-Kuntal Ghosh-Kuntal Ghosh

Performance during the period from 1st April to 31st march of every

year.

·All regular employees of the company:

a) Non Executives.

b) Executives.

The appraisal form PAR/ACR is filled in respect of all such employees who have served for a period of at least four months in the organization during the relevant year.

The appraisal covers:

PAR/ACR in respect of an employee is required to be assessed by levels

indicated below: ➢ By the reporting officer under whom employee is working.

➢ By the reviewing officer.

➢ The reporting officer for writing PAR of an employee of class III/IV and E-0 level category will be the executive under whose control, the employee is working. The reviewing officer will be of one grade above the grade of reporting officer. The PAR’s in respect of class III/IV employees duly reviewed is maintained at Region/Institute/Headquarters group wise in the concerned establishment section/PAR sections.

Procedure

➢ The PAR in respect of E-0 to E-6 level executives is being maintained in

PAR departments at headquarters of R&P division.

➢ As regards E-7 and above all such reports which are received from Regions/Institutes/Headquarters are maintained at Chairman-cum-managing Director’s office.

Procedure(contd.)

The reviewing officer will be the officer to whom the executive

reports for his day to day work.

Review of the PAR will be done by the executives to whom the reporting officer is responsible for his functions.

Accepting authority will be the executive higher than the reviewing officer at different levels depending upon the nature of the grades as per delegation of powers in PAR rules.

Procedure(contd.)

The performance appraisal reports of executives of E-6 level i.e. Deputy

general manager and above will be submitted to concern functional Director for final review and acceptance.

The performance appraisal reports of executives of E-5 level i.e. chief manager and equivalent will be reviewed by the RD/ED/Nominee of the Director concerned.

The performance appraisal of the executive up to E-4 level i.e. manager and equivalent would be reviewed by the functional head/GM/CGM not less than E-7.

Procedure(contd.)

I . Personal Data

 

This includes personal details of the individual being

appraised.

 

II . Self Appraisal

 

In this section the appraisee is required to mention the tasks achieved in the appraisal period including enabling and constraining factors.These achievements are then rated by the individual itself and the appraiser.

PA Format For Executives

III.A. Performance Appraisal  Performance appraisal is done on the basis of Key Result Areas and

certain weightage is assigned to each. Following are the Key Result Areas:

   Performance in respect to volume 40 Quality of output 30 Timeliness of jobs completed 30   The total of the score gained by the individual is noted and termed as P.

PA Format For Executives(contd.)

B. Potential Appraisal

 

Potential of the candidate is appraised on the scale of 1 to 5 keeping the existing role as well as future positions in perspective. Scale 1 to 5 is given for (1-poor, 2-fair, 3-good, 4-very good, 5-excellent) Potential is appraised on the basis of behavioral traits:

  Total of score gained by an individual in this section is again

noted and termed as Q.

  C. Work done for HINDI.

PA Format For Executives(contd.)

D. Overall Grade

Total score(S) is calculated as “S = a * P + b * 2 * Q” Where ‘a’ & ‘b’ are weightages for performance and potentials..  Level a b

E1 0.9 0.1 E2 0.8 0.2 E3 0.7 0.3 E4 0.6 0.4 E5 0.5 0.5 E6 0.4 0.6

PA Format For Executives(contd.)

The grading system

 

A+ 95 and above

A 85 and above but less than 95

A- 75 and above but less than 85

B+ 65 and above but less than 75

B 55 and above but less than 65

C 45 and above but less than 55

D less than 45

PA Format For Executives(contd.)

IV.A. Assessment by Reviewing Officer  B. Training Needs The appraisee himself mentions the training requirements which are then remarked by the appraiser.

C. Co- Review

V. ModerationVI. Assessment by accepting officer Final grade with score

VII. Communication to executiveVIII. Counseling.

PA Format For Executives(contd.)

The final grade , given by the accepting authority after detailed and

due consideration to the rating by the 1st and 2nd appraisers, will be the decisive grade of the appraisee executive. In case this final rating is different from those of the 1st and 2nd appraiser, adequate justification must be mentioned by the accepting authority. There must be adequate explanation by the 1st and 2nd appraisers and the accepting authority for any grade assigned to the appraisee. In the absence of adequate explanation the report will be considered incomplete and returned back to the appraisers for confirming to the

directives contained in the instruction.

PA Format For Executives(contd.)

Thank You