The document discusses performance evaluation in the Pakistan Army. It provides details on: 1. Techniques used for evaluation including graphic rating scales, behaviorally anchored rating scales, and pen pictures. 2. Factors evaluated for officers including professional competence, leadership ability, and personality traits. Physical performance is also assessed. 3. Potential issues with the system like human factor errors from personal biases influencing ratings. 4. Compensation and promotion are not directly linked to performance evaluations, though repeated negative appraisals could lead to transfers or dismissal.

2. Name : Fizba Razaq

3. PAKISTAN
ARMY

4. Group Members
• FIZBA RAZAQ
• NUZHAT PARVEEN
• SAMINA IJAZ
• SANA ARSHAD
• MAHAM SANA
• ASIF IQBAL

6. Army Introduction
 Pakistan Army is the largest
branch of military.
 It is mainly responsible for
protecting state border.
 The security of administration
and defending the national
interests of Pakistan.
 It is also to be utilized for
internal security

7. HISTORY
 Pakistan military formed the officers
who fought world war II under the
British Raj joined the military of
Pakistan giving it professionalism,
experience and leadership.
 After independence, the military
supposed to have been divided
between India and Pakistan with a
ratio of 64% going to India and 36%
for Pakistan.

8.  Iman
 Taqwa
 Jihad-fi-sabilillah

9. • IMAN
 To have faith and trust in
Allah and consider oneself
A follower of none but Allah
And a follower of none but his
messenger
• Taqwa
The fear of Allah Almighty.
Guarding ones tongue, hands
and heart from evil.
Righteous, piety and good
conduct.

10. • Jihad-fi-Sabilillah
 Jihad means ‘to struggle’ or ‘to strive’
 Shift the lordship of man over man to the
lordship of Allah on the Earth
 To stake one’s life and everything else to
achieve this scared purpose.

11. NUZHAT PARVEEN

12. Pakistan Army Hierarchy
 Officers
Field Marshal
General
Lieutenant General
Major General
Brigadier
Colonel
Lieutenant Colonel
Major
Captain
Lieutenant
Second Lieutenant

13. Pakistan Army Hierarchy
• Junior Commissioned Officers
Subedar Major
Subedar
Naib Subedar
• Non-Commissioned Officers
Battalion Havildar Major
Battalion Quartermaster Havildar
Company Havildar Major
Company Quartermaster Havildar
Havildar
Naik
Lance Naik

15. UNIFORMS
• The standard uniform for the
Pakistan Army was a traditional old
British Army Khaki.
• Now The colors of the new pattern
uniform depend on the geographical
areas.

16. MILITARY INTELLIGENCE ACADEMIES
Pakistan's Military Intelligence (MI) is one
of the three main intelligence services in
Pakistan.
Functions involve monitoring high level
military and political leaders and safe
guarding critical facilities such as military
and non-military installations.

17. 1. • Pakistan Air Force Academy
2. • Pakistan Naval Academy
3. • Pakistan Maritime Academy
4. Pakistan Military Academy

18. Pakistan Army Hierarchy
• Junior Commissioned Officers
* Subedar Major
* Subedar
* Naib Subedar
• Non-Commissioned Officers
* Battalion Havildar Major
* Battalion Quartermaster Havildar
* Company Havildar Major
* Company Quartermaster Havildar
* Havildar
* Naik
* Lance Naik
Performance Appraisal is a process in
which supervisor evaluates his/her
subordinate’s performance
It basically has three steps:
Examines and evaluates an
employee's work behavior by
comparing it with preset standards
Documents the results of the
comparison
Uses the results to provide feedback
to the employee to show where
improvements are needed and why.

19. SAMINA IJAZ

20. ACR stands for Annual
Confidential Report.
This is an annual assessment
report of subordinate staffs
maintained by Human
Resources Department of the
concerned institution.

21. •Specific observations regarding
character, conduct, integrity and
performance of a servant.
•ACR reveals the clear picture of
a servant.
personal qualities
standard of performance
dealing with others
potential growth
his suitability for promotion
to appoint to a higher post
according to individual

22.  The system of writing confidential reports
has two main objectives.
• Improve performance of the
subordinates in their present job.
• Assess their potentialities and to
prepare them for the jobs suitable to
their personality
 A.C.R. should be discreet, judicious,
precise, detached, disinterested,
dispassionate, equitable and fair minded
without being partial.

23.  The measurement of
performance in military
organizations is more complex
and difficult process compared
to the performance evaluation
in the private sector.
 More measurements in
various levels are made
compared to those in the
private sector.

24. Data Channels of Pakistan Army for evaluation
 Performance and Potential Evaluation by the reporting officers
(Including narrative comments on performance and potential of
the subject personnel)
 Performance Evaluation
 Courses and Trainings
 Foreign Language Knowledge
 Education Level
 Physical Fitness Evaluation Test
 Appraisal-Award-Punishment
 Career Summary
 Personality Traits
 Occupational Knowledge
 Comparative Assessment
Performance Evaluation in
Pakistan military

25. Dimensions of Performance Evaluation
System in Pakistan Army
Validity
Directness
Objectivity
Adequacy
Quantitative
Practicality
Reliability

26. SANAARSHAD

27.  Two Categories of
Evaluation System in
Pakistan Army
 Other Rank Evaluation
Report
 Officer’s Evaluation
Report
 Format of Evaluation is
different but criteria is
same for both.

28. Other rank officers are
evaluated mainly on the
following characteristic:
Ability to work
Theory to practice
Ability to Work Under
Pressure and to Meet
Deadlines.
Ability to work
independently
Other Ranks
Evaluation System

29. Personal Details of the Evaluating Personnel
 Name and Surname
Rank
Service Number
Current Appointment or Post
Medical Status (Recent medical report disability if exists)
 Promotional Exams
Courses (Military Academy)
Academic Title
Date of Appointment in various Ranks
Marital Status (occupation of her spouse, number of children)
Period of Direct Contact with the Subject Personnel
Dimensions of Officers
Evaluation System

30. Dimensions of Officers Evaluation
System For the Use Of MS Branch
 Initial Officer Evaluation
 Performance Personality Evaluation
 Demo performance
 Professional competence
 Leadership/Command Ability
 Common Skills
• Brief Pen Pictures
 Strong POINTS
 Weak Areas
 Emp Recommendation (Fit for staff or Command)
 Promotion Recommendation
 Reason for unfit/FME
 GRD Awarded
 Technical reporting Officer’s Evaluation
 Senior Reporting Officer’s Evaluation
 Next Senior Reporting Officer’s Evaluation

31. Physical Performance is evaluated by
testing running, push-up and sit-up.
 There are also additional parameters, for
example rope climbing, swimming and
pull-up
Physical Performance

32. Intellectual attributes
behavioral attributes
special qualities
professional qualities
Characteristic features.

33. MAHUM SANA

34. SWOT Analysis
• Strengths
• Weaknesses
• Opportunities
• Threats

35. Strengths
• Low cost , dispensable
• Force multiplier
• Flexible deployment
• Ideal counter for high-high fifth
generation threat
• Adds new dimension to air battle
• Allows for flexibility in strategy

36. Weaknesses
• Lack of situational awareness of UCAVs
• Poor post-merge comparative
performance vis-à-vis manned fighters
• If enemy finds a weakness it can be exploited
until Software update
• More affected by Electronic warfare (EW)

37. Opportunities
• Take advantage of rapid changes in
technology
• Ideal utilization of existing industrial
expertise
• Balance fighter force structure which
presently lacks sufficient high-high
platforms

38. Threats
• Indian strength in IT and UAVs (via
Israel)
• New dimension to arms race against
superior financial and technical resources
• Lack of a greed governance structure
across the ICT and health sectors

39. Techniques Used In Performance
Evaluation in Pakistan Army
Methods used by Pakistan army
Graphic Rating Scale
Pen Picture
Bars

40. Techniques Used In Performance
Evaluation in Pakistan Army
• Graphic Rating Scale
Army officers are evaluated
on different traits
Each trait is listed down and
the reporting officer rank each
traits
sum up the total and evaluate
the officer

41. Techniques Used In Performance
Evaluation in Pakistan Army
• Behaviorally anchored rating scale
In part III of OER, performance/personality
evaluation BARS are used to evaluate the
personality factors.
• Pen picture
Reporting officer give his remarks about
evaluating officer
Paragraph is return on his leader ship and
command quality
.

42. Techniques Used In Performance
Evaluation in Pakistan Army
Quantitative and Qualitative Ranking Scale
• Quantitative scale
Quantitative scale ranks from 1-6 is ranked where
1 is the least on the scale and 6 being the highest.
• Qualitative scale
Qualitative scale includes scales, such as
Outstanding Well
Above Average
Above Average High Average
Average Below Average

43. Man Power
Military Age 16-49 years old
Available for Military Service 48,453,305 males,
44,898,096 females,
Fit for
Military Service
37,945,440 males, (2010 est.)
37,381,549 females, (2010 est.)

44. ASIF IQBAL

45. WOMEN AND MINORITIES
IN THE FORCES
Women have served in
the Pakistani Army since
its foundation.
Currently, there is a
sizable number of
Women serving in the
army.
Most women are
recruited in the regular
Army to perform
medical and educational
work.
 Also minorities served in
forces

46. Officially any kind of corruption
does not exist in performance
evaluation system but it may
occur unofficially as a result of
human factor
Human factor error
Reporting intentionally high or
low from what a subordinate
deserves based on personal
liking and disliking results in
Human Factor Error in
appraising.

47. Personal Liking
Reporting Officer may over
rate the subordinate on the
basis of his personal liking for
the officer
Personal Disliking
Supervisor may rate any officer
adverse from what he deserves
on his personal grudges with
the evaluate office

48. Performance Appraisal and Base Pay
 There is no relation between Officer’s Evaluation
Report and base Pay
 The evaluation of an individual does not affect either
positively or negatively on the base pay
Performance Appraisal and Compensation
Performance evaluation report is not directly linked with
compensation.
Linking Performance Evaluation
System with Compensation and
Base Pay

49. . .
If poor performance is
evaluated, no detention
is given to the officer.
 He is transferred to
some other unit or
fired from the job, if
two consecutive
negative appraisals
are reported.

50. In Pakistan Military Performance Evaluation is very
important for transfer or promotion decisions.
Performance Evaluation and Transfer Decisions
 If the result of an officer’s performance evaluation is
below the prescribed standards in this case he is
transferred to some other unit

51. Performance Evaluation
and Promotion Decision
 Officer’s Evaluating Report is majorly
important for promotional decisions of
an officer
 On bad performance reported an officer
is not recommended for the promotion
 . On Good evaluation reported an officer
is recommended for promotion by the
senior reporting officer and then the
officer under goes in a procedure for the
promotion.

52. The performance evaluation
system of Pakistan army is well
designed as has fewer errors in
the system
Pakistan Army should introduce
incentive pays or bonuses to
encourage good performance of
the officer and motivate other
officers to work with passion for
the Pakistan army
. The reporting officer should
avoid personal interests while
evaluating the officer so he may
get the evaluation what he
deserves
Critical Analysis