ANNUAL PERFORMANCE APPRAISAL REPORT (APAR) OF GROUP `A’ OFFICERS OF DEFENCE AERONAUTICAL QUALITY
ASSURANCE SERVICE
Sh/Smt/Km_________________________________________
Designation________________________________________
Date of Birth_______________________________________
Name of HQ/Br/Orgn_____________Since when__________
APAR Period From To
GOVERNMENT OF INDIA
MINISTRY OF DEFENCE
DIRECTORATE GENERAL OF AERONAUTICAL QUALITY ASSURANCE
Time Schedule for preparation/completion of APAR (For the year 20-------to 20-------)
英语小说(Reporting year – Financial year)
S. No. Activity Target date by which
to be completed
Actual date of
completion
1. Distribution of blank APAR forms to
the officer to be reported upon 31st March (This may be completed even a week earlier)
2. Submission of lf –appraisal to
reporting officer by officer to be
reported upon
15th April.
3. Submission of report by reporting
officer and to be nt to
Administration or Accepting Authority,
as applicable.
30th June
4. Report to be completed by reviewing
cardofficer and to be nt to
Administration or Accepting Authority,
as applicable.
31st July
5. Appraisal by Accepting Authority,
wherever provided
31st August
6. (a) Disclosure to the officer reported
upon where there is no Accepting
Authority
(b) Disclosure to the officer reported
upon where there is Accepting
Authority 01st September 15th September
7. Receipt of reprentation, if any, on
APAR 15 days from the date of receipt of communication by the officer reported upon
8. Forwarding of reprentation to the
competent authority
(a) Where there is no Accepting Authority for APAR
(b) Where there is Accepting Authority for APAR 21st September 06 the October
9. Disposal of reprentation by the
competent authority Within one month from the date of receipt of reprentation
10. Communication of the decision of the
competent authority on the
reprentation by the Administration
15th November
INSTRUCTIONS
1. The APAR is an important document. It provides the basis and vital inputs
for asssing the performance of an officer and for his/her further advancement in his/her career. The officer reported upon, the Reporting Authority, the Reviewing Authority and the Accepting Authority should, therefore, undertake the duty of filling out the form with a high n of responsibility.职称外语考试报名时间
图卢兹二大2. Performance appraisal through APAR should be ud as a tool for human
resource development. Reporting Officer should realize that the objective is to develop an officer so that he/she realizes his/her true potential. It is not meant to be fault-finding process. Instead, it is intended to be a developmental one. The Reporting Officer and the Reviewing Officer should not shy away from reporting shortcomings in performance, attitudes or overall personality of the officer reported upon.
3. 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 discernible to the higher authorities.
4. If the Reviewing Authority is satisfied that the Reporting Authority had made
the report without due care and attention he shall record a remark to that effect in Section IV. The Controlling Authority shall enter the remarks in the dossier of the Reporting Authority.
5. Every answer shall be given in a alpha / numeric form. The space provided
indicates the desired length of the answer. No additional paper will be attached/pasted. Words and phras should be chon carefully and should accurately reflect the intention of authority recording the answer.
Plea u unambiguous and simple language. Plea do not u omnibus expression like `Outstanding’, Very Good’, `Good’, `Average’ and `Below Average’ while giving your comments against any of the attributes.
6. The Reporting Officer shall, in the beginning of the year t
quantitative/physical/financial targets in consultation with each of the officers with respect to whom he is required to report upon. Performance appraisal should be a joint exerci between the officer reported upon and the Reporting Officer. The targets/goals shall be t at the commencement of the reporting April. In the ca of an officer taking up a new assignment in the cour of the reporting year, such targets/goals shall be t at the time of assumption of the new assignment.
7. The targets should be clearly known and understood by both the officers
concerned. While fixing the targets, priority should be assigned item-wi, taking into consideration the nature and the area or 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.
8. Although performance appraisal is a year-end exerci, in order that it may
be tool for human resource development, the Reporting Officer and the
Officer reported upon should meet during the cour of the year at regular
wreck
intervals to review the performance and to take necessary corrective steps.
9. It should be the endeavour of each apprair to prent the truest possible
picture of the appraie in regard to his/her performance, conduct,
behaviour and potential.
10. Asssment should be confined to the appraie’s performance during the
period of report only.
11. Some posts of the same rank may be more exacting than other. The degree
of stress and strain in any post may also vary from time to time. The facts
should be borne in mind during appraisal and should be commented upon
appropriately.
12. Aspects on which an appraie is to be evaluated on different attributes are
delineated below each column. The apprair should deal with the and
other aspects relevant to the attributes.越人
13. The APAR must be initiated and endord by the officer as prescribed in the
channel of reporting, any deviation will render the impugned report
practice是什么意思
technically invalid.
14. Actual date of completion will be indicated by the officer reported upon,
Reporting Officer, Reviewing Officer and the Accepting Authority on the
rever side of the cover page.
15. Erars, u of whitener and paper slips pasted for the purpo of revising
e的用法original asssment are NOT acceptable. Such Reports may be technically
invalid. Mistakes must be scored out neatly and signed in full.
16. A line must be drawn across unud space(s) and same authenticated by
the reporting officer.
17. Guidelines regarding the numerical grading:
(i) The columns in the APAR should be filled with due care and attention
and after devoting adequate time.
(ii) It is expected that any grading of 1 or 2 (against work output or 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 occurrences and hence the need to justify them. In awarding a numerical grade the reporting
and reviewing authorities should rate the officer against a large
population of his/her peers that may be currently working under
them.
(iii) APARs graded between 8 and 10 will be rated as `outstanding’ and will be given a score of 9 for the purpo of calculating average
scores for empanelment / promotion.
a few
(iv) APARs graded between 6 and short of 8 will be rated as `very good’ and will be given a score of 7.
(v) APARs graded between 4 and short or 6 will be rated as `good’ and given a socre of 5.
(vi) APARs graded below 4 will be given a score of Zero.
18. Details given in Section 1 – Basic Information must be as per the documents
maintained in the unit/formation.
19. Format bad on the `The All India Service (Performance Appraisal Report)
Rules, 2007’, issued by DOPT.沮丧英语
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