

6WlH(
Signature
qFFuh
tni6q I PART.lll: APPRAISAL
Rclfu qffi em ql qr+ d fuy; gTftqor qffi d+a qE e,e eilt s + nfrT d qtt + d4frd dtdsl dl q{+)
tisr
(To be frlled in by the Repofting Authority; Reviewing Authoity to fill in the respective columns pertaining to grading in ltem
Nos. 3, 4 and 5 only)

1. Evwaffi anr slw qFr-ttwM t t frtts s6 46aad gy fuqqrqn sfrdqfuif; sft w atd eit
srfrAr sqdtfu; qqdplf; qtramtqnor 4hqtr + T?A + frg w swl * s-aqd t t
Please comment on Part-ll as filled in by the ofiicer, specifically stating whether you are in agreement with the
responses pertaining to duties described; deliverables and actual achievement; constraints; and exceptional
contribution.

wr ftst€qd etffi t wft ,ty qd 6l Tr a7+ t AA Efi ot(Fnafttr w flFt;tT fuqT t? sft Ft dt qsqT dzama
alv ngd T{ t (ET sE + fr ,4 sfrfrqi 4F of{ at dl sfrEd tfr srflr qtv,n; afu g+ fufird qffi d fuS
qdq t €fld ed-nqqr t gvtv d fuv qt f-ftdv wst fr*r qm qTw) t
Has the officer reported upon met with any significant failure(s) towards dispensation of assigned work? lf yes, please
furnish factual details. (Entri,es, if any, made in this lfe;n would not be teatd as adverse; rather, it would be considerd a
or direction to the officer reported upon for of his/her in the future

frd qe dw7 3,a qk s t aqlfrv WfTa Ev Xafw t etffi w evd vq6ff otffi d ddlf n Eqf frFtfftd fuqT
q\nr 4 fu etrs wndTfr gaw t ttefufrrcalt qttrvor)t t-to d Aq ft( r7S atfrv t w epf 6lrr frqdq *e artv to
eanc l€ Flw t
Oblbcfi've assessm ent in ltF;m Nos. 3, 1 and 5 below: Ihe asses sment should nte the officer visa-vis his/her peers and not the genenl
population. Grading should be specific and ass igned on a scale of 1-10, with 1 pelaining to the lowest grade and 10 to the highest grade.

3. 6rd frqrrvr Taiat(Ev qm w qtiqr' aon)l lssessment of work output (Weightage to the section: 40%)

Tarrq qfr w+ qtfr frvlqdrei 67 tifdry

frrwrl ftq)trr yfraw ffieru httffi d
Brief description of Attributes to be assessed 1tfffil snwl atrq&rt / lnitial of
Reporting Reviewing Reviewing Authority
Authority
Authority

I wtqr trwTMfrd hrt W ryrqrlAccomplishment of assigned/

planned work
il w{ fuT{r w w(/ Quality of work output
lil Mqrr 6yt fr erqnr /Analytical ability
iv. stwrtrLwr rytd w qr1rfturuTpm 6rd w ryrqr
Accomplishment of exceptional world unforeseen tasks
performed
v. W fuTT{'tdfr wgr tsloverall grade on 'Work Output'
 orqtqo qrsrdT o-r Tflioq (w
*mr o-r qntqr swd
Assessment of Functional Competencv (Weiqh to the section: 30%
xwrfua et qri ilfr fid*yilC or rif,Qrq P{qqpr I 5-+fratt sTfM
Brief description of Attributes to be assessed d enqeru / lnitial
of Reviewing

qrrdetd d Mi/AMtlqfu?Trcit qil srq Gff{ sqa} qS dffi *

rgffi a-{i et qt'qnr / Knowledge of rules/ regulations/ procedures
in the area of function and abilitv to aoolv them
-rddyS qtq{r ftqtuT ot q}-trdr / Strategic planning ability
ffiq Ai qft qtqil/Decision-making ability
wq:q-ffT qt'{flrl Coordination abil ity
s{$T{ar erfffii e\ }Rd tn{i derT sq?nT ft-iil{ o{i of *rqorl
Abilitv to motivate and develop subordinates
srrrf,r' S SFfq d rnrrq is
/Overall grade on 'Functional

qfurrd g"ir 6r Xeutor (gs qr.r qr rmiqr 3wd

Assessment of Personal Attributes h to the section: 30%
xeqrfuT rht uti
qrfr ffiEnTer\ o-r r{flSq frdwr / y+fteu 3rf}6r€r
Brief description of Attributes to be assessed d en€Ter{ / lnitial
of Reviewing

qtr$ d qfr {A-qT I Attitude to work

ffi of rrrffir / Sense of responsibility
eqvtTri-{ q{K {sTr/Maintenance of discipline
efYarR dqal Communication skills
t{G d g"rl Leadership qualities
qr{tro- qrcnr fr eT{ 6-{i qft effint/ Capacity to work in team spirit
frqtRn wrrq d o-r$ e-{i of errar I Capacity to work in time limit
eil-q{ft qiiirT / lnter-personal relations
'aqfuq-6 Wii' 6[ qtrq is/ Overall grade on 'Personal
Attributes'

6. fl-+qn t €'{fr{ grE{iw qffi a *qtrc frs}q$dr dR sRw ldo,rs (Ecqr ffi sR qr fr{rn drrg/
Recommendation relating to domain assignment: Possible specialization and career development of the
officer (Please tick mark any four)

i. eft sir qffiur ft-o-ru{ vi. sqt G*q.rql-fl"7

Agriculture and Rural Development Energy and Environment

ii. qTfU-6 ffi frqfrT vii. ffiq qEiw

Economic Policy making Financial Management

iii. qTf*-fr qY-q-rT frrfuT viii. ea-fl{q-d{r

Economic Planning lnfrastructure

iv. Gnfff, frfrq'm ix. ommo *-*

Economic Regulation Social sector

v. 3tTfUF eagwur-a, srer mtRrT sflq ffiuI x. qrqR eflT sstT

Economic research, data processing and analysis Trade and lndustry

at$ er.q fa (o5w frfu et)

Any other field (p/ease specify)
7. Rdre.td sTffi ERI ffirrdT ftqf'r E ssd fag sTifA-d eRIeTur d frRre f{ (M) € {iifud q-{crqr
Recommendation on specific area{s) of training required by the officer reported upon, towards his/ her capacity

8. rilwq al fuft / State of health

9. ssfrsr
lntegrity
(qqqT Gr5H o.r tqr 17 tdi)
(P/ease refer Para 17 of the lnstrucfrbns)

10. foif&d qffi ot trq ftqq' qn-at uffi d rqga ceTI *t silrd{ qql dedr sq-qi{ T.n d cft ssd {il S €s$
d 31tt s€-d i-fr Uq, qR ot$ d, d Bc{ffi cFqMt d o-aq =61 frg .rc t, e1 si1q ft esr{ snq€ o€ Eq lsr|q
Tflisc r-qno't I

Pen picture of the officer reported upon: Please give an overall assessment of the officer with reference to his/her
strengths and lesser shengths and attitude towards the weaker sections, and also drawing attention to the qualities, if
any, not covered by the entries above.
 11. fuir&( srffi +1qcq nGq, \frrr dk€i-+, (f{d RrllEtt 3lffi ERr {Rr qr\)
Overall GRADE, RATING and SGORE of the officer reported upon (to befilled by Reporting Authority on$1
Eqqr wtq / Please indicate
i. irrrq is (l-ro d ffi rq
OVERALL GRADE (on a scale af 1-101

ii. tE"r stt{ sio,

RATING and SCORE

i. wqq *s eT GTItDEFT / Calculation af overall grade

Tqsft;1ordffi €dcfr fs {r< rio. 3 (v)} X aO%l + [oideo qqar rftiff is { r< *io.4 (vi)} X 30%] + [<tutn guil
€-dS *s { r< *io. 5 (ix)} X 30%l

Overall GRADE = [Grade on Work Output {ltem No. 3 (v)} X 40%l + lcrade on Functional Competency {ltem No. 4 (vi)} X
30%l + [Grade on Personal Attributes {ltem No. 5 (ix)} X 30%

ii. sqq is, \fu elti sifi S +q rqfidl / Equivalence between ovenll GRADE, RATING and SCORE

ie I GRADE tfrrr / RATING €rie / SCORE

8.oo oil-{ Est stl{ 9,ffi-€

c
I
8.00 and above Outstanding
6.00 efir {qt sq{ q-{g 8.oo t 4n {sd 3{-61
7
6.00 and above but below 8.00 Very Good
4.oo Gilq W{S sw.RT 6.00 t frA 3ttrt
5
4.00 and above but below 6.00 Good
4.00 I +a on$d
0
Below 4.00 Averaqe

iii. Gi6.i ott-r r +1 grd *)trFiid fuq oTtfFif s*owr / Elaboration required for certain categories of scores and grading
1. f6,fr'E
fiffi 6.I s^oo w* wt or trc dfr ftqr qrc qR ssd srflqnq C"r dk o,r{ frqn{ tqr .rq e} dk rs
qtr
iE'r t qHR TE dqt to + tr-d we w * ftr& qri sGg t

An officer should be awarded a grade of 9.00 and above only if exceptional qualities and performance have been
observed, and grounds forthe grading are brought out clearly in the Entry under ltem No. l0 above.
2. o.oo * fii
or *e, q'; Tqffi + + ffi ffi
t, o,q ri*q-qcs g"li urt{ 6r{ frq<q d ZE $ w d Rqr qrc dtr tQ
ie ql wr rq iiqr ro d <{tttc d .r€ cfrR d qgFq-d qlkf, cirqt qg I

A grade of below 6.00. which is below-benchmark for promotion, should be awarded for sub-satisfactory
qualities and deficiency in performance, and such a score justifted adequately in the Entry under ltem No. 10
above.

RqIET eTfffi d swrs-q

Signature of the Reporting Authority

GTfffi qil qrrT erts treqrq (Rtre si-qfU d drn)

WII=T Name of the Reporting Authority with
Place Designation (du ring the period of report)

dlftg ftTqtdq at *f,d Office Seal

Date
TTTTI.N: gIftqTTPANUV: REVIEW
qrc) t (To be frlled in by the Reviewing Authority)
(5{frH"T 3rftrfirft grqr rnr
1, inn strr Rdr€rd 3Tffi $ rq-*e cqit S-t ryii aur o''rd{ qdi d {--d.er d RfrEr qM enr<qtq.rgcrq-fu{qd
t
fug 'rc Tdi6q * wgqd t? qR orseqd n} erqr onq cer( sfi dttr I wr t eTrc Et$ r4sllq{ Tvcr qprqr gE
*-s{r ar6i t ?

Do you agree with the assessment in the Pen Picture reflected by the Reporting Officer in respect of the strengths and
qualities and lesser shengths of the officer reported upon? ln case of disagreement, please specify the reasons and
ive details. ls there anythi wish to modifv or add?

2. Rfte.rd c{Gmrfr ar qrrq ns, fe-r dr do(um-ttt: jaioc d qs $qI g,+ eflc s { gqfrwr sIffi am frs qc trs
S urenrglqcqr qrptttd rrsdo tt + tr( q-$rid)
Overall GRADE, RATING and SCORE of the officer reported upon (based on grades awarded by the Reviewing
Authority in ltem No. 3, 4 and 5 in Part-lll: Appraisal) (Please see instructions under ltem No. 11 in Part-lll1
ETqr sdfu fft /Please indicate
i. Hrrq fs (1-ro d tTri rq
OVERALL GRADE (on a scate of 1-101

ii. tE"r *{ eio

RATING and SCORE

3. Ecqr edrc fu Rtrd-rd 3Tftr6rfr d tft fr$s-dToilVsi'q-fl s*rcr t ffi v€-$ fldfu€o'd + frc gi qri ol dfus fuq
drcr dr t qR t€T t, d d{r t t

Please mention if the officer reported upon has any special characteristics and/ or abilities which would justify his/her
selection for special assignment? lf so,

4. sfr R+&rd srEroft q-dqRr qrfuol-{qfud q-{-Gnfr * €'{Fa t il wr e$d ftqr<t d xeuisr t Rc}Er eTfu-mrfr 6T
{aqr sfud 6qqrnirrd ? t
lf the offcer reported upon is a member of SC/ST, please indicate whether the attitude of the Reporting fficer in
assessino his/her has been fair and iust.

grfra"r eTfW d aEanmq

Signature of the Reviewing Authority

g+fta"r Grlsfrtft et. qrq +il-q rdmm

{qI{ (Rqt8 cnqfB d dvq)
Place Name of the Reviewing Authority with
Designation (du ring the period of report)

dffis m.rqfi4-q qfr qYdq / Office Seal

Date
10
 r N srRU croNs m.ffi tl$ffi *trrHors* REpoRT

L rwrEcr / lntroduction

1. 6'd ftqrcr T@i6c Rfr€ qoq-6-d1d q€rnq t t qe"n s{erorfr d s{d +qRi d ftc Td-Td qt"i r-d-dpi q+n etff t r

Eqfrg ftffi sIffi at Rf6 ftrd qrff t €-$, R*fI sreffirft o] dc T{frq{q srErnrfr d g{ sd o\ rrd or srR-€ Xfr mq-'q q
frqriT qtRq I

The Performance Assessment Report is an imprtant document. lt provides the basic and vital inputs for further development of
an officer. The offcer reported upon, the Reporting Authority and the Reviewing Authority should, therefore, undertake the duty of filling up
the form with a high sense of responsibility.

2. o.td frqq{ Igi6c sT €qqhr d-q-d q{si d ftq c fid qrrrq r{wqq fr-6r-s, qft{i Fro}s{ 3lt-{ cRreToTd y6 qtu{ d w t
ft-q irm eftS t RdEq etffiit ol qt wr*ql qrRC fr gsats'Eqqslfffi sT frfi'|q orqr t arfu ca qq-ff sNf,F{fi s{dr o} Xd w
t qqs qd tgvorvtwtitv Frordi of clsqi c drsg ft+,-rs q'Ti ol slfiqr t I Rfrtrq ten gcfrerr srEtdFrfr o) qlfrc fu fus s{ffi
a1 R+€ ftrd qr € t. ss-S 6'd frqrq{, {t} o{erfl w{q qfu€ d ofut or sd-q 6{i d rioiq q o.f t
Performance assessment should be used as a tool of Human Resource Development, for career planning and training, rather
than a mere judgmental exercise. Reporting Authorities should realize that the objective is to develop an offcer so that he/she realizes
his/her true potential. lt is not meant to be a fault-finding process but a developmental tool. The Reporting Authority and the Reviewing
Authority should not shy away from reporting shortcomings in performance, aftitudes or overall penonality of the officer reported upon.

3. orcrq sfud qriqrfr d1-< qrc t dql 6Td Trrrq erql os *tq qri ?rRc I sR Rq'l-6 ers.resrfr * qr wssfr *i t qri iFr e-{6i
ft-fi iilrdr t d eror sq erErorRrii oi 3Tmrfr tqsr a.r qrq.n t

The columns should be filled with due care and attention and after devoting adequate time. Any attempt to fill the report in a
casual or superficial manner will be easily discemible to the higher authorities.

4. RdEr srffi s{ d oTRq d tfr d.6 s{ffi d qmcrofdqrrdf+fia ds ftqnd s't.|r. ffi Rtr€ ss-d ERT ftrdil qr{
tl 6rd frqrfi T€ien Rt-€ Rfr'&a 3lffi n":n Rd€q slErort, *it d fus 96 {i5n sT'd dr{r qrRg tRq\Fr q{ 3Tnq di qry
q€rt-d sTfrd d as MRe fug qri I sR et€ srerorfr Rtr€ t Tiiie-d' s{ n Tg ftgfr or o'ffi{n riq-ddr t d tfr aw,etw, €
"rRc
ftCfr d {qrmi d wrrq lrrqa lo3 qrgn I

The Reporting Officer shall, in the beginning of the year set quantitative/ physical/ financial targets in consultation with each of
the officers with respect to whom he/she is required to report upon. Performance appraisal should be a joint exercise between the officer
reported upon and the Reporting Officer. The targets/goals shall be set at the commencement of the reporting year i.e. April. ln the case of
an offtcer taking up a new assignment in the course of the reporting year, such targets/ goals shall be set at the time of assumption of the
new assignment.

5. at A {i-dfud srPmrR{it 6l f{s-d fuc'rs dtrii ot qnorft der qrr{ taw ffra o-ci vrq fus 3{fuqrrt +t Rqr€
fttd qr {S t
B-s-d ord-ww aq orS$r O1- 6616ppt'rum "iq "rRg qtl
cit ss-d ord-ssq od-&l t {ft{kd e}, o} qn d red gq
sftt qcqn qprR-s-dr MRd +1 qrfr qtftq I

The targets should be clearly known and understood by both the oftcers concemed. While fixing the targets, priorig should be
assigned item-wise, taking into considenation the nature and the area of work and any special feature that may be specific to the nature or
the area of the work of the officer to be reported upon.

6. Tdir{ 6{i q.r} Et6 3lem* ar qE c-{Fm 6rr arRv fu fus qR $ ord or 1wior A* qr rtr t. sRA ord ftqr€,
sirqrur, qq6R f,an erqdr 6l qprniqE sS-sS fr"d rqa fo-w qrq I

It should be the endeavour of each appraiser to present the truest possible picture of the appraisee in regard to his/her
performance, conduct, behaviour and potential.

7. fu{ qfr d or{ or T€io-{ fr'ql qt ra t, vsot Te'ioc Rd-€'+t q-{fu d s€-d ET-d frqrqq ao A frfud d'fl qrRg I

Assessment should be confined to the appraisee's performance during the period of report only.

8. qo A trd gETs{stt o1 gat i orfuo m srtq d rrot 6 1ffi \-ofi qstqqn *rqRfi wq-Rrrrq wsrtnq-3rd.r dT
qoqr t t T@ion d g{ d'rlii @) qrl ti {qT qrfl qTRc *c w qr qsilftrd M @1 qrff qrftg I

Some posts of the same rank may be more exacting than others. The degree of stress and strain in any post may also vary
from time to time. These facts should be bome in mind during appraisal and should be commented upon appropriately.

9. fu{ frft-q S"} d qtslt qq ss qR 6 Xeion ft-q qm t, e-+6 oi-dq d il-i B-Ts'r sd'q fuqT wr t r Xelol oe
erd 6t gq-6T tr?n g-{ {oh t €-dD.d qrdi ot qn vscr qrRC t

Aspects on which an appraisee is to be evaluated on different attributes are delineated below each column. The appraiser
should deal with these and other aspects relevant to the attributes.

11
10. r€riq s{ s,1 HqrR vt tqr l4tqr qffir I c{g gs crd o\ qn d qqol fo rrd q{si ol ord c
o'r{ ftqrqq d T@ioq qr t
dro* qr+s {iflrn d ftqm,
o,Rw dl-rrr 3n{qRqrl6r {IItFI E}, RmFr BTferorfr 3lt{ Rftetrd orPmTfr o} oirsrdi w ft-d'fi-r sTd ffid
Rqrfi qi qfrqTr iFrff sTRg *rqRsilsgfid d gvnre-o sqrq sqi qrfdq I

Actual documentation of performance appraisal is a year+nd exercise. However, in order that it may be a tool for human
resource development, career planning and training, rather than a mere judgmental exercise, the Reporting Authority and the officer
reported upon should meet during the course of the year at regular intervals to review the performance and take conective steps, if
necessary.

.2, qrq -ll Part l

11. t
Ss qr.r o1 qrff efrRqi riTrds/frqrrr d c{fficv,{r.r qS sTg fuqt Rd-e'rd slFrorfr Rdre q-dB d +{c i-cn sn I R+d a1
Rfrffq 3rqDqrqr,r erfa * sr qrd (o 3rercr v{T q{ ot ot$ w.r (e wc qft-it) d sfff I sR Rd-8 et 3Tsft {d sq dr
3rEft dTol i t
dt aqu'n s-du fls-q qrg' Bsrflqlat, 20oe-10 I qR Rfrd al irs0 cst s{ t
oq d d Rq}'-€ ftrci 3rk Rdre vqrRr d frRrcerQ-e or
s-dso.i sErr{wef, rs fuaqrzoog-st qrd zoto I

All the entries in this Part should be filled up in the Administration Division of the Ministry/ Department to which the officer
reported upon was posted during the period of report. Period of report could either be lhe entire reporting year, namely, from 'lstApril to
31't March or a part of the year (exceeding 3 months). ln case the period of report is a full year, it should be indicated accordingly; for
example, 2009-10. ln case the period of report is less than the entire yeal specific dates of commencement and conclusion of report
should be indicated; for example, 1 5b September 2009- 31$ March 2010.

3. snq- lt / Part-ll

12. qc qFr R+d-rd eTffi or 6'-Xer+c i tsqf, sIfW t 3Tts{T of qIff t ft. q-t qfrd npn furMtdi or €f$q fe-fisr
n-qaottqEqFnqd:lrnrrrlse$di tareo,TffirqT".rRglodtrqrqt@i6{cq{ts{dmqtRc.Tcaeiiolgariold
trqrfiorTdroqftqrqrcrt tR,lrtnsrffigsedrsnpfqm- ttd{.r{s'{ofrqtqi t q6ril"{ffTStfuasXfrrrarnrco
rsw d ii qdf6 3r${fuAq rrq d qtii d ft{ qsn €rkd fug qTi d ftg ffR'rd stw e{rR dii I

This part is the self-appraisal of the officer reported upon. The offcer is required to provide a brief description of duties and
responsibilities, which should normally not exceed about 100 words. The performance appraisal form provides for assessment of the
accomplishments vis-d-vis the targets agreed at the commencement of the year. The officer reported upon is required to fill up the table
provided for this purpose in Partll. lt is not necessary that the targets should be entirely quantitative in nature since for secretarial level
posts, it would consist of policy objectives to be achieved, etc.

13. qrq -l d 3{ffi

qi s{ d +{rc ss-d 6d frrqrfi d {ids i ftrqi 3tr{ s{ d drr{ s-€-d ft-qR d ssS em loc qc
F{dyot dFTEF ol sde o-d qT effsr rff Rq rrq t I fr-S tfr stErorq d frc q-6E"qw{ilrs t lo ce erqEr Fiqftf, wsq d eq* qd
srd o.rd S fr {f,€goi trpqr{ o.rqd
'

Part-ll also provides an opportunity for the officer to reflect upon his/her performance during the year and indicate one item
which he/she thought was a significant contribution made by himiher during the year. lt is always possible for any officer to make
significant contribution even in activities otherwise regarded as routine in nature.

4. qrq-lt/ Part-lll

14. qc qr.r RdEq sTfgqrfr Enr q{I qril td Rd-Card sleffirfr dRr qt trg ,Tr.Ftt w ft:qofr ftn$.n elt{fr*ssq * vdil-s otqT
lo ca ord ftqTEq t €dB-d qirdi t c-6q'f, t erQnr rS I qq-dqft di o1 fuft q RdE I eftrott s-s frfueoicrqn teift-d of ffi q-6
e[s6{d t dan tfi si-s-dqfr.d or<q q-dK qr( t

This part is to be filled up by the reporting authority, who shall be required to comment on ParUl as filled out by the oflicer
reported upon, and specifically state whether he/she agrees with the responses relaUng to the accomplishments. ln case of disagreement,
the reporting authority should highlight the specific portions with which he/she is unable to agree and the reasons for such disagreement.

'15. RfrBrsrfffi (oi{cffidqfrdie1 Rrfr t q-d.r t grfreTUT GIFroItr t fr) tzrse{tlFdtfuceRtrCnd3rFr6rft do'r{
ffuTrcq, qTst-fle fl{dr 3i-rffiolq*sdutd {qq t €qso }"c<-d o.t I

The reporting authority (and also the reviewing authority in case of disagreement) is required to record a numerical grade in
respect of work output, functional competencies and personal attributes of the officer reported upon.

16. RqIFT 3lErsrfr fur sst E+{€ di .Tc 6rd o1 RTFTRI o't I

The reporting authority is then required to recommend domain assignments as listed therein.

12
17. qs qFr t ff RcIFT s{ftmrfr Rct&rd orFrort of trs-ftet w ftqDft of t se-ftsr t {dfud Eiaq r<d q{q ffifod
cfr-m sr{rS qT:
This part also requires the reporting authority to comment on the integrity of the ofiicer reported upon. The following procedure
should be followed in filling up the column relating to integrity:
(D qR o{ffi o1 lrsftEdr diE t qt t, il wror B-dq of /lf the Office/s integrity is beyond doubt, it may be stated.

(ii) qR et{ rtor er+qr die d a\ si-dq rgr* u}sr qc (efi ftq trf,R ofu at qrr/lf there is any doubt or suspicion, the column should
be left blank and action taken as under:

(g voypr61wftrqftdq'l qTgGit{or-f,dtro-rffio1 qT t5cftrcfto1 gosftfuftfifldftqrcqTdisqRt€dqrqofia

qRs sTffi o\ r}ff qrs u\ uegftR.cot'n fu 3r-j-{ff oT{qd iq ot qrc t ' qeft€r or qqrufttr-{ur srprsr Tq M q-d
qrr{r r{Tq q d d Rdtffir erErorfr qa <-crc fu ffi frfr'df{dq qq q{qi d ftc v€i trqi< s{q c-o ss s{ftorfr ot or$ qfi
tsr t eiprqT qffi d ft-q s-q-S qr-s oY$ Rrorq-o rfi t, dTI rft qr,rar e) / A separate secret note should be recorded and
followed up. A copy of the note should also be sent together with the Performance Appraisal Report to the next superior officer
who will ensure that the follow-up action is taken expeditiously. Where it is not possible either to certiff the integrity or to record the
secret note, the Reporting Officer should state either that he/she had not watched the office/s work for sufficient time to form a
definite judgement or that he/she has heard nothing against the officer, as the case may be.

(s) qR q-t{ff 6Tfur$ d qfunq-swriorsi-rrqr {it6 6t d vrm t d o{Drmffi of ssftsr vttFlf, at qr 3rtr qgsx 6rd ftEr<q
aaior Rtire t cftR ed o1 rrrg / ll as a result of the follow up action, the doubts or suspicions are cleared, the officeis
integrity should be certified and an entry made accordingly in the Performance Appraisal Report.

(.D qRri6rii.?rq qri6 o1 gR 6ifr t d qe apq rfr Td frqT stC *t {ii{fr'd 3{ffi o} qqrqc qfr-d ftsr qrl / lf the doubts or
suspicions are confirmed, this fact should also be recorded and duly communicated to the officer concemed.
(s) or5-{tr qrfu€ d qRqrq-R-sq qRforer+qr €tEc d\ qr6}dr d ererEl c S BT-ot ged-fr dr d s{ri qfr Gt-{fu d 3TErmrft d
3TtqruT qr rq{ qd qrc alk B-s-d srq wr (g) sir (.r) t qffif, d eiyn ffT{Er$ al qTg / lf as a result of the follow up action,
the doubts or suspicions are neither cleared nor confirmed, the office/s conduct should be watched for a further period and
thereafter action taken as indicated at (b) and (c) above.

18. Rdtrr GTffi t qa rfr oTERrd t fu Rfr-C.ra qfffi d eqq g"ii nen ssd erd ftcrEq or CoTq-frTtrqd of lzre roo
sdiitGrfuorS*lrqrBcalkwnqffidrq-*e 3il-{oqdnceiiqR-dir$g'ildvrft-d6{iiF'Tvqctfu-qrrnnflRq trr6T<-
frenr,EH lil-T d rdd fuq rq qwfl6 Tdi6-{ oT gqr.q-o Tro fr t t

The reporting authority is also required to record a descriptive pen-picture on the overall qualities of the ofiicer reported upon
and his/her performance. This need not exceed about 100 words and should try to cover overall qualities of the officer including areas of
strengths and'lesser strengths. The pen-picture is also meant to be a qualitative supplement to the quantitative assessments made earlier
in this part.

19. Gid t , ftd€q 3rero,rft al q{ qrq ti q-rd- frqEq, oTstfl{ wqrr ofr ffio' guil t tidfud q,ii d Rc.Tc idi d ofltrn q{
nmfssirs{6e{\EqBltroi6ds{idii trmr-rodffiwfcrqrRqMi1fiqdqoft{tovqf,qi"'cdFn t

Finally, the reporting authority is required to record an overall grade and the equivalent Rating and Score based on the grades
awarded by him/ her in the items pertaining to work output, functional competency and personal attributes in this Part. This should be done
on a scale of 1-10, with 1 referring to the lowest grade and 1 0 to the highest grade.

5. qrq- lV / Part-lV

20. aa r+nr g+ftwr srffi

EnT rr{r qFrr tr s+t q-d frfr€ 6{i ol erien t fu er at RfrEq gRr fug rq T€r6q qffi t
e-dq-d S qr r$t irstqft eti olqr t, at Xeiol qrrr +
lll d ftc 'rc od-ftcr<clontflo qqen olk T"il d €tftr d erq-+r ffio
enoaq Mo-q sot tt q-6qfr eli ol qrt s=t T"i/fl{-ftqrcq {ffR d ftT erTg w oicq o\ wi el ercrqom+S tt

This part is to be filled up by the reviewing authority. He/she is required to indicate if he/she agrees with the
assessments made by the reporting authority. ln case of disagreement, he/she may record his/her own assessment against the work
output /functional competency and personal attributes in Part lll of the Appraisal. ln case of agreement he/she need not fill in the Columns
meant for himiher in the attributesAitrork output tables etc.

13
 {rc{rirfi *s / Numerical Grades

21. sTi6 erni qr RdtEq eft C{ffffi"r eftroftit am dwps6 fs ftT qr} dli € I i t-to d ffi qr iri qrRq fu'sd 1 ftqdq
isoit{ ro vqoqfga\ftff€o-scrt rqeensndqrfrtfu 1s{erEr2 (o'rdRqfi. qrar, C'ilqIq{q+s+d-{,+d) dffi fr
igqo)ftfrqersercrdrclt+wirr<-fu{qtqqlqrsqiqrq€rrd66crqlqrTrnsi{sSe-6rsesrertrTlo+frffifr}sdfrfuqo.d
sq-sRit d {idE d qrdR"ci d6R-Ftr \frrgrfi t fe r-z sft g-to sr{nqRq R]fuii t Rc qri o1 ts-+E d} qrfr t, er<, F€ qrdrfud 66{rc
qri o1 encqoqr t tqiqrso fsrqn o-tt qqq RfrEq yrfieq sIffi o1 srffi ql T€io,q s{-d sTidi s{mn eqfut oi qn d
wi gv ow qrfdc d qdqn d s{-d qff{ o'rd-{f, t eru-o 54 d ssd qru od or gd tt
At several places, numerical grades are to be awarded by the reporting and reviewing authorities. These should be on a scale
of 1-10, where 1 refers to the lowest grade and 10 to the highest. lt is expected that any grading of 1 or 2 (against work output,
competency, 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. Grades of 1-2 or 9-10 are expected to be rare occunences, and
hence, the need to justi! them. ln awarding a numerical grade, the reporting/ reviewing authorities should rate the officer against a larger
population of his/her peers that may be cunently working under them or would have worked under them in the past.

22. fl-s fs ut6 gfrgun dr "vqe " frqiRf, flo-qr qnq eilr q-{f, q-qrilqA-qft ig *s( oidi oT qurq d vds-{{
a olk to d
s 3io Rc vr\ri I 6 eilr a d ffs fs srd qfi\E{r dr " qgd 3[6r " MRf, fu-qr qKtTI *t
v* z 3io, Rq qrqn t a oft o d d-q ]s
srfr \frwil{d eror fufta fo-qi qvqr s+{vS s oiqt ftq qrgn tc * fri + }s ErS {ffwrrte}Wsis ftor vn'.n 1

APARs graded between I and 10 will be rated 'Outstanding' and will be given a score of 9 for the purpose of calculating
average scores for empanelmenU promotion. APARs graded between 6 and below 8 will be rated'Very Good' and will be given a score of
7. APARs graded between 4 and below 6 will be rated 'Good' and will be given a score of 5, APARs graded below 4 will be given a score
of zero.

7. qRi{rqk qtsd / Weightage & Mean

23. o.rd ftqreq, srqiero erq-dT sltrrqfurrd gufr ei qRi{frs.K € t qryq fs fqc.rcqRicrS 3t-gcrf, d €.#t d rd'o qe d
ert'wr ae'd frs c{ 3TrtrtRf, d']r I

Weights have been assigned to work output, functional competency and penonal attributes. The overall grade will be based on
the addition of the mean value of each group of indicators in proportion to weightage assigned.

8. u-6-ff / Disclosure

24. wrq trs/ttr'r dr q@ft€r + Tdie-{ qfrd qqut 6d ftqrfi TdqTmq R.ir"C T{fttrq sTffi ErcT s{ R+3 61 3iftq w t lqg
qri d qsrd R+d-K GrProrfr €iR-o qn d q{ t I q€i sTerofi d w< fuS V6 {4AsTUftq sr t, tsr d}qur R+rE'T eTffi CRr tnrd
ftqrcc Tflroq W 6{i + q-qn loqr rn\En t

The full performance appraisal report including the overall grade/ rating and assessment of integrity is to be communicated to
the officer reported upon after the report has been finalized by the reviewing authority. Where the officer has only one supervisory level
above himiher, such communication is to be made after the reporting authotity has completed the performance assessment.

25. €{ft--d dr o-d FqKc Toqiaq Rqr€ d rfrR{ii a1 crR'ot efts t qr6 Rq al st-qtu A $-aq w Rtr€ d al .d
3{ffi
sftfuii iGq + f{w dr$ oneTr+qn ti or effisr frqt q-fl 3T+Grd t I T6 Gnql+fi g"il, o.d ftqrdn 3TrR d dei fi sq
3i-i 3ift'q
sTRrorfr d X@ioc * ffiD-d R+e ii frtra ftRre<eqrgo orgfuii tro frfto dqr qrRs I sR qr6 pq $ tfl-d.i at$ qqnqq srq c d
d e-6 qm fuqr qtt'.n fu {idfua 3{eroffi o} eU enqriq{ TS i.{r t qt{ vfl R+3 ai giftq qn fuq qKq t

The concerned officer is required to 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 performance appraisal report. The
representation is to be reshicted to the specific factual observations contained in the report leading to assessment of the officer in terms of
attributes, work output, etc. lf no representation is received within the fifteen days, it shall be deemed that the concerned officer has no
representation to make and that the report shall be treated as final.

26. dWT .nJNi + ff( xFd-qd ffiFii w ft-qR oti d fds qerq crfffi, qfr onqqrrs d d, Rdfrq eflrlerq-o gqfta"r
orffi (erPmftii d) t6qi * snqrnfi c-{ ftqT{ Eti eir g{. ertlrrifi qfi eTR ol arftq Q ffa'fu at st-qD d fi-d{ s{d qrqi {S .€
strfi d 3n€rr tr{ ftqsr gR t gt ftq'-q. fr ffiq i+n t qqq nProrft sFda fr-qTi-ifr{d wK ss 3$qr+qq dr 3trfi-{f, vt rffEo os
rrfit t cfu asgqn sl4-ftqrE{ T@i6-{ RctJ d deiEf, qt{ qo-A t t sefi ffiorft or ftdq 3rt'{ oifrq }Grr rrerq crErqtrft + FFlq.al
crR'd riEE Rq d ftd{ Rdr&R 3lffi of riiR's of qc,ft t

The competent authority for considering adverse remarks under the existing inshuctions is to consider the representation, if
necessary in consultation with the reporting andior reviewing office(s) and decide the matter objectively based on the material placed
before him/her within a period of thirty days from the date of receipt of the representation. The competent authority afler due consideration
't4
may reject or accept he representation and modiry the performance appraisal report accordingly. The decision of the competent authorig
and the fnal grading is to be communicated to the officer reported upn within fifteen days of receipt of the decision of the competent
authority.

qfr$ilr iqK o,-tilTft Q-{i qfr irr{r 3r{S/ Time schedule for preparation lcompletion of APAR

Gqr€ qwi or q{-frn q{)/ (Reporting year - Financial year}

ordoam / Activity fri-{ Hrfrs rfi'Tn ffqr qrn * /

Date bv which to be
wqeion + frq f{drC-rn srfW dr frffi qftWTR qrd o-r ftdiet/Distribution of blank 31 .nd ($fr \'qt qqTr6 .16-A fr TrT
APAR forms to the officer to be reported upon for self-appraisal fdD-qr qr qcbil t)Bto March (Ihrs
may be completed even a week
earlier)
R+rC-rd sTlffi gmr Rqrffirr sfffi o\ w-Xa-ro-r o-r rrgd f,o-qr qr.tT /Submission of selt r s erfal 15th April
appraisal to the reporting officer by the officer reported upon
RfrtrT GTerorft an grfta+or sTfltro.rfr EF'I RdrJ s-r ,n'gn foqr qnT/Submission of report by ao qV 30th June
the reporting officer to the reviewing officer
glfte+w eTf*orft sril senqrT/qftqertq q-Eqr'r dr RdrS(1fr €ri q-9 Sow / Report of the 31 crtrqTi 3lstAugust
reviewing officer to be sent (on its completion) to the Administration/APAR Section
Rqt3rm eTfM o\ qftqsil{ e-r qcne"r / Disclosure of the APAR to the officer reported upon r fto'qq/lstSeptember
s4gorm d r{{q q Gflqrilqq, qR q+$ dt, et srR/Receipt of representation, if any, on rrfqtT eT wR ftl drfts 15 R-{/ t
APAR 15 days from the date of receipt of
communication
rrq{q srfW af srrqrd-qq, qR et$ dt, .nr en}kd fifi-qr \'TF{T /Forwarding of representation, zr fua-wr7 21 rt September

if any, to the competent authority

rr&{q qrfffi gm enqlilEq ffi ftqdr{r / Disposal of representation by the competent errqrnfi ot srR frt drQ-s t gfi'
authority qfii d fi-crqlWithin one month from
the date of receipt of representation
ridf*f, qqrrfi/qfrq3rm srgr+rrr Am snqfffr rN qflq qTlffi d ffq 6T €iEq / 1s r{cwl15th November
Communication of the decision of the competent authori$ on the representation by the
concemed Administration/APAR Section
sTrftro Aq-,T gTf,fi's q-{,i) o\ qftqerm r}fr qrft t/APAR to be sent to the
od
Department of Economic Affairs (lES Cadre):
(m) {rR grrd- TT.Fe;T d W qftgsil-{ d q{?irr fr .ht$ GnqTtrfi qrcil T $n d/ lf no r o fuooqq/1 6th September
representation on APAR following its disclosure is received
(s) qR F{d q-6-e=T d qqq \'ftq3nq d ridq q sTrurilqq vrq etor t/ lf representation on 21 qq-q-v zr=November
APAR following its disclosure is received
q+Tft qftqorru sPfiqr of rrqrR, ffi
Wqftqsilr qn eTlf,ftq rffi q GTk&g d ftrqr
qr\"n/End of entire APAR process, afterwhich the APAR will be taken on record in the IES
Cadre go fun*ry30h September
(m) qft w-d rFFr d qwm qftq3nn d r{dq q eE snqtnqq qTq q Sen d llt no go ;r{qv30th November
representation on APAR following its disclosure is received
(9 qR qrrd qtFe-I d qq-qm qftg3{R d ridq q GTq-fq-{ qrK 6kTr tl lf representation on
APAR followino its disclosure is received

15