eirefteret eraftest ri ! Raa Wat Hees STAT Ua BATT ortharrs, TagT OFFICE OF THE PRINCIPAL ACCOUNTANT GENERAL (A&E), CHHATTISGARH, RAIPUR auntie car sftresrtat (1/1) wer afees etarttr aan sftremfeat ® fered anfes wnrelftreret Ageriart wfereert ANNUAL PERFORMANCE APPRAISAL REPORT FOR DIVISIONAL ACCOUNTS OFFICER GRADE - I/II & SENIOR DIVISIONAL ACCOUNTS OFFICER ott Shri/ Smt Ku ! sacra ore Designation/Unique 1D . fen a w= From. Towantta chat aftreratvates eartte sftrerteat @ fort afte oredrrenet apart wit ANNUAL PERFORMANCE APPRAISAL REPORT FOR AND SENIOR DIVISIONAL ACCOUNTS OFFICER DIVISIONAL ACCOUNTS OFFICER (I Report for the period from... _ to. raf RoE. a a eh flr ot fo PART-I PERSONAL DATA (To be filed by the administrative section concerned of the office) ceoenerer ob eter srr prey ET ore OTP ah FT) 1. Name of the officer (in capital letters) fer) er TH 2 Employee LD. safer ear 3. Designation wert 4, Whether the officer belongs to Scheduled caste/ Scheduled Tribe? sear safeties ny refer aerate ar 87 5. Date of Birth a fae 6. Educational qualifications including Professional and technical qualifications gfe stra erat extra exter verre ateret 7. Departmental Examination passed (DA Grade exam etc.) Seok at melt rte: Eber refer sep safest ats ert tx, as oéter arf) Date of continuous appointment to the present grade cactara ats & corre Prgfeer a fer Present post and date of appointment thereto 2. aches ge ee Pre ef Period of absence from duty (on keave, training etc.) during the year. Ifhe has undergone training pkase specify an ab cher cued ter sift we ze a aTeOT) eel a epee aM rar, oe we Pre wer fer et ah ape fet wou et sechat eL 10,PART-II SELF APPRAISAL ergot (To be filled by the official Reported upon) (orftarret, Brava Rate feratt ore! @, carer 9 TPL ah fred (Pease read carefully the instructions given at the end of the form before filling the entries) apr wR eb ore ab le ab ver a etek repent ey err et ee) 1. Brief description of the duties avctent ar eifver fret |A.Pkase specify targets/ goab (in quantitative or other terms) of workyyou set for yourself or that were set for you, eight or ten items of work in the order of priority and your achievement against each target. 2.) ape seh ee ob fet Pharr oedeh eet eee et ees ear sre aH aT seh Bret Pater ft mete ar fbr av at sea ee, eer ab ew Hemel eA 8 at 10 me we metas SB are weft aefer or ater TI Target/ Objectives/ Goals Achievements wea) seve) ate svaferat3 (8) Ifyou are a Divisional Accounts Officer(I/II)/Sr. Divisional Accounts Officer please state briefly, the target set and the quantum of work done in regard to reco! indexing and ‘weeding out of files, maintenance of Guard Files, Sectional Note Book and other registers, furnishing of O& M and other returns etc. 2. (@) AR se eter ear serene etafie: Sear sears & at er Patter wer ae abies eA, at ear, wreath Bet et mT ATE wget er RAT, per eae fhe wee efareeet at wes Ue, A weer at ate RRP sm am wee ant ab alte A fOr rt art St wrt & ar A aay A aad (A) Please state briefly the shortfalls with reference to the targets/ objectives referred to the column. 2. Please specify constraints, if any, in achieving the targets. (co) ape aren 2H fener eet) SeReeHt eak a eet et leh A wee, er erect a er ser er, af ag at ar ote we (B) Please also indicate items in which there have been significantly, higher achievements and your contribution thereto. (es) apre Sr et e at aa e ecet ses SaeRret f w eT Sree TET ft enti (C) Any significant additional achievements apart from those mentioned in column 2. (a) ater 2 8 ware met safer @ fae ser Herat aueHferat (0) Training programme attended (0) fret ake, Fret eer ge ah Signature of the Officer reported upon. wer ree eet sift oh eee Full Name. gar Designation... wer Date. Rete4 PART - Ill (To be filled in by Reporting Officer) MPT INL (ReAEe safremet eer et ab rw) 1 Please state whether you agree with the self-appraisal of the officer reported upon as mentioned in part Ul. Ifnot, please furnish the factual details. ager er eer fer, Bere RANE ral rel, er ern A ae Te events eee 82 a, at age refen ereor 2. Assessment of work output Numerical grading is to be assigned by Reporting and Reviewing Authorities on a scale of 1-10 (One-ten), where 1 refers to the lowest and 10 to the highest grade. Welghtage to this section would be 40 percent. (Please read carefully the guidelines before filling the entries) cord Premera aie “aemreres we amr Prafeor Pann wel grPteleror wren rer Fert Hear ®, ott 1-10 a Gort ae BT arte, Set 1 erat aH AYE cre 10 Teer HE aor Teeter eT BI ‘ge om aT Teer 40% RTT quer Rerart a opt fee Paget ot erat ae Ts Ttems Reporting | Reviewing Authority | Initial of No. % ‘Authority | (Refer para 2of | Reviewing ae ‘fete Part-IV) Authority, seri saieret | Aero vere | gti (eet a4 at | ernét tera eet) | sree @ __ | Accomplishment of planned work/work allotted as per subject allotted Prelit ane aft safer 5 sree ue saelfer fear Tren are Gi _ | Quality of Output aor Frenret at arte (ii) _| Analytical ability ‘faecroor ot aver (iv) | Accomplishment of exceptional ‘work/unforescen tasks performed arenes ae aft mifeyfeeer ae re aT (@ _ | Overall Grading on ‘Work Output” “cpr eer we er He Prater5 Assessment of personal attributes Numerical grading is to be assigned by Reporting and Reviewing Authorities on a scale of 1-10 (One-ten), where 1 refers to the lowest and 10 to the highest grade. Weightage to this section would be 30 percent eer eit ar ApeTOrT ‘esate He er Prefer eater wl rafter mnremré rer fever rT, at 1=10 Cean=ze oh Go ‘ae ae ane, ret eet a re 10 ore HE wor are ANC BY KT ATT aT TE 30% ITI SI No. Trems Reporting | Reviewing Taitalor 7 ‘Authority | Authority (Refer | Reviewing fear Para 2of uty sare PartlV) Oo peor steorét | wtbeenst ob (eh T-IV a sree ter 2 or eet A) ‘Attitude to work rd & it genio Sense of responsibility ‘Seereterer att are Maintenance of Discipline SIREN Hr SAT Communication wa eae ft Qecet Teadership qualities Age avert vi vil Vill Capacity to work in team spirit eat a rer aed at a eT Capacity to adhere to time-schedule “eer reo a Sere we a TET Inter-personal relations meet Siar ‘Overall bearing and personality arm Ot oe wafer Overall Grading on ‘Personal Attributes’ “tees nt 3 sme eI atte or Prater6 Assessment of functional competency Numerical grading is to be assigned by Reporting and Reviewing Authorities on a scale of 1- 10 (One-Ten), where 1 refers to the lowest and 10 to the highest grade. Weightage to this Section would be 30 percent Wenner rene wr EIT weer we ear Preafeor Rao we eft went rer Re OTA, Ht 1—10 (eeH—zeT) oF ert cae Bi Re, et 4 era eo era 10 eT AE aor eT PEAT BL FET ATT HT ATE 30% BVT SI. Trems Reporting] Reviewing Tnitial of No. ae Authority Authority Reviewing Bet fatter | (Refer Para2 | Authority ore waft | ofPart-Iv) | gaFfeteer patter softest | frnret forma zm ter 2 | oe sreree wr eet a) i. Knowledge of Rules/ Regulations/ Procedures in the area of function and ability to apply them correctly rem] FAP rant] wrk aiirarsit a arent ea Se at om B UL eet a abe! i | Strategic planning ability Ate era er AY THT iii, [Decision making ability Proer a4 aft ere iv. [Coordination ability ear ert v. [Ability to motivate and develop subordinates fiver oF Re et Renter ae ot ent vi | Initiative meet afer vii [Overall Grading on ‘Functional Competency’ wrenrerferen Berra we era ane Prafeor Attitude toward Scheduled Caste/ Scheduled Tribe/ Weaker Sections of Society (Please comment on his/ her understanding of the problems of Scheduled Caste/ Scheduled Tribe/ Weaker Sections and willingness to deal with them) srqeifter anita orqeter seronfrt) amrate art ab fr geben apre serast sepefter oat orgie seronftat) waite ait ot emreersit wt amet aur SE ae aA at seat aor we feu 216 o ii) i) w) (0) wi) wi) wit ( o) i Attitude & potential: saPett ste were: (Pease indicate three fiekls of work from amongst the following for possible specialization and career development of the officer. Please mark 1, 2, 3, in three appropriate boxes.) ‘apuer safer at reer Frvehtaner ste ebfere wb ener a feet Pretereet 3 2 rete dat wt emia gue fir auger are 1,23 Frat Receipt Audit safer seared Commercial Audit rfc emer Autonomous Bodies Audit ‘earerer Peoret ot crarrethe Work Audit Prater ore Searaetert Other Audit see Seared Personal Administration and office Management ‘taeren were ste arafera wart Account Function ten ort Entitlement function ‘woardt aor Training wero Systems, 0&M Computerisation wonferan, aire wet Tate, Any other fields (Please specify) aie ar da GAT stat we) ‘Training: safereer: Please give recommendations for training with a view to further improving the effectiveness and capabilities of the officer ‘ape site at seer tte eek eri te es ae ate at sere rer oh ret ‘aronteer 8, ‘Additional Attributes for Divisional Accounts Officer I1/1/Sr. Divisional Accounts Officers “abutter am sifted 11/1/aRes ett Sam sient eb er fear eT (i) Attitude towards environment ‘wafeor ab afr gfemtor (@) Please comment on his/ her relations with the auditee organizations and ability to elicit co-operation from them. ) eprer Sremrdfer eirortt wb errer saree wh eter ae Srey reel rer awa wt THT feorft 1 (b) Please comment on his/ her attitude towards redressal of grievances relating to personal claims. (ee) rer etereer ret Setar bremreret emt ae emeA oh we safest eh yer oe Ao Bi10. 1. 12, State of health: ‘earer ar fazer Integrity arafrer (Pkase see note below the instruction) (are sete ab A A re Lao ath Pen picture by Reporting officer (In about 100 words) on the overall qualities of the officer including area of strength and esser strength, extraordinary achievements, significant fallures and attitude towards weaks sectons, sifteret freemen fate raft orth et err fewest, Arent erab ert, srerareor ‘Renfree reserenrer erent eonnte amt eb wy femora wt wor ego flexor (eer 100 ret #) Feat safeorét exer rar omer Overall numerical grading on the basis of weightage given in Para 2, 3 and 4 in Part Ill of the Report wfeetert a aT IN eB Ger 2, 3, cer 4H Ae me refer as sree ae ere wearer we Frazer Signature of the Reporting Officer with seal Rabie soe ah Ree Name in Block Letters. I ears eet Designation during the period of Report. AeahE at oe ae9 PART- IV REMARKS OF THE REVIEWING OFFICER HT 1V enter seftrerét at safer 1- Length of service under the Reviewing officer AP heor afters siffrs Se at arate Do you agree with the assessment made by the Reporting Officer with respect to the work. output and the various attributes in Part III? In case you do not agree with any of the numerical assessments of attributes please record your assessments in the column provided for you in part Ill and initial your entries. ‘ey are Te HL earch eee ever FfHer Tt ab eiaer fer orenrét rer Ae TOP Berea 8? AAR sare AR ater rer TRA aot ah eval eereen een Serene ETB, Tt TET Se eee TTT oT AR wen er oe Alor wt saTeRZ a ‘area E Yes, bagree Wo, Ido not agree. [have recorded ett went gh ry assessment in Part IT FG, 8 ene EB oer CH ar 111 # ok fer BI (Please strike out whichever is not applicable) Guar St amy 7 et 3B ae 2) In case of difference of opinion, please give details and reasons for the same. reer BY at Rey H epee revit a Seekes EI 4 Comments, if any, on the pen picture written by the Reporting Officer. ante saftenrét zrer flve mre emer Feraor we Few, ae tg eT. 1 S. Overall numerical grading on the basis of weightage given in Para 2,3 and 4 in Partill of the t. Rater a arm Il ob er 2,3, 0a a Re ae arerer Tee oe Ie ere AE Prefers Signature of the Reviewing Officer “aot oireordt BETTE Name in Block Letters .. a ae a aw rere me Designation during the period of Report... Date cnn emer ces ‘fewINSTRUCTIONS ‘feenfger 1 The Annual Performance Appraisal Report (APAR) is an important document It provides the basic and vital inputs for assessing 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 shoul, therefore, undertake the duty of filling ‘out the form with a high sense of responsibilty. afar anh Pret erie wie wes ect Geert, weit siPremrét ob nret rene a etary eet ob fle afte ereh bre A eves owt water At Te ate ecayet eT et, ‘gerry Ran safenreh tte Greer safer emt er woot et ore at aye ut FErekerét @ Pott cafe The performance Appraisal should be used as a tool for human resource development. Reporting officers should realize that the objective is to develop an officer so that he/ she realize true potential It is not meant to be a faultfinding process but 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. sare Pree eb geri cor auctor re afer fora wb feet wes eer ob wre Ht wea ert, ‘eater seme ent ere reper rear enfRe fae seer Henne ewe ler ea &, ees eft rz err at oferta era eect hw Pree fre where Perey wet a after &, Feat ear yréterr rfeorét ant eft Fs rer snferret wht flake feratt om At 2, sere are rere, sft aren afer wert mr arctan amet Hf eft 7 a) ‘The items 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 discernibke to higher authorities. et ot a area ote arr & weer ere Sone ser ae ere aA Rate srereear a ar eee athe ae er wees rer ort &, at re Ser une at ore eSATA SAT TI Answers shall be given in a narrative form. The provided indicates the desired length of the answer. Words and phrases should be chosen carefully and should accurately reflect the intention of the authority recording the answer. Pease use unambiguous and simple language. Please do not use omnibus expression like “Outstanding”, "Very Good”, “Average”, “Below Average’, whike giving your comments. eee rote we Aer rr, war evereh met wary at Gee a Be slang wr wart War ret cer areata ot reer at ear rar ante afte Sed wert et ere free art weet ear safer qofeitor wae rr ef ape epee eT Fee STAT 2 eT ey Prat Aa oh eT re fret ere see a rear“ ser”, “ater @t ews” Set agahor ret nr wetter ret ewer ene! The reporting Officer shall in the beginning of the year set quantitative/ physical targets in consultations with each of the Officers with respect to whom he is required to reported 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. Such targets/ goals shall be set at the time of assumption of the new assignment ‘Rata sarah eke rer et ether sitremrét pen eveed fRaTreTeR) arecten Breer Prater ater, Farr até serch er aH feat ot &, eet Pres aReai=r, set aif frre aks rath tt & afte RAAT sireeh eb ha aeger eh ear ent fRaHe a eee er) eer Prefer ed sre. a ah sane Ratt ent yet ug ear mrehare rere & at et ere AT eb er ob roe Pee fra eit10, 11 12 n ‘The targets should be clearly known and understood by both the officers concerned. While fixing the targets, priority should be assigned item-wise, taking into consideration the nature and the area of the 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 eat A eae sire eat eet oA arte neem ever rer ee, eer Prefer ree AEE ord hee afte rer 1 RI me ent cares HY ar ge TE ee Pree oh ott ef, ‘Foret sfenrét at Fane ARratt orth & serch ek ah ear ear ar fbr fe eh Although performance appraisal sa year-end exercise, in order that it may be a tool for human resource development, the Reporting Officer and the officer reported upon should meet during the course of the year at regular intervals to review the performance and to take necessary corrective steps. re re —Freret perent ea ah rer A ver me, ree aT wre a eH ener Pls we ‘etree oh Rerrer ob free et it FRaté Arar are stew eva rer aarerrét ah es rt rH, aR ak ah hve Pheer revered eet era waft es ere Prone at eft et on ee eT ree eqaTeTeNes Ter rel Tee It should be the endeavour of each appraises to present the truest possible picture of the appraise in regard and his/ her performance, conduct, behaviour and potential wets ere em ere were et eR Ps er mater eb ene amr etry Par om car & sere eed Pree, sorereor, ere ren ete aor reese arta let ree Prat er ‘Assessment should be confined to the appraisee’s performance during report only. ‘ora ater ob arch or erin fret om eer, seen ens RUNS at seater A eb sere ret “erent re a effin er ert Some posts of the same rank may be more exacting than others. The degree of stress and strain in any post may alo vary from time to time. These facts should be borne in mind during appraisal and should be commented upon appropriately. Wes Rew a aye a eral at eH fen srr wh erent lve es ue Ue care she ATE A ener re ere a eee RI ae He eal at ee A Zar TARA ste A A rete Rott et art afte ‘Aspects on which an appraisee isto be evaluated on different attributes are delineated below ‘each column. The appraiser should deal with these and other aspects relevanttto the attributes. rar eer ot Rane Frat ore sere er AT et Per ues tert Re STAT R. we wc ett oh AR ier fle er 1 Hee Panes we te ApH eb ter eee Mey we carder wreath eft! ‘The following procedure shoul be followed in filling up the column relating to integrity: eran eran eg wt a oh fer Pear oH er et Re TPT eRe: (i) Ifthe officer's integrity is beyond doubt, it may be so stated “aft aftrét at arc ent wide EF &, at et Sect rear STA (ii)ifthere is any doubt or suspicion, the column should be left blank and action taken as under: af emt wit ree wt, ite eet why fe ore eRe tke Pret ora amet et: () A separate secret note should be recorded and followed up. A copy of the note shoul also be sent together with the APAR to the next superior Officer who will ensure thattthe follow up action is taken expeditiously. Where itis not possible either to certify the integrity ortorecord the secret note, the Reporting Officer should state either that he had not watched the Officer's work for sufficient time to form a definite judgement or the he has heard against the officer, as. the case may be.0) © @ 13, @ (i) (i) R (0) OS Bee et Reh rare sect ecient ot Sef eRe Fer eet a ew we mets RS Bite set ete sfterd at As Sort ene oe ae Aten Se eR erie whet are Bev arse 8 seater st matter en ar nice Reet ot wer sae se aw Reliee wert St Ree S separ a aie eT OR erat sad eae Be or er et ane os at Sart reef us Pitan ca wes oe aS aI ost Se S Rew er tt {fas a result of the follow up action, the doubts or suspicions are cared the officer's integrity should be certified and an entry made accordingly in the APAR. OR seed arate & Sanee Se wr er gE ont tot sted ot eee oes arf erike ste nha foté F cage ERE at ot ere If the doubts or suspicions are confirmed, this fact should also be recorded and dully communicated to the officer concerned. 00 aR ate ar vest at ge Bont &, ot ax oer oo fat aT erie ote aa Stee Bt reat Req gen Sort eee! Ifas.aresulk of the foliow up action, the doubts of suspicions are neither cleared nor confirmed, the officer's conduct should be watched for a further Period and thereafter action taken as indicated at (b) and (c) above. © o? sed wrdedt S oaeen, aes med ay ae et ote 7A Set Ge Mw, at ARTE sree ve ste Sees aR oe Pret at art nike ste Sere aE GaN ste OT) word 1a ade @ sere order ot arf ene! Guidelines regarding filling up APAR with numerical grading: ‘Recree wite Profeer & are eters wet aie enter Numerical grading are to be awarded by Reporting and Reviewing Authorities for the quality ‘of work output, personal attributes and functional competence of the officer reported upon. These should be on the scak of 1-10, where 1 refers to the lowest grade and 10 to the highest grade. Foret seer a FeaiE frat on aA &, ees word Pree aM ete, tebe Ae ee wears ‘eer a ae wre rer WHE ear Prctzer AeA aver Gabor were rer re SPT BY at 1~10 Oot ae a fhe, et 1 eset ae HE wT re 10 BUNT HT She BET * 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 rade of 9 or 10 would be justifies 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 larger popubtion of his/ her peers that may be currently working under them. Be sare one fe wag My a 2 Core Sec ar Geers eH ar a HE w fe) He Prater & fore sted a sree wt ave wt ot fire aa fear # ater exe threr Sf {rar are ste Ket wee 9 BT 10 WHE we fre AO Pte aeeafRrat wr sheer aft ere et ‘rar ares eH 1-2 sreAT 9-10 Fee we R Se: Sera shee fe ew eee Bi eer WHR ers wet ene PRET wet Gah mart wt Prat street wor eat ten a fer salt eee actors ecient a eer # we eT ‘APARs graded between § and 10 will be rated as “Outstanding” and will be given a score of 9 for the purpose of cakubting average scores for empanelment/ promotion. Petes or 8 B10 me eT we Profes seere” eT Se eT aN a fee tree arenes eS erat wet fe wreries 9 Rar aresw) ™) wi) 14, 13 APARs graded between 6 and short of 8 will be rated as “Very Good” and will be given a score of7 wdigsrre ar 6B 8 mea ee A a era Prez ge rest” eT re ve erie 7 RTT rem APARs graded between 4 and short of 6 will be rated as “Good” and will be given a score of 5. wigs ar 4 Bo mer GER 6 Se oT BAe Frater “rear” HT EMT evar rerien 5 fe sre APARs graded below 4 will be given a score of “Zero” vivo or 4 em BN Fake er ure A Rar eT Weightage and mean’ Weights have been assigned to work output, personal attributes and functional competency. ‘The overall grade on a score of 1-10 will be based on 40% weightage on assessment of work output and 30% each for assessment of personal attributes and functional competency. The overll grading will be based on addition of the mean value of each group of indicators in proportion to weightage assigned. (Ministry of Home Affairs OM No. 51/4/64 Estt (A) dated 23.07.2009 and Department of personnel and Training OM No. 21011/1/2005-Estt (A) (Pt Il) dated 23.07.2009) srrerer wet tere: snrefe, eet eareere, ares weit er weateres rere we Pree Bi eT He ar TEE “110 aren mover rz seer amr, Freee 40% ear refer ere arcane yates ob Fee Te Wee 30% rete eaten pit eer eran ree ob ert ob fre Aer nets eget eae Prater wk ag Beier d acqare oe Prater &, stern Ae eb its we serenfeer ee (oe rere a eater as est 5:1/4/64—EaTEAT CH), FEten 23.07.2009 wet eer we wreTeT ‘orm emt eoratferer weer efesat 21011/1/2005-aTeT CH) CPT-Ah, FR 23.07.2009 )