2. Effective Date: 12/03/2011

4. To allow for continuous communication between supervisor and employee about job performance;

5. To offer the supervisor and employee the opportunity to develop a set of expectations for future performance;

6. To provide the opportunity for the supervisor and employee to assess the employee's past performance;

7. To provide for future development of the employee; and

8. To provide supporting documentation for pay decisions, promotions, transfers, grievances, complaints, disciplinary actions, and terminations.

10. Rating in all parts of performance appraisal should be consistent with and complementary to each other e.g. if an employee is rated high in parts-II & III he should be rated accordingly in part-IV i.e; potential for growth.

11. Remarks in part-V &VI should be compatible with scores in part-II &III.

12. If the 1st and 1nd appraisers need to record any negative or outstanding performance of an employee, which is not already mentioned in previous parts , they can write it in parts V and VI, meant for 1st and 2nd appraisers remarks.

13. 04.09 Scoring of Performance

14. Rating guide is given at the end of part-II.it is applicable to both part-II&III. Appraisers should read and follow it while rating the employees.

15. It has been noticed that some columns or parts of PA forms for the year 2006 were left blank like columns relating to “potential to growth” or “training & development” etc. it should be ensured that all parts are completely and properly filled.

17. Second appraiser s are responsible to submit performance appraisal forms under their jurisdiction, complete in all respects, strictly in accordance with the instructions, in ONE LOT to performance management department latest by 7th February , 2008 along with a covering letter containing the list of officers whose forms are enclosed. Piece meals submissions of forms should be avoided. He should also submit a certificate to the effect that no PA form is pending with him/her.

18. CERTIFICATION STATEMENT

19. All movement of performance appraisal forms should be properly diarized at each stage in order to fix responsibility in case of delay in submission of forms to next authority.Policy statement<br />