ANNUAL PERFORMANCE APPRAISAL REPORT (APAR)

The prescribed benchmark for grant of MACP is VERY GOOD for all levels w.e.f: 25.7.2016 and the revised benchmark shall be applicable for the APARs for the year 2016-2017 and subsequent years.

APAR is an important document which provides the basic and vital inputs for assessing the performance of an employee and to his further advancements in career.

Therefore, the employee reported upon, reporting officer, reviewing officer and Accepting authority, should undertake the duty of filling out the form with a high sense of responsibility and to strictly follow the time schedule to finalise the APAR for the concerned year ending.

Objective of APAR:

APAR should be used as a tool for human resource development and the reporting officer should realize that the objective of APAR is to develop an employee so that he realizes his true potential and APAR is not meant to be a fault finding process. The reporting officer/reviewing officer should not shy away from reporting short comings in performance, attitudes and overall personality of the employee reported upon.

Structure of APAR:

• PART-1

  contains the Personal data,

• PART-2

  has to be filled by the employee reported upon,

• PART-3

  requires the comment of the reporting authority,

• PART-4

  contains the remarks of the reviewing authority and finally,

• PART-5

  contains the remarks of the Accepting Authority who will be recording an overall grade/ Benchmark.

Grading and Transparency:

The numerical grade will be awarded based on the Integrity, work output, personal attributes and functional competency. There should be openness in the system of appraisal and should be communicated to the employee. Any representation made by the employee for upgrading the benchmark, shall be accepted by the authorities and modify the APAR if required.