APAR
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- DoPT O.M. dated 12.04.2022 – Timelines for recording of APAR for the reporting year 2021-22 in respect of Group ‘A’ and Group ‘B’ officers through SPARROW portal (reminder)
- DoPT O.M. dated 16.03.2022 – Timelines for recording of APAR for the reporting year 2021-22 in respect of Group ‘A’ and Group ‘B’ officers
- DoPT O.M. dated 25.06.2021-Extension of timelines for submission of APAR in respect of Group A, B & C officers of CSS/CSSS/CSCS cadre through SPARROW portal for 2020-21
- DoPT O.M. dated 14.06.2021-Extension of timelines for submission of summary of Medical Report in respect of Group ‘A’ officers of Central Civil Services for 2020-21 (up to 31.12.21)
- DoPT O.M. dated 14.04.2021 – Extension of timelines for submission of APAR in respect of Group ‘A’, ‘B’ and ‘C’ officers of Central Civil Services for the year 2020-21
- DoPT O.M. dated 11.03.2021-Extension of timelines for submission of summary of Medical Report in respect of Group ‘A’ officers of Central Civil Services for 2020-21 (up to 30.06.21)
- DoPT O.M. dated 09.10.2020-Timelines for reporting/reviewing of part period of APAR of Gp. A, B & C officer of Central Civil Services during 2020-21 by officers retiring from 03.06.2020 to 31.10.2020
- DoPT O.M. dated 11.06.2020-Extension of timelines for recording of Annual Performance Assessment Report (APAR) of Group A, B and C officers of Central Civil Services for the year 2019-20 (up tp specified dates)
- DoPT O.M. dated 11.02.2016 – Instructions/Guidelines relating to filling up the Integrity Column of Annual Performance Assessment Reports-regarding
- DoPT O.M. dated 29.05.1972 – Confidential Reports – preparation and maintenance of (including Brochure)
Medical mandatory - above 40 yrs
Guidelines regarding filling up of APAR with numerical grading
(i) The columns in the APAR should be filled with due care and attention and after
devoting adequate time.
(ii) 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 grade of 9 or 10 would be justified 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
population of his/her peers that may be currently working under them.
(iii)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.
(iv)APARs graded between 6 and short of 8 will be rated as „very good‟ and will be
given a score of 7.
(v) APARs graded between 4 and 6 short of 6 will be rated as „good‟ and given a
score of 5.
(vi)APARs graded below 4 will be given a score of zero.
- Distribution of APAR- 31st March
- Self-appraisal-15th April
- Reporting officer-30th June
- Reviewing Officer-31st July
- Accepting authority-31st August
- Disclosure-01st September/15th September
- Representation-15 days from the date of receipt of communication
- Forwarding of representations to the competent authority-06th October
- Disposal of representation-Within one month from the date of receipt.
- Communication of the decision-15th November
- End of entire APAR process-30th November
Officers Level representation
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