xksiuh; - military engineer (eapar...part ii – resume ¼qkez ds var e nh gbz fgnk;rksa dks...

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vkbZ-,-,Q-MCY;w2267[k¼bZ,ih,vkj½ IAFW-2267B (eAPAR)

lsuk vfHk;Urk lsok

MILITARY ENGINEER SERVICES o’kZ-----------------------------------------@vof/k---------------------------------------------ds fy, flfofy;u v/kh{kd vfHk;Urkvk]sa lgk;d dk;Zdkjh vfHk;Urkvksa vkSj

dk;Zikyd vfHk;Urkvksa ;k led{k vf/kdkfj;ksa dh okf’kZd@vkaf”kd fjiksVZA

ANNUAL/PART PERFORMANCE ASSESSMENT REPORT FOR CIVILIAN ASSISTANT ENGINEERS, ASSISTANT EXECUTIVE ENGINEERS AND EXECUTIVE ENGINEERS

OR EQUIVALENT FOR THE YEAR ………………… PERIOD FROM : TO :

D D M M Y Y Y Y D D M M Y Y Y Y ¼Ñi;k QkeZ ds var esa vuqns”k i<+sa½

(Please read the instructions at the end of the form)

igyk HkkxO;fDrxr fooj.k vkSj lsok fjdkMZ

PART I – PERSONAL DATA AND SERVICE RECORD

¼iz”kklfud vf/kdkjh }kjk Hkjk tk,½

(To be completed by Administrative Officer)

O;fDrxr fooj.k

PERSONAL DATA ___________________________________________________________________________________ 1. ls-v-ls- la[;k% 2. iwjk uke% ¼Li’V v{kjksa esa½

MES No : NAME IN FULL : (BLOCK LETTERS)

___________________________________________________________________________________ 3. orZeku ;wfuV@LFkkiuk %

Present Unit/Estt : ___________________________________________________________________________________ 4. dk;Zxzg.k djus dh rkjh[k lfgr orZeku fu;qfDr % 5. ¼d½ tUe frfFk%

Present Appointment with date of assumption: (a) Date of Birth : ¼[k½ lsok esa HkrhZ dh rkjh[k%

(b) Date of entry into : service ___________________________________________________________________________________ 6. A vgZrk,a@Qualifications : 6. B lEeku o iqjLdkj@Honours & Awards :

¼d½ “kSf{kd %

(a) Academic : ¼[k½ rduhdh %

(b) Technical : ¼x½ O;olkf;d %

(c) Professional :

¼dkslZ vkSj foHkkxh; ijh{kk½

(Course and Departmental Examination)

7. D;k vuqlwfpr tkfr@tutkfr ls laca/k j[krs gSa %

Whether belongs to Scheduled Caste/Scheduled Tribe : (NOT APPLICABLE TO GROUP ‘A’ OFFICERS)

fVIi.kh % Ñi;k dksbZ Hkh dkWye fjDr u NksMa+sA

Note : Please do not leave any column blank.

Recent passport

size photograph

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___________________________________________ xksiuh; fjiksVZ fy[ks tkus okys vf/kdkjh ds ls-v-ls- la[;k] uke o inuke fjiksfVZax vf/kdkjh ds gLrk{kj--------------------------------------

MES No, Name & Designation of Officer reported upon Initial of Reporting Officer

lsok fjdkMZ

Service Record

8. M;wVh ls vuqifLFkfr dh vof/k ¼NqV~Vh]izf”k{k.k vkfn ds fy, M;wVh ls vuqifLFkfr dh

vof/kA vxj mlus dksbZ izf”k{k.k fy;k gks rks] mldk mYys[k djsa½ a%

Period of absence from duty (on leave, training etc, during the year. If he/she has undergone training, please specify) :

9. fjiksfVZax o’kZ ds nkSjku %

During the reporting year :- ¼d½ dkslZ dc iwjk fd;k vkSj D;k xzsM feyk] tgk¡ ykxw gks %

(a) Course completed and grading where applicable : ¼[k½ izdk”ku ds fy, O;olkf;d if=dkvksa dks ys[k dc Hksts x,%

(b) Papers submitted to professional journals for publication: ¼x½ vuqla/kku dk;Z %

(c) Research work done :

10. gLrk{kj ,oa rkjh[k %

Signature with date : _____________________ ___________________ ¼d½ fjiksVZ fy[ks tkus okys vf/kdkjh dk uke ¼[k½ iz”kklfud vf/kdkjh

(a) Officer reported upon (b) Administrative Officer

nwljk Hkkx lkjo`r

PART II – RESUME

¼QkeZ ds var esa nh gqbZ fgnk;rksa dks lko/kkuh iwoZd i<+us ds ckn ftl vf/kdkjh dh fjiksVZ fy[kh tk jgh gS] og bl dkWye esa Hkjsa½

(To be filled by the Officer Reported Upon after reading carefully the instructions given at the end of the form)

11. M;wfV;ksa ds ckjs esa laf{kIr fooj.k %

Brief description of duties :- ______________________________ ¼fjiksVZ fy[ks tkus okys vf/kdkjh ds gLrk{kj ,oa rkjh[k½

(Signature of Officer Reported Upon with date) fVIi.kh % Ñi;k dksbZ Hkh dkWye fjDr u NksMa+sA


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12. vkius vius fy, ;k vkids vf/kdkfj;ksa us vkids fy, tk foÙkh;@dk;kZRed VkxsZV r; fd, gSa] muesa ls vxzrkØe ds vuqlkj vkB ls nl vkbVeksa dk mYys[k djsa

vkSj ml laca/k esa viuh miyfC/k;ksa dk Hkh mYys[k djsa] VkxsZV@miyfC/k;ka@ikcafn;ka vxj gkas rksA

Qualitative/Physical/Financial targets/objectives/set for yourself or that were set for you in respect of eight to ten items of work in order of priority and your achievement against each target. VkxsZV miyfC/k;ka #dkoV] ;fn dksbZ gks

Targets Achievements Constraints, if any ¼d½@(a)

¼[k½@b)

¼x½@(c)

¼?k½@(d)

¼p½@(e)

¼N½@(f)

¼t½@(g)

¼>½@(h)

¼V½@(j)

¼B½@(k)

fVIi.kh % Ñi;k mu dk;ksZa dk Hkh mYys[k djsa ftuesa vkidh fo”ks’k miyfC/k vkSj ;ksxnku jgk gksA

Note : Please also indicate items in which there have been significantly higher achievements and contribution thereto.

13. ¼d½ Ñi;k mYys[k djsa fd D;k iwoZorhZ dSysaMj o’kZ dh vpy laifÙk okf’kZd fooj.kh fu/kkZfjr rkjh[k vFkkZr dSysaMj o’kZ ls mrjkorhZ dh 31

tuojh rd ntZ djk nh xbZ FkhA ;fn ugha rks fooj.kh ntZ djkus dh rkjh[k nh tk,A

Please state whether the annual return for immovable property for the preceding calendar year was filed within the prescribed date ie 31st Jan of the year. If not, the date of filing the return should be given.

¼[k½ D;k okf’kZd LoLF; fjiksVZ layXu dh x;h gS\ ¼v½ gk¡ ¼c½ ugha ¼l½ ykxw ugha gS

(b) Whether Annual Medical Report attached ? (i) Yes (ii) No (iii) N/A

¼okf’kZd LoLF; fjiksVZ dsoy xzqi *,* vf/kdkfj;ksa ds fy, ykxw gS] tks 40 o’kZ dh voLFkk ikj dj pqds gSa@Annual Medical Report

applicable only to Gp ‘A’ offr, who has attended age of 40 years.)

________________________________ ¼fjiksVZ fy[ks tkus okys vf/kdkjh ds gLrk{kj ,oa rkjh[k

(Signature of Officer Reported Upon with date) fVIi.kh % Ñi;k dksbZ Hkh dkWye fjDr u NksMa+sA


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rhljk HkkxO;fDrxr fo”ks’krk,a vkSj O;olkf;d Kku

PART III – PERSONAL QUALITIES AND PROFESSIONAL KNOWLEDGE (TO BE FILLED IN BY THE REPORTING AUTHORITY)

¼fjiksÉVx izkf/kdkjh }kjk Hkjk tk,½

¼izfof’V;ka Hkjus ls igys QkeZ ds vUr esa nh xbZ fgnk;rksa dks /;ku ls i<++sa@ Please read carefully the instructions given at the end of

the form before filling the entries).

14. fjiksfVZax vf/kdkjh ds v/khu lsokof/k % ls @From rd@To

Period of Service under the Reporting Officer D D M M Y Y Y Y D D M M Y Y Y Y

15. LokLF; dh fLFkfr@State of Health

¼40 o’kZ ;k vf/kd vk;q ds vf/kdkfj;ksa ds lanHkZ esa Mhvksih ,aM Vh ds funsZ”kkuqlkj fpfdRlk fjiksVZ layXu dh tk,@Medical report as per DOP&T

instructions be attached in respect of officers of age 40 years and above.)

16. lR;fu’Bk ¼Ñi;k fgnk;rksa ds uhps fVIi.kh ns[ksa½@Integrity (Please see note end of the instructions):

17. D;k vki fn, x, lkjor ls lger gSa\¼viuh fVIi.kh nsa½@Do you agree with the Resume? (Give your comments).

18. D;k vf/kdkjh }kjk fiNys fjiksfVZax o’kZ ds nkSjku mlds v/khuLFk dk;Z djus okys xzqi , o xzqi oh vf/kdkfj;ksa dh okf’kZd dk;Z fu’iknu ewY;k adu fjsiksVZ fu/kkZfjr

le; ij Hkj nh x;h gS\@Whether the officer has completed APARs of Gp ‘A’ and ‘B’ officers working under him in respect of

previous reporting year within the stipulated time? 19. tulaidZ@Relation with the Public : ¼mYys[k djsa fd vf/kdkjh turk ls fdruh vklkuh ls feyrk gS vkSj mudh t#jrksa ij fdruk /;ku nsrk gSA½

(Please comment on the officer’s accessibility to the public and responsiveness to their needs).

20. vuqlwfpr tkfr@tu tkfr@lekt ds detksj oxksZa ds izfr joS;k@Attitude towards Scheduled Caste/Scheduled Tribe/Weaker

Sections of the Society : ¼vuqlwfpr tkfr vkSj tu tkfr lekt ds detksj oxksZa dh leL;kvksa dks le>us vkSj mUgsa nwj djus ds fy, vf/kdkjh ds }kjk fd, x, iz;klksa dk mYys[k djsa½

(Please comment on the officer’s understanding of the problems of SC/ST and weaker sections and his/her efforts to deal with them).

21. #>ku vkSj dk;Z{kerk@Aptitude and potential : —I;k mYys[k djsa fd dkSu ls nks {ks=ksa esa vkf/kdkjh fo”ks’krk gkfly dj ldrk gS vkSj vius dSfj;j dk fodkl dj ldrk gSA —Ik;k bu xq.kksa dks crkus ds fy,

ckWDl esa 1 ;k 2 fu”kku Øe”k% izFke ;k f}rh; izkFkfedrk n”kkZus ds fy, yxk,aA

Please indicate two fields of work from amongst the following for possible specialization and career development of the officer. Please mark 1 or 2 in appropriate boxes :

¼—i;k mu dk;Z {ks=ksa dks NksM+ ns tks ykxw u gksa@Please strike out the fields of work not applicable)

1. dkfeZd iz”kklu

Personnel Administration

2. foÙkh; iz”kklu

Financial Administration

3. ;kstuk

Planning

4. rduhdh iz”kklu

Technical Administration

5. ewY;kadu@cktkj@d s Hkkoksa dk fo”ys’k.k@Bsds vkSj dkuwuh i{kksa ds ckjs esa e/;LFk izfØ;k¼losZ{kd dkMj ds fy,½

Valuation/Market rates analysis/Arbitration/Contractual and legal implications (for Surveyors Cadre).

6. “kgj dh ;kstuk@f”kk{kk@”kgj dk fMt +kbu@ySaM Ldsi@i;kZoj.k dh ;kstuk¼okLrqdyk dkMj ds fy,½

Town Planning/Teaching/Urban design/Landscape/Environmental Planning (for Architectural Cadre).



mailto:Ldsi@i;kZoj.k

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7. oLrqlwph] LVksj fu;a=.k@izca/k¼cSjd@LVksj dkMj ds fy,½

Inventory Control/Stores Management(For B/S Cadre)

8. U;k;ky; laca/kh ekeys@vk/kqfud izca/k¼iz”kklu dkMj ds fy,½

Court Cases/Modern Management(for Adm Cadre)

9. vU; dksbZ in ftlij jgs gksa¼Ñi;k mYys[k djsa½

Any other field (please specify)

22. izf”k{k.k@Training

¼vf/kdkjh dh dk;Z{kerk vkSj ;ksX;rk esa vkSj vf/kd lq/kkj djus ds fy, visf{kr izf”k{k.k ds ckjs esa flQkfj”k djsaA vf/kdkjh dks fdl {ks= dk izf”k{k.k fn;k tkuk gS] ;g crkrs

le; ;g t#jh ugha fd izf”k{k.k ds fofo/k {ks=ksa dks dkWye 21 esa crk, x, {ks=ksa rd gh lhfer j[kk tk,½

(Please give recommendations for training with a view to further improving the effectiveness and capabilities of the officer (While specifying the areas of training, it is not necessary to confine to the fields referred to in column 21).

fVIi.kh % dkWye 23] 24 ,oa 25 dk i`’Bkadu fjiksfVZax ,oa iqujh{k.k vf/kdkjh }kjk fd;k tk,A fjiksfVZax ,oa iqujh{k.k izkf/kdkjh }kjk 1 l s 10 ds chp la[;kRed

Js.khdj.k iznku djsa] tgk¡ 1 U;wure xzsM dks rFkk 10 vf/kdre xzsM dks n”kkZrk gSA

Note : Columns 23, 24 and 25 to be endorsed by Reporting Officer and Reviewing Officer. Numerical grading is to be awarded by Reporting and Reviewing Authority which should be on a scale of 1-10, where 1 refers to the lowest grade and 10 to the hightest. 23. dk;Z fuiVku ¼cfgosZ”k½ e wY;kadu ¼bl Hkkx dk egRo 40 izfr”kr ds cjkcj gks½@Assessment of work output (weightage to this Section

would be 40%)

xq.kksa ¼Øekad 23¼d½ ls ¼?k½ ds fy, vkaf”kd Js.khdj.k ugha½

Attributes (No fractional grading for Ser 23 (i) to (iv)

fjiksfVZax izkf/kdkjh@

Reporting Authority

iqujh{ku izkf/kdkjh@

Reviewing Authority

¼d½@(i) dk;Z vk;kstu dk

fuiVku@Accomplishment of planned

work/work allotted as per subjects allotted.

¼[k½@(ii) fu’iknu fo”ks’krk@Quality of Output

¼x½@(iii) rkfdZd ;ksX;rk@Analytical Ability

¼?k½@(iv) fof”k’V dk;ksZa dk fu’iknu@vuisf{kr dk;Z

fu’iknu@ Accomplishment of exceptional

work/ unforeseen tasks performed.

dk;Z fu’iknu ij lexz Js.khdj.k % Øe la[;k ¼d½

ls ¼?k½ rd dh Js.khdj.k ds vkSlr dk 40 izfr”kr /

Overall Grading on Work Output: 40% of average of grade awarded in ser(i) to (iv)

Okkf’kZd@vkaf”kd dk;Z fu’iknu ewY;kadu fjiksVZ Hkjus

okys vf/kdkjh ds gLrk{kj@Signature of

APAR endorsing officers(Reporting & Reviewing Officers)


Note : Please do not leave any column blank. .

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MES No, Name & Designation of Officer reported upon Initial of Reporting Officer 24. O;fDrd fos”ks’krkvksa dk ewY;kadu ¼bl Hkkx dk egRo 30 izfr”kr ds cjkcj gks½@/Assessment of personal attributes (weightage to this Section would

be 30%)

xq.kksa ¼Øekad 24¼d½ ls ¼>½ ds fy, vkaf”kd Js.khdj.k ugha½

Attributes (No fractional grading for Ser 24 (i) to (viii) fjiksfVZax izkf/kdkjh@

Reporting Authority

iqujh{k.k izkf/kdkjh@

Reviewing Authority

¼d½@(i) dk;Z dss izfr vfHkofÙk@Attitude to work

¼[k½@(ii) mÙkjnkf;Ro dk cks/k@Sense of responsibility

¼x½@(iii) vuq”kklu dk vuqj{k.k@Maintenance of Discipline

¼?k½@(iv) i= O;ogkj dh dq”kyrk@Communication skills

¼p½@(v) usrRo fo”ks’krk@Leadership qualities

¼N½@(vi Vhe Hkkouk esa dk;Z dh {kerk@Capacity to work and

team spirit

¼t½@(vii) le; lhek esa dk;Z dh {kerk@Capacity to work in

time limit

¼>½@(viii) ijLij O;fDrxr laca/k@Inter-personal relations

O;fDrxr xq.k ij lexz Js.khdj.k % Øe la[;k ¼d½ ls ¼>½ rd

dh Js.khdj.k ds vkSlr dk 30 izfr”kr@Overall Grading

on personal attributes: 30% of average of grade awarded in ser (i) to (viii)

Okkf’kZd@vkaf”kd dk;Z fu’iknu ewY;kadu fjiksVZ Hkjus okys

vf/kdkjh ds gLrk{kj@Signature of APAR

endorsing officers (Reporting & Reviewing Officers)

25. izdk;kZRed l{kerk dk ewY;kadu ¼bl Hkkx dk egRo 30 izfr”kr gksxk½@Assessment of functional competency (weightage to this Section

would be 30%).

xq.kksa ¼Øekad 25¼d½ ls ¼p½ ds fy, vkaf”kd Js.khdj.k ugha½

Attributes (No fractional grading for Ser 25 (i) to (v) fjiksfVZax izkf/kdkjh@ Reporting

Authority

iqujh{k.k izkf/kdkjh@

Reviewing Authority

¼d½@(i) dk;Z {ks= esa fu;e@fofu;e@izfdz;k dk Kku@

Knowledge of Rules/Regulations/procedures in the area of function and ability to apply them correctly.

¼[k½@(ii) j.k fu;kstu dh ;ksX;rk@Strategic planning

ability.

¼x½@(iii) fu.kZ; ysus dh ;ksX;rk@Decision making ability.

¼?k½@(iv) leUo; ;ksX;rk@Coordination ability.

¼p½@(v) v/khuLFkksa dks iszfjr djus dh ;ksX;rk@Ability to

motivate and develop subordinates.

izdk;kZRed l{kerk ij lexz Js.khdj.k % Øe la[;k ¼d½ ls ¼p½

rd dh Js.khdj.k ds vkSlr dk 30 izfr”kr@Overall

grading on functional competency: 30% of average of grade awarded in ser (i) to (v)

Okkf’kZd@vkaf”kd dk;Z fu’iknu ewY;kadu fjiksVZ Hkjus okys

vf/kdkjh ds gLrk{kj@Signature of APAR

endorsing officers (Reporting & Reviewing Officers)



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__________________________________________ xksiuh; fjiksVZ fy[ks tkus okys vf/kdkjh ds ls-v-ls- la[;k] uke o inuke fjiksfVZax vf/kdkjh ds gLrk{kj--------------------------------------


fjiksfVZax izkf/kdkjh dh fVIif.k;ka

REMARKS OF THE REPORTING AUTHORITY

26. fjiksfVZax vf/kdkjh }kjk “kCn fp=@ Pen picture by Reporting Officer. vf/kdkjh ds lkeF;Z {ks=] de lkeF;Z {ks= vkSj detksj oxZ

ds izfr n`f’Vdks.k dks lfEefyr djrs gq, lexz fo”ks’krkvksa ij fVIif.k;ka@Remarks on the overall qualities of the officer including areas

of strengths and lesser strengths and his attitude towards the weaker sections.

27. fjiksVZ ds rhljs Hkkx esa dkWye 23] 24 ,oa 25 ds egRo ds vk/kkj ij lexz la[;kRed Js.khdj.k@

Overall numerical grading on the basis of weightage given in Columns 23, 24 and 25 in Part-III of the report. LVs”ku@ Station ……………… fjiksfVZax vf/kdkjh ds gLrk{kj@Signature of the Reporting Officer………………

Rkkjh[k@ Date ………………….. uke Li’V v{kjksa esa@ Name in Block letters ..........................................

jSad@Rank …………………………

inuke@Designation ……………………..



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pkSFkk Hkkx iqujh{k.k izkf/kdkjh dh fVIif.k;ka

PART IV – REMARKS OF THE REVIEWING AUTHORITY

28. iqujh{k.k izkf/kdkjh ds v/khu lsokof/k@ % ls@ From rd@To

Period of service under the Reviewing Officer D D M M Y Y Y Y D D M M Y Y Y Y

29. D;k iqujh{k.k izkf/kdkjh bl ckr ls larq’V gS fd fjiksfVZax vf/kdkjh us fjiksVZ mfpr lko/kkuh vkSj /;kuiwoZd rFkk lHkh laxr ckrksa dks /;ku esa j[krs gq, nh gS\

Is the Reviewing Authority satisfied that the Reporting Authority has made his/her report with due care and attention and after taking into account all the relevant material?

30. D;k vki fjiksfVZax izkf/kdkjh }kjk nh xbZ fVIif.k;ksa ls lger gS\@ Do you agree with the assessment of the officer given by the

Reporting Authority?

31. vlgefr gksus ij dkj.k Li’V djsaA D;k vki blesa dqN cnyuk ;k tksM+uk pkgrs gSa\@ In case of disagreement, please specify reasons.

Is there anything you wish to modify or add?

32. iqujh{k.k vf/kdkjh }kjk “kCn fp=@ Pen picture by Reviewing Officer vf/kdkjh ds lkeF;Z {ks=] de lkeF;Z {ks= vkSj detksj oxZ ds

izfr n`f’Vdks.k dks lfEefyr djrs gq, lexz fo”ks’krkvksa ij fVIif.k;ka@Please comments on the overall qualities of the officer including

areas of strengths and lesser strengths and his attitude towards the weaker sections.

33. fjiksVZ ds rhljs Hkkx eas dkWye 23] 24 ,oa 25 ds egRo ds vk/kkj ij lexz la[;kRed Js.khdj.k@

Overall numerical grading on the basis of weightage given in Columns 23, 24 and 25 in Part-III of the report.

____________________________________________ LVs”ku@ Station ……………… iqujh{k.k vf/kdkjh ds gLrk{kj@Signature of the Reviewing Officer

Rkkjh[k@ Date ………………….. uke Li’V v{kjksa esa@ Name in Block letters ..........................................

jSad@Rank …………………………

inuke@Designation …………………….. fVIi.kh % Ñi;k dksbZ Hkh dkWye fjDr u NksMa+sA


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Ikk¡pok¡ Hkkx LohÑfr djus okys izkf/kdkjh dh fVIif.k;ka

PART V – REMARKS OF THE ACCEPTING AUTHORITY

34. fjiksfVZax vkSj iqujh{k.k izkf/kdkjh dh vfHk;qfDr;ksa ij fVIif.k;ka vkSj ;fn dksbZ varj gS rks dkj.k ds lkFk vius er dk C;ksjk nsa@ Comments on

the remarks of the Reporting/Reviewing Authority and details of difference of opinion, if any, with reasons for the same.

35. 1 ls 10 ds chp lexz la[;kRed Js.khdj.k@

Overall numerical grading on a scale of 1 to 10. ÔVs”ku %------------------------------------------ gLrk{kj %---------------------------------------------

Station Signature rkjh[k %------------------------------------------- uke Li’V v{kjksa esa %---------------------------------------------------

Date Name in Block letters jSad %-------------------------------------------------------

Rank inuke %-----------------------------------------------------

Designation



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fgnk;rsa

INSTRUCTIONS lkekU; %

General :

1. okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ ,d egRoiw.kZ nLrkost gSA —I;k bls lko/kkuh iwoZd gkFk ls fy[kdj HkjsaA

The Annual Performance Assessment Report is an important document. Please fill it with care and in manuscript

2. bl nLrkost dk mÌs”; vf/kdkjh dh izfrHkk dk fodkl dj mls mlds okLrfod dk;Z{kerk ls voxr djkuk gSA bldk mÌs”;

vf/kdkjh esa dfe;ka fxukuk gh ugha gSA fjiksfVZax vf/kdkjh dks fjiksVZ fy[ks tkus okys vf/kdkjh ds dk;Z fu’iknu] #>ku vkSj iwjs O;fDrRo esa ns[kh

xbZ dfe;ksa dk mYys[k djus ls ugha fgpduk pkfg,A

The objective of this form is to develop the officer and make him/her realize his/her true potential. It is not meant to be a fault finding process. Reporting Officer should not shy away from reporting shortcomings in performance, attitudes or overall personality of the officer reported upon.

3. ;g QkWeZ Hkjrs le; dkj.k fo”ks’k dk mYys[k fd;k tkuk pkfg,A vLi’V vkSj lafnX/k “kCnksa dk iz;ksx ugha fd;k tkuk pkfg,A

The form should be filled specifically. No ambiguous and doubtful wordings should be used.

4. ewY;kadu fjiksVZ dsoy fjiksVZ dh vof/k ds nkSjku vf/kdkjh }kjk fd, x, dk;Z rd gh nh tkuh pkfg,A

Assessment should be confined to the performance of the officer being reported upon during the period of report only.

5. ;fn fjiksfVZax o’kZ esa mlds le; vof/k 90 fnu ls de gks rks mldk ewY;kadu u fd;k tk,A ¼ftlds fy, ukWu buhf”k,”ku

fjiksVZ@lfVZfQdsV dh t#jr ugha gS½A ;fn le;vUrjky 90 fnu ;k mlls vf/kd dk gks vkSj ;fn ;g fjiksfVZax o’kZ esa

inksUufr@cnyh@fjfyt ds dkj.k gks rks vkaf”kd@okf’kZd xksiuh; fjiksVZ Hkjh tk,xhA

No time gap in the course of the reporting year should be left unassessed unless it is less than 90 days (for which no Non Initiation Report/Certificate is required). If the gap is of 90 days or more and is because of promotion/transfer/release in the course of reporting year, Part Annual Performance Assessment Report(s) will be initiated and processed as applicable.

6. tks rjhdk viuk;k tk, mldk le;le; ij tkjh fd, x, vuqns”kksa dk fjiksfVZax pSuy ds vuqlj.k esa l[rh ls ikyu fd;k tk,A

fjiksfVZax vkWQlj nks inksa ls O;fDr dk ewY;kadu ugha djsxkA

The channel of reporting followed will be strictly as per the Instructions issued from time to time. No reporting Officer should assess in two capacities.

7. okf’kZd dk;Z fu’iknu ewY;kdau fjiksVZ dh vof/k de ls de 90 fnu dh gksus ij gh i’Bkadu vf/kdkjh viuh fVIi.kh nsxk]

D;ksafd bl nkSjku ml vf/kdkjh ds dk;Z dh tkudkjh gks tk,xhA

The endorsing officer should have acquainted themselves with the work of the officer being reported upon for at least 90 days during the period covered by the Annual Performance Assessment Report.

8. okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ dh iw.kZ gksus ij i`’Bkafdr djus okys vf/kdkjh dks okf’kZd dk;Z fu’iknu ewY;kadu fjiksV Z dh ,d

izfr lacaf/kr vf/kdkjh dks Hkstuh gS vkSj ml vf/kdkjh ls izkfIr dh jlhn xzg.k djds ,e-vkbZ-,l-¼flfoy½] izeq[k vfHk;kUrk “kk[kk] j{kk ea=ky;

,dh—r eq[;ky; ¼lsuk½ foHkkx dks okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ dh ewy izfr ds lkFk Hkstuh gSA

On completion of APAR/PPAR a copy of the same has to be given to the offIcer reported upon by the last officer endorsing the APAR/PPAR and a receipt be obtained and forwarded to MIS(Civ), E-in-C’s Branch, IHQ MoD of (Army) alongwith original APAR/PPAR.

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vyxvyx dkWyeksa dks Hkjus dh fgnk;rsa %

Instructions for filling up various columns : 1. “kh’kZd % ;fn fjiksVZ iwjs ,d o’kZ dh Hkjuh gS rks ml o’kZ dk mYys[k djsa tSls 200809 vkSj *vof/k* “kCn dks mlesa ls dkV nsaA ;fn

vkaf”kd dk;Z fu’iknu ewY;kadu fjiksVZ Hkjuh gS rks “kh’kZd esa fn, x, [kkyh LFkkuksa esa vof/k vkSj o’kZ nksuksa dk mYys[k djsaA

Heading : If the report is for a full year, specify the year eg. 2008-09 and delete the work ‘period’. If it is a Part PAR specify both the periods and the year in the blanks in the heading. 2. iSjk 8 % NqV~Vh ds dkj.k vuqifLFkfr dk mYys[k dsoy rHkh fd;k tk, ;fn og vftZr ;k fpfdRlk NqV~Vh gksA

Para 8 : Absence due to leave should be reflected only in case it is earned or medical leave. 3. iSjk 11 vkSj 12 % bls laf{kIr vkSj blds fy, fufnZ’V txg esa ;FkklaHko Øeokj Hkjk tkuk pkfg,A —i;k fn, x, [kkyh LFkkuksa dks

HkjsaA [kqys iUus lkFk ugha yxs gksus pkfg,A fjiksfVZax o’kZ ¼;k u, rSukr vf/kdkjh½ dh “kq#vkr esa fjiksfVZax vf/kdkjh gjsd vf/kdkjh ls lykg

e”kfojk djds fjiksVZ fy[ks tkus okys vf/kdkjh ds foŸkh; dk;kZRed VkxsZV r; djsxkA nksuksa vf/kdkfj;ksa dks VkxsZV le> ysuk pkfg,A vkB ls

nl VkxsZVksa dks vxzrk Øe ds vuqlkj r; fd;k tkuk pkfg,A

Para 11 and 12 :This should be filled in brief and as far as possible in point form. Please fill up within the space provided. No loose sheets should be attached. The reporting officer in the beginning of the reporting year (or on arrival of a newly posted officer) will set quantitative/physical/financial targets in consultation with each of his officer on whom he is required to report upon. The target should be understood by both the officers. Eight to ten targets need to be set and should be given in order or priority. In case, it is not possible to set targets at one time, it may be given quarterly. 4. iSjk 26 vkSj 32 % [kkyh LFkku dks Hkjk tk,A [kqys iUus lkFk u yxs gksa iqujh{k.k vf/kdkjh pkgs fjiksfVZax vf/kdkjh }kjk fn, x,

ewY;kadu ls lger ;k vlger gks rks Hkh mls mldk leFkZu djuk pkfg,A ;fn og mlls vlger gS rks dkj.k crk, tk,a vkSj mlesa ;g Hkh

mYys[k fd;k tk, fd D;k og mlesa lq/kkj dj ldrk gS ;k mlesa dqN u;k tksM+ ldrk gSaA ¼;fn iqujh{k.k dh vof/k ds nkSjku cseu ls fd,

x, dk;Z ;k fdlh vU; dkj.k ls vf/kdkjh dks MkaVkQVdkjk x;k gS ;k ughaA vkWQlj us ;fn dksbZ vlk/kkj.k mYys[kuh; vkSj iz”kkaluh; dk;Z

fd;k gks] rks la{ksi esa mldk Hkh mYys[k fd;k tk,A½

Para 26 and 32 : To be filled within the space provided. No loose sheet to be attached. Reviewing officer should also endorse whether he agrees or disagrees with the assessment of the Reporting Officer. In case of disagreement, reasons should be given specifying if he wishes to modify or add anything. (If the officer has been reprimanded for indifferent work or for other cause during the period under review brief particulars should be given including whether adverse guidance and assistance was given to the officer. If the officer has done any outstanding notable work meriting commendation, a brief mention should be made). 5. okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ esa la[;kRed xzsfMax Hkjus ds fy, funsZ”k@Guidelines regarding filling up of APAR

with numerical grading

¼d½ okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ dks lko/kkuhiwoZd /;ku o i;kZIr le; nsdj Hkjsa@The columns in the APAR

should be filled with due care and attention and after devoting adequate time.

¼[k½ ,slh vk”kk dh tkrh gsS fd 1 vFkok 2 ds fdlh ochZdj.k ¼fuxZr dk;Z ;k fo”ks”krkvksa ;k dqy feykdj Js.khdj.k ds

izfrdwy½ dks fof”k’V vliQyrkvksa ds ekxZ ls dye fp= esa i;kZIr :i ls vkSfpR; fn;k tk,xk vkSj blh izdkj 9 vFkok 10 ds fdlh

Js.kh ds laaca/k esa fof”k’V miyfC/k;ksa ds laca/k esa vkSfpR; fn;k tk,xkA Js.kh 12 vFkok 910 fojy gksrh gS vr% mudk vkSfpR; fn,

tkus dh t:jr gSA lkaf[;d Js.kh iznku djrs gq, izfrosnu ,oa iqufoZyksdu izkf/kdfj;ksa dks fdlh vf/kdkjh dk ntkZ fu/kkZj.k muds

v/khu ogh la[;k esa orZeku esa dk;Zjr lg;ksfx;ksa dh rqyuk esa djuk pkfg,A

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 graded of 9 or 10 would be justified with respect to specific accomplishments. Grade 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 population of his/her peers that may be currently working under them.

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¼x½ okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ esa 8 vkSj 10 Ldksj nsus ij *mRÑ’V* vkSj ukfedk;u@inksUufr ds fy, 9 Ldksj le>k

tk,xk@ APARs graded between 8 and 10 will be rated as ‘outstanding’ and will be given a score of

9 for the purpose of calculating average scores for empanelment/promotion. ¼?k½ okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ esa 6 vkSj 8 ls uhps Ldksj nsus ij *cgqr vPNk* vkSj 7 Ldksj le>k tk,xk@

APARs graded between 6 and short of 8 will be rated as ‘very good’ and will be given a score of 7.

¼p½ okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ esa 4 vkSj 6 ls uhps Ldksj nsus ij *vPNk* vkSj 5 Ldksj le>k tk,xk@APARs

graded between 4 and 6 short of 6 will be rated as ‘Good’ and given a score of 5.

¼N½ okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ esa 4 ls uhps Ldksj nsus ij “k wU; Ldksj le>k tk,xk@APAR graded below 4

will be given a score of zero.

6. fjiksfVZax vf/kdkjh }kjk iznRr xzsfMax dks mUu;u ;k v/kksu;u djus ij iqujh{k.k vf/kdkjh@LohÑfr djus okys izkf/kdkjh }kjk mls

i;kZIr rdZlaxr dkj.kksa ls Li’V fd;k tkuk pkfg,@Any upgradation or down gradation of the awarded grade by the

reporting officer should be adequately justified with reasons by the Reviewing Officer/ Accepting Authority as the case may be.

fVIi.kh % NOTE :-

lR;fu’Bk ls lacaf/kr rhljs Hkkx esa dkWye 16 dks Hkjrs le; fuEufyf[kr izfØ;k viukbZ tk, % The following procedure should be followed in filling up column 15 of Part III relating to integrity:-

¼v½ i;Zos{k.k vf/kdkjh dks ,d xksiuh; Mk;jh vuqjf{kr djuh pkfg, vkSj ,Slh ?kVuk;sa tks lacaf/kr vf/kdkjh dh lR;fu’Bk ij lansg

mRiUu djrh gksa le;le; ij fy[kuh pkfg, vkSj ml lansg dh lR;rk dh tk¡p ds fy, xksiuh; foHkkxh; dk;Zokgh ;k fo”ks’k iqfyl laxBu

dks lanfHkZr djds “kh?kzkfr”kh?kz dk;Zokgh dh tkuh pkfg,A okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ fy[krs le; bl Mk;jh esa fy[ks fooj.k dks

/;ku esa j[krs gq, lR;fu’Bk dk dkWye Hkjk tkuk pkfg,A ;fn lansg dh iqf’V ugha gksus ij dkWye ugha Hkjk x;k gS rc vkxs dh dk;Zokgh

fuEufyf[kr lc iSjk ds vuqlkj dh tkuh pkfg,A

(a) Supervisory officer should maintain a confidential diary in which instances which create suspicion about the integrity of a subordinate should be noted from time to time and action to verify the truth of such suspicion should be taken expeditiously by making confidential enquiries departmentally or by referring the matter to the Special Police Establishment. At the time of recording the Annual Performance Assessment Report, this diary should be consulted and the material in it utilized for filling in the column relating to integrity. If the column is not filled on account of the unconfirmed nature of the suspicions, further action should be taken in accordance with the following sub-paragraphs.

¼c½ pfj= jksy esa lR;fu’Bk dk dkWye [kkyh NksM+ fn;k tkuk pkfg, vkSj lacaf/kr vf/kdkjh dh lR;fu’Bk ij lansg vkSj Hkze ls lacaf/kr

,d xqIr uksV fy[k fn;k tkuk pkfg, vkSj vuqlj.k fd;k tkuk pkfg,A

(b) The column pertaining to integrity in the Character Roll should be left blank and a separate secret note about the doubts and suspicions regarding the Government servant’s integrity should be recorded simultancously and followed up. ¼l½ pfj= jksy ds lkFk xqIr uksV dh ,d izfr vxys ofj’B vf/kdkjh dks Hksth tkuh pkfg, tks fd xqIr uksV dh vuqlj.k dh dk;Zokgh

lqfuf”pr djasA

(c) A copy of the secret note should be sent together with the Character Roll to the next superior officer who should ensure that the follow up action is taken expenditiously.

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¼n½ vuqlj.k dh dk;Zokgh ds QyLo#i ;fn lacaf/kr vf/kdkjh nks’k jfgr ik;k tkrk gS rks bl ckr dks izekf.kr fd;k tkuk pkfg, vkSj

okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ ds vuqj{k.k ds fy, izHkkjh vf/kdkjh }kjk pfj= jksy esa ,d fVIi.kh dh tkuh pkfg,A vuqoh{k.k ds mÌs”;

ls izHkkjh vf/kdkjh lR;fu’Bk izekf.kr gksus okys vf/kdkfj;ksa dh ,d vyx lwph j[k ldrk gSA

(d) If, as a result of the follow-up action, a Government servant is exonerated, has integrity should be certified and an entry made in the Character Roll by the officer in-charge for maintaining the APAR. For the purpose of monitoring, the officer in-charge may keep a separate list of APAR where the intergrity of an office has not been certified.

¼;½ ;fn lR;fu’Bk esa lansg dh iqf’V gks tkrh gS rks ;g rF; fy[kk tkuk pkfg, vkSj lacaf/kr vf/kdkjh dks lwfpr fd;k tkuk pkfg,A

(e) If suspicions regarding his integrity are confirmed, this fact can also be recorded and duly communicated to the Governemnt servant concerned. ¼j½ ,slh fLFkfr;ka Hkh laHko gS tcfd lacaf/kr vf/kdkjh dh lR;fu’Bk ij lansg ds ckjs esa xqIr uksV layXu djus ds ckn vuqlj.k dh

dk;Zokgh i;kZIr lcwrksa ds vHkko esa u gh ml lansg dks nwj djrh gks vkSj u gh ml lansg dh iqf’V djrh gksA ,slh fLFkfr esa lacaf/kr vf/kdkjh

ds vkpj.k dks dqN vkSj le; rd ns[kuk pkfg, vkSj bl nkSjku] ftruk O;ogkfjd :i ls laHko gks] mls ,slh fLFkfr@inHkkj ls nwj j[kuk

pkfg, ftlesa mlds Hkz’V vkpj.k esa lafyIr gksus ds volj gksa rnqijkar mijksDr iSjk ¼n½ ,oa ¼;½ ds vuqlkj dk;Zokgh dh tkuh pkfg,A

(f) There may be cases in which after a secret report/note has been recorded expressing suspicion about a Government servant’s intergrity, the inquiries that follow do not disclose sufficient material to remove the suspicion or to confirm it. In such a case, the Government servant’s conduct should be watched for a further period, and, in the meantime, he should, as far as practicable, be kept away from positions in which there are opportunities for indulging in corrupt practices and thereafter action taken as indicated at (d) and (e) above. ¼y½ ,sls volj Hkh gksrs gSa tcfd fjiksfVZax vf/kdkjh] Lo;a ds fy;s rFkk lacaf/kr vf/kdkjh ds fy;s] U;k;laxr gksus ij u lacaf/kr vf/kdkjh

dh lR;fu’Bk izekf.kr dj ldrk g S] u dksbZ izfrdwy fVIi.kh dj ldrk gS vkSj u gh fjiksfVZax vf/kdkjh ds ikl foHkkxk/;{k dks xqIr uksV

fy[kus ;ksX; dksbZ Bksl tkudkjh gSA ,slh fLFkfr;k¡ rc gks ldrh gSa tc lacaf/kr vf/kdkjh lqnwj M;wVh LVs”ku ij gks vkSj fjiksfVZax vf/kdkjh us

mldk dk;Z ikl ls u ns[kk gks vFkok lacaf/kr vf/kdkjh us fjiksfVZax vf/kdkjh ds ikl cgqr FkksM+s le; ds fy;s dk;Z fd;k gks vFkok lacaf/kr

vf/kdkjh fjiksfVZax vof/k ds nkSjku yEch NqV~Vh ij x;k gksA ,slh fdlh Hkh fLFkfr esa fjiksfVZax vf/kdkjh dks lacaf/kr vf/kdkjh ds lR;fu’Bk ds

dkWye esa ,slh fVIi.kh djuh pkfg, fd fjiksfVZax vf/kdkjh us lacaf/kr vf/kdkjh dk dk;Z dksbZ Bksl fVIi.kh cukus yk;d i;kZIr vof/k ds fy;s

ugha ns[kk gS ;k fjiksfVZax vf/kdkjh us lacaf/kr vf/kdkjh dh lR;fu’Bk ds fo#) dksbZ izfrdwy ckr ugha lquh gSA ;g ,d rF;ijd oDrO; gksxk

ftldk dksbZ fojks/k ugha gksxk ij ;g vko”;d gS fd ofj’B vf/kdkjh “kh?kzkfr”kh?kz vius ekrgr vf/kdkjh dh lR;fu’Bk dks izekf.kr djus dk

gj laHko iz;kl djsa rkfd og ldkjkRed oDrO; cukus dh fLFkfr esa jgsA

(g) There are occasions when a Reporting Officer cannot in fairness to himself and to the Government servant reported upon, either certify integrity or make an adverse entry or even be in possession of any information which would enable him to make a secret report to the Head of the Department. Such instances can occur when a Government servant is serving in a remote station and the Reporting Officer has not had occasion to watch his work closely or when a Government servant has worked under the Reporting Officer only for a brief period or has been on long leave etc. In all such cases, the Reporting Officer should make a entry in the intergrity column to the effect that he has not watched the Government servant’s work for sufficient time to be able to make any definite remarks or that he has heard nothing against the Government servant’s integrity, as the case may be. This would be a factual statement to which there can be no objection. But it is necessary that a superior officer should make every effort to form a definite judgement about the integrity of those working under him, as early as possible, so that he may be able to make a positive statement.

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xksiuh; - military engineer (eapar...part ii – resume ¼qkez ds var e nh gbz fgnk;rksa dks...

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