$r{;i.

lV
Form No. lV

qrgftq sro'*qr
INDIAN POSTAT SERVICE

qrrffqerodsl+ffi
qErEI, sro'*srf€tfrq
'ilff6 or{.fu1-t:-q qgia,{ Rqt€ (\'ftwr)
Gir<qrt 75500-8oooo v.) ,,

Annuql Performqnce Assessment Report (APAR) Form for

lndlqn Poslol SeMce Officers
-
Member, Postol Servlces Boord
(Poy Scole Rs. 75500'8{HXt)

eiftlor0orclq

Nome of the officer

at qqrq q,{/raft otffi6

Report forlhe yeor /period from to

 I

3lffi iDT;mr

Nome of the officer _

qlrfrqsmfrrfisrffi
qi:E[, sro'rtfl E]d + ftq
srffo, o,r{-frqrq{ Tflioq ffi€ 1qffwr)
(+fl{qn Tssoo-8oooo s.)
Annuql Perf6rmonce Assessment Reporl (APAR) for
lndlon Postol Servlce Officers
Member, Postql SeMces Boord
(Poy Scole Rs. 75500-8flD0)
tnqlqs{/€rsfrdR+C
Report for lhe yeor /period ftom lo

qFI- I aqRro, Efft

PARI.I PERSONAL DATA

Hrra+/furn/o.rqtoq t fdfu( qvntk6'Br-{IFr dmr qt qri b ftq)

[o be ftlled in by lhe Adminisirotive Seblion concemed of lhe Minislry/Deporlmdnt/ Office)

l. sIffi6rilq
Nome of lhe officer

2 slrieq s{
Yeor of ollotmenl

3. qqffi
Dote of birlh
 2

4 Tdqrl ns { ftrag Fgft +1 ftts fl{io fs

Dote of conlinUous oppointment to [)ote Grode
the present grode

{tqn qq oltr ss w ffi

at ilft{c f,rt-{q [s"irq
Present post ond dote of oppointment Doie Post
thereto

6 E{ jt --0, qRnrq 3TIR qt

i
qri or*q q-J.tfufr ol or-4ft
i
(sR slErorff ot{ qREfl"T qrq
frqr t, d gu-+r ude otD
Period of obsence from duty on leove,
troining etc. durring the yeor (if he hos
undergone troining, pleose specify).

7. wr qffi i &tst s{ qfl st

qflfr 3Tarfd t+riR-dfrfu + 3ifl
M&+siq{ bfrq3tq-f,
M w ftqr t?
wqfu qs qlffi-o.
qRrfr, dM.rrio1 drftsl
Hos the officer filed the onnuol return on
immovoble properiy for the preceding
colendor yeor by dote i.e. 3l't Jonuory of
the yeor following the colendor yeor?
lf not, the dote of filing fhe relurn.

R qqr erffi t Mftd srq-frql

{ frE-d Rrnfu rd }
{idq q
3rqi qfi-fisr ord ori crd uXe
'o' sits 's' 3rfofrTft{it t'
qrffi-6 6T{-fiqr<n t@rfi ffi€ rt ft-q B?
Hos the officer completed APARs of
Group 'A' ond 'B' officers working under
him/her in respect of the previous reporting
yeor within stipuloted time?
 3

stffimcrc
Nome of lhe officer

qFr- ll ffiftr gIffisrtr qtqriSftq

Port - ll TO BE FIttED IN BY THE REPORIING AUIHORITY
t
@r+r rfrHt frt q{i crd er.rq t qffio-< ergivil o} ro dlD
(Pleose reod the instructions corefully circuloted seporotely)

64 frurrr iil lreiu-{ (vs rtc Fl +096 qnio, (t}q) frm qrgrr)"
A$e3iment ol Work Outpuf (welgltloge lo lhb Secllon would be 4Vo);n

6',.d. M RfrEI fdffi{

glEmff
g{fi6r}6cnFfi,lfr
br*alrr
sl. Quolllles crfrqrrff
No. Reporllng levlawing lnlllol of ievlcwlng
Authodty Aulhorlty Authorlly
(i) ciliif-d f4sdt b or$sn
dq-{r,n ord/endk ord qqt
oqT
Accomplishment of Plonned
work/work ollolted os per
subiects ollotted.

(ii) od 01T"rffiT
Quolity of output

(iii) ffiqurffr-fi frr{dr

Anolyticol obilily

(iv) ftRre orduam-qrRrd or{ 5*r

tF'q;II
Accomplishment of
exceptionol work/ unforeseen
toslc performed

rrorqhm-fqerc $I gtrg
n&r
OvGroll Grodlng on }York
OutDUl
 4

2: r6rqlfi6 FrilrEttiqi$,q (vfrdgoI30zo qr{i6 (aain) fuIql\q0'*

Arscrrmer* ol tuncltonol Competency (welghtoge to thls Secllon would ba 307o):"

6.T1. ffiFltdrfi STdi Rd€.tclEmrfr g-{ffi{ E{fiEilrqsrEfi,rfi

sl. Funcllonol Reportlng Authodty mfto.rff *r<rtrr
No. Compclency Revlewlng lnlllol ol Rcvlewlng
Aulhoilly Aufhodfy
ti) o.rd-d-{ fr
Mtlfrftqli7sh.qrgtt
6'1 5FT 3i{ '3-€ sfr
u-om i ar{ '6{i 6t
EFTdT
Knowledge of Rules/
Regulotions/Procedures
in lhe oreo of function
ond obility to opply
them conectly.
(ii) fq{r +qR zr-{i ot
tr{dr
Strolegic plonning
obiIry

(iii) trq ti of errrdr

Decision moking obility

(iv) gqIFFI fiqiil

CoordinoUon obility

(v) or+{eil a} ftgII ti

slk frFwrGH ?rr+ o1
slrfl
ebility to motivote ond
develop subordinotes
sr{-ftqr{{ qr( v{s
nG'I
Ovcroll Grodlng on
Funcllonol
Compelency
 5

3lffitFI;TFT
Nome of the officer

? qfrFrd friqat.dt 6l Tdirirr(qq Gis 6t 307. qnia, (Ae) fui urqn)'*

Assesrmenl of Penonol Allrlbules (welghtogc tolhlr Secflon would bc 30%):n

6.q. alfrRfrrdffi RdfrsrEffirfr gqffiT g-dffioq

s1. Per:onol Atlrlbules Reporllng Adhorlty mffi cIfufiOI E€HT
No. Revlewlng lnlllol ol levlewlng
AulhoriV AdhodV
) o.r{ fi cfr {tqr
Attitude to work
(ii) vtrrErtfe or elq
Sense of responsibility
(iii) 3rgYne-t T{rg {E"TT
Mointenonce of
Discipline
(iv) €'q6 dl{rd
Communicotion skills
(v) i-6e il
X,r
Leoderhip quqlities
(vi) frq qr++ fi wpr mld
6q} d +r{f,I
Copocity to work in
teom spirit
(vii) 6rd o\ ftqfR-d s{q-
SqI { $r a,ri at
EFTdI
Copocity lo wo* in
time limit
(viii) GTrc'S {'dE
lnter personol relotions
qfrird Evlvald qq
qtrqtflrr
Overoll Grodlng on
'Penonol Allrlbules'
** oTko. qmorfi t ixrfi-o rrt-ftqrcq nato.c
frq, (qfr$m) rrrd o.) q{i
ffiJ
+ ffrq cl-Stsit + tn 16 d q?fic qq trffa-rq ol ttiJt
.. For dciollr, ree exomplc or deplcted ln Poro 16 of lnslructlons for filllng 9p of
Annuol PcilomoncQ A$e$meltl Reporl (APAR) Form'
 6

4: qrff
lnlllcillve

E-qqr 3rc-flrFrd/6fd{ cRfumt t 3lffi a1s{i frqsi a1m{frr 3fR 3lftR-ffi

Erfir€ ti f,erT rTg o.rd &it 6i ffio.r o.ri 61961st ftqufi o{t
Pleose comment ,cn the copocity ond resourcefulness of the officer in hondling
unforeseen/difficult situotions on his/her own ohd willingness to loke oddilionol
responsibility ond new oreos of work.

t q+ar*qrcr{{s
Relollon wllh lhe publlc

gvor cffi $ r4a61t rfo qq6 otrs q{f,r a enqr+fi-drcfr 6 116 sqh rti
derr wrdl il qrq s-cb q?r6R q{ ftrcofi oitt
Pleose comment on the officer's occessibility -to ihe public ond his /her
responsiveness to their needs ond his/her obility in deoling with them in o proper
monner.

6 q-dqfu ulPd/irS{frtd r*nftlwnq * o.rqk qrfr t cfr qfuir

O 6I ttql
Attllude lowords Schaduled CosteslScheduled Tribes/Weoker secllonr of socleily.

prw er5qfud qft/3r5qfuf, q+ffihrcm b o,q** u'6 *l qqsrut o1qrsi

ilrn s;rt ffi ar {ids i orErorfr q,1{q r rN frqoft ott
Pleose comment on his/her understonding of the problems of Scheduled
Costes/Scheduleci Tribes/Weoker seclions ond willingness lo deol with them.
 7

srm6lrrq
Nome of the otficer

7. Ecqr rdry fr ryr elkdr0 i3r.re hist s{ fr1st q++fr errrfq fistR-d fre t
st<t M knsq s{ b faq €re-d sqfr qq qrffi6. M w ftq t? sR rfr, d
M q.{i o1drftq or vds oitt
lhe onnuol return on immovoble property for the preceding
Hos the officer filed
colendor yeor within the prescribed dote i.e.3l't Jonuory of lhe yeor following
the colendor yeor? lf not, lhe dole of filing the retum moy be mentioned.

8. wr erffi i ffi ffifu s{ fi {ids { sTci 3tff{ex

fqslftd qrq-*ftqr q
o.rd o.{n srd sT6'6' slk-'d erffiit qfr Erffi-r ord-ftqrfi T@i6q R+3
w fuqr t?
Hos the officer completed APARs of Group 'A' ond 'B' officers working under
him/her in respect of the previous reporiing yeor within stipuloted lime?

qFr-lll qFITEI
PAiT - lll GENERAT

L smqdfufr
Slole of Heollh

a B6qft€r
lnlegdty
 8

2 offidaaqr*t:
Pen Plcfuied lhe ofrccr:
Hq-ffirt *r o-qa-r rrcneff, sf,{rTErRq sq-aBqt, rrE,_dWI ftq-o-cnft dprt o,rdq
sqT {fi
fr cfr qtrd srffi t qm< g"if w ftq}€ ftrqi srd qffi trr<r
o-aq (srl
Pen Picture by Reporting Officer on lhe overoll quolities of the officer including
oreo of strengths & lesser strength, extroordinory ochievements & significonl
foilures ond ottitude lowords weoker sections.

4. {gtilq,ifrrr:
Numedcol Grodlng:
srfrrr t qffid q-{t{I} t crEw{ 1-10 t ffi w *iqrfr-6 }Err
Numericol Groding on o scole of l - 1 0 os per the instructions circulqted
seporotely

EIFI: ESIIqR:
Ploce Signoture:
fu{io crq EE orril i[:
Dotei Nome in Block lelters:
qtFlrq:
Designotion:
(ffiC al orqff +)
(During ihe period of Report)
 9

orRror06.r qrq

Nome of the officer

qFI.!V
$dffiolffid3rprgfr
Port - lV REMARKS OF THE REVIEWING AUTHORITY

l. g{ffioq sTffi t. ffd t-qr6rd

Length of service under the Reviewing Aulhority

2 tur grffi6-{ sTffi vs Erir t tigE t fu ffiEr orErorfr i elrrfr MC

wr"Tfo. tqn of t aqr sft ri.rd srat qr fr-qm fu-+r t?
lhe Reviewing Authority solisfied thot the Reporting Authoriiy hos mode his/her
ls
report with due core ond ottention ond ofter toking into occount oll the relevont
moteriols?

ffiEq srErorft qrer q-fllE o1 RIft {, ffiffir

fi grffi t Tdari6-{ b qrrl
qilhq t f: aqn vsb or<ur {drql
ln cose of differences with the Reporting Authority, indicote specificolly ,he greo
of differences with the ossessment mode by the Reporting. Otficer ond'the
reosons therefor.

4 er erfuor0 it q+{ ffis Xur eit*/er+* sTTdIs td fr*s ord slPrsr furT qR1
cdqfr & frq Bqb qq{ 6} sr}fuss,q-d Eqf-fr t? qR Ei, d Eq-q vde oitt
Hos the officer ony speciol chorocteristics, ond/or ony obilities which would justify
his/her selection for speciol ossignment or oui of turn promotion? lf so, pleose
specify.
 l0

E qCIrmr0duaqr$r:
Pen PIcfure of lhe oftcct:
ffrdr$ sltr o.qnq rrarrt't, orsrqnvr sc-flfrqt, q-6-d["t fqrEr-ffiif qqr 6,rqtt
Eil t cft qtt nkd eTffi & q{R yi w RvtC frqt qrd qFrorfr enr
o-aq o-*frqr
Pen Piclure by Reviewing Officer on lhe overoll quolities of the officer including
oreo of sirengths & lesser slrength, extroordinory ochievements & significonl
foilures ond ottitude towords weoker seclions.

6. dsrsonftq:
Numedcol Grodlng:
q.rq * qffio q-d*fi + €rgwR 1-10 * tni w {qrtro tBq
Numericol Groding on o scole of I -l 0 os per the insiructions circuloted
seporotely

\reIFI : EEII{trT:
Ploce: Signoture:
ftcio,: crq we Grffil {
Dote: Nome in Block letters:
tr<TIFI:
Designolion:
(tuH qft q-qe $
(During the period of Report)
 lt

INSTRUCTIONS TO FILL THE ANNUAL PERFORMANCE ASSESSMENT

REpORT (ApAR) FORM OF GROUP'A'& 'B'OFFTCERS

t. The Annuol Performonce Assessmenl Repori {APARI is on imporlonl

documenl. il provides the bosic ond vitol inpuls for ossessing lhe
performonce of on officer ond for his/her furlher odvoncement in
his/her coreer. The otficer reporied upon, the Reporting Authority. lhe
Reviewing Authority ond the Accepling Authority should, therefore.
undertoke the duty of filling out the form wilh o high sense of
responsibility.

Performonce opproisol through Annuol Performonce Assessmenl

Reporl should be used os o tool for humon resources developmenl.
Reporting Officers should reolize thot the obiective is lo develop on
officer so thot he/she reolizes his/her lrue polentiol. lt is nol meonl lo
be o fouli-finding process bul o developmenlol one. The Reporling
Officer ond lhe Reviewing Officer should nol shy owoy from reporling
shorlcomings in performonce, ottiludes or overoll personolity of lhe
officer reoorled uPon.

3 The columns should be filled with due core ond ollention ond ofter
devotjng odequole lime. Any oltempt to fill the repori in o cosuol or
superficiol monner will be eosily discernible to lhe higher outhority.

4 lf lhe Reviewing Aulhority is solisfied thot the Reporling Aulhority hod

mode lhe report wilhout due core ond oltenlion he/she sholl record o
remork to thot effect in Porl V column 2 {Porl lV column 2 in cose of
HAG officers ond Members of Poslol Services Boord).

Every onswer sholl be given in nonotive form complemenled by

numericol groding. The spoce provided indicotes lhe deslred length
 t2

of lhe onswer. words ond phroses should be chosen corefully ond

should occurotely reflecl, lhe intention of the outhority recording the
onswer. Pleose use unombiguous ond simple longuoge. Pleose do
nol use omnibus expressions like 'Outslonding' 'Very Good' 'Averoge',
'Below overoge', while giving your commenls ogoinst ony of the
otkibutes.

6 The Reporting officer sholl in lhe beginning of the yeor set

quonlitotive/physicol/finonciol lorgets in consultolion with eoch of the
officer with respect to whom he is required lo report upon.
Performonce opproisol should be o joinl exercise between lhe officer
reporled upon ond the Reporting Officer. The lorgets/gools sholl be
sel ol the commencement of the reporling yeor i.e. April. lhe first
mon'lh of the reporting yeor. In lhe cose of on officer loking up o new
ossignmenl in the course of the reporling yeor, such torgels/gools sholl
be sel ot the time of ossumption of the new ossignment.

7 The torgels should be cleody known ond underslood by both lhe

officers concerned. while fixing the lorgets, priorily should be ossigned
item-wise, loking inlo considerotion lhe noture ond ihe oreo of work
ond ony speciol feotures thot moy be specific lc lhe nolure of lhe
oreo of the work of the officei to be reporled upon.

a Although performonce opproisol is o yeor-end exercise, in order lhot it

moy be o tool for humon resource development, the Reporting Officer
ond lhe otficer reporied upon should meet during the course of lhe
yeor of regulor iniervols lo review lhe performonce ond to loke
necessory corective sieps.

9. It should be lhe endeovour of eoch opproiser lo presenl lhe kuesl

possible picture of lhe opproisee in regord to his/her performonce.
conducl, behoviour ond potentiol.
 l3

10. Assessmenl should be confined to lhe opproisee's performonce during

lhe period of reporl only.

lt. Some posts of lhe some ronk moy be more exocling lhon olhers. Ihe
degree of slress ond stroin in ony post moy olso vory from lime to lime.
These focls should be borne in mind during opproisol ond should be
commenled upon oppropriotely.

t2. Aspects on which on opproisee is to be evoluoled on different

oltributes ore delineoted below eoch column. The opproiser should
deol with these ond olher ospecls relevoni lo lhe olkibules.

r3. The numericol groding ore lo be oworded by Reporting ond

Reviewing Aulhority for the work outpul, personnel ottributes ond
functionol compelency of the off'cer reporled upon. They should be in
the scole of l-10, where I reters to lowest grode ond l0 to the highesl.

14. (i) APAR groded belween 8 ond l0will be roted os "oulstonding" ond
will be given o
score of 9 .for the purpose of colculoling overoge
scores for emponelmenl/promotion.

(ii) APAR groded belween 6 ond shorl of 8 will be roted os "very

good" ond given o score of 7.

(iii) APAR groded between 4 ond short of 6 will be roled os "good"

ond given o score of 5.

(iv) APAR groded below 4 will be given o score of zero

15. ll of I or 2 (ogoinst work ouipul or

is expecled thol ony groding
otlributes or functionol compeiency or overoll grode) would be
odequolely jusiified in lhe pen-picture by woy of specific foilures ond
similorly, ony grode of 9 or l0 would be iustified with respect to specific
occomplishmenls. Grodes of l-2 or 9-10 ore expecled lo be rore
 l4

occurrences ond hence. lhe need to justify lhem. ln owording o

numericql grode the reporling ond reviewing outhorities should role
the officer ogoinsl o lorger populolion of his/her peers lhol moy be
cunenlly working under them.

16. The overoll grode on o scole of I -10 will be bosed on 4070 weighloge
on ossessmenl of work outpul ond 3ffi eoch for ossessmenl of
personnel oilribules ond functionol compelency. The overoll groding
will be bosed on oddilion ol lhe meon volue of eoch group of
indicotion in proporlion to weightoge ossigned.

Exomole lo orrlve ot Overoll Grodlno:

(o)The overoll groding in eoch cotegory (viz. work outpui, peEonnel

ollributes ond funclionol competencyl will be worked out by dividing
the totol of numericol groding by lhe totol number of componenl in
thot colegory os indicoled below (the meon volue):

wo{k Output Nurnodcol Pe.3onnGl Num.dcol funcllonol Numerlcol

Grodlng AtMbulci Grodlno ComDalancy Grodlno
Accomplishmenl 7 Allitude lo work 6 Knowledge ot 9
of plonned Rules/
worklwork Regulolioni/Pro
ollotled os per cedures in lhe
subiecls olloited. oreo of
funclion ond
obility to opply
lhem conectly.
Quolity of oulput 8 Sense ol 7 Strotegic 3
responsibilly plonning ohiIty

Anolyticol obility 8 Moinlenonce of 8 Decision 7

Uscipline moking obility
Accomplishmenl 9 communicolion 8 Coordinolion 6
of exceplionol skillt obility

unforeseen iosks
pertormed I

Ov.roll Grodlng 31lr=a Leodership 7 Ability lo I

on Woik Oulput quolilies molivole ond
develop
subo{dinoles
Copocity to work 9 Overoll Grodlng 3Els.7.6
in teom spiril on ;uncllonol
CompeLncy
 15

Copocity io work 7
I
in lime limit

lnler personol 8
relotions

Overoll Grodlng 60/E=7.5

on Personol
Altrlbules

(b) Colculotion of Overoll Groding on lhe bosis of individuol groding in

eoch cotegory while keeping in view the weightoge os given below:

Cotegory Numerlcol Weightoge Numerlcol Grodlng on lhe

Grodlng bosls of welghloge
work Output 8 4Vo 3.20
Pe]sonnel Alhlbuler 30% 2.25
tunctionol Compelency 7.6 3Vo 2.28
overoll Grodlng 7.73

1-' wherever, occepting oulhority hos been prescribed in lhe existing

system in lhe codre, occepting outhorily will olso give overoll grode on
scole of l-10.

18. The officer reporled upon moy be required to indicote specific oreos
in which he/she feels the need to upgrode scole ond otlend troining
progromme. He/she should olso indicote the specific steps lhot
he/she hos token or propose to ioke lo upgrode his/her skills in the
identified oreo. Ihe Reporting/Reviewing Officer moy give specific
comments on lhe requirement of skill upgrodolion.

19. The concepl of occepting outhority will continue for lhe officers of
HAG ronk only os per ihe letter No. ll-2l96-Vig doted 23.4.96 of the
Deporlment of Posts.

20 The moinlenonce ond custody of the Annuol Performonce Assessment

Reporls will be regulolbd os follows:
 l6

(o) The Annuol Performonce Assessment Reports on Government

servonts of lhe orgonized services should be kept by the
Ministrv/Deportment/Office, which controls the service.

(b) Ihe Annuol of the Heods of

Performonce Assessment Reporls
Deportmenls ond thek deputies should be kept by the
Adminislrotive Minislry concerned.

(c) Ihe Annuol Performonce Assessment Reports on other Group 'A'

ond Group 'B' Government servonls should be kepl by lhe Heod of
the Deporlment or ony other outhorily specified by him/her.

(d) The Annuol Performonce Assessmenl Reports on Group 'C'

(including Multi-Skilled Employees) Governmenl servonts (whenever
mointoined) should be kept by ihe outhority specified by the Heod
of lhe Deportmenl.

{e) The Annuol Performonce Assessment Reporls should not in ony

cose be kept by on outhority higher thon lhe oppoinling outhorily.

Nole on fflllno uo lhe lnteorlly column:

ln the form of Annuol Performonce Assessment Report there is o column

regording integrity to enoble the Reporting Officer to moke his remorks on lhe
integrity of lhe Governmenl servoni reporled upon. The following guidelines
should be followed in the motler of moking enlries in lhe column reloting lo
inlegrity:

o) Supervisory cfficer should mointoin o confidenliol diory in which instonces

which creote suspicions oboul lhe inlegrity of o subordinole should be
noted from lime lo time ond oclion lo verify the truth of such suspicions
should be token expediliously by moking confidentiol enquiries
 17

deporlmentolly or by refening the motler to the Speciol Police

Esloblishmenl. Al lhe time of recording lhe Annuol Performonce
Assessment Report, this diory should be consulled ond the moteriol in il
utilized for filling in the column reloting lo integrity. lf the column is nol
filled on occounl of the unconfirmed nolure of the suspicions, turlher
oction should be token in occordonce with lhe following suFporogrophs.

b) The column perloining lo integrily in the Chorocter Roll should be lefl

blonk ond o seporote secrei nole oboui lhe doubts ond suspicions
regording lhe Government servonl's inlegrity should be recorded
simulloneously ond followed up.

c) A copy of the secrei nole should be senl logether with lhe Chorocter Roll
lo lhe nexl superior officer who should ensure thol the follow up oclion is

token expediliously.

d) lf, os o result of the follow up oction, o Government servonl is exoneroled,

his inlegrity should be cerlified ond on enlry mode in the Chorocler Roll
by lhe officer inchorge for moinloining the APAR. For the purpose of
moniloring, lhe officer in chorge moy keep o seporole lisl of APAR where
the inlegrity of on officer hos nol been certified.

e) lf suspicions regording his inlegrily ore confirmed, lhis foct con olso be
recorded ond duly communicoted to the Government servont
concerned.

f) There moy be coses in which ofter o secrel reporl/note hos been

recorded expressing suspicion obout o Governmenl servonl's integrity,
lhe inquiries thot follow do nol disclose sufficient moleriol to remove the
suspicion or to confirm it. ln such o cose, lhe Governmeni servont's
conduct should be wotched for o further period, ond, in the meonlime,
he should, os for os proclicoble, be kept owoy from positions in which
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lhere ore opporlunilies for indulging in corrupl proclices ond thereofter

oction ioken os indicoted ot (d) ond (e) obove.

s) There ore occ:osions when o Reporting Officer connot in foirness to himself

ond to the Governmenl servont reported upon. eilher cerlify inlegrity or
moke on odverse entry or even be in possession of ony informolion which
would enoble him lo moke o secret reporl to lhe Heod of Deportment.
Such instonces con occur when o Government servont is serving in o
remole stoiion ond the Reporting Officer hos nol hod occosion lo wolch
his work closely or when o Governmenl servonl hos worked under the
Reporling Oflicer only for o brief period or hos been on long leove elc. ln
oll such coses, the Reporling Officer should moke on entry in lhe inlegrity
column to lhe effecl thot he hos not wolched ihe Governmenl servonl's
work for sufficient lime to be oble to moke ony definite remork or thof he
hos heord nothing ogoinst the Government servonl's integrily, os ihe cose
moy be. This would be o foctuol siolemenl lo which there con be no
objection. Bui it is necessory thot o superior officer should moke every
efforl to form o definite judgement obout the iniegrity of those working
under him, os eorly os possible, so thol he moy be oble lo moke o positive
slolement.
(Deporlment of Personnel OM No. 5115/72-Esll.A doted 20rh moy, \9721

h) The remorks ogoinsl the inlegdly column sholl be mode by the Reporling
Officer in one of three options mentioned below:
(i) Beyond doubt.

{I ) Since the integrily of the officer is doubtlul, o secret note is otioched.

liii) Not woiched lhe officer's work for sufficienl time to form o definite
iudgemenl bul nolhing odverse hos been reporled to me obout lhe
ofllcer.