Performance appraisal as a pivotal management technique is believed to hold individual public employees accountable. It is tool for measuring employee job performance, clarifying personnel decisions such as promotion, demotion, transfer, or retention, and allocating financial rewards; as well as helping develop employee capacity through feedback or identifying their training needs.
Performance appraisal is a process used by organizations to evaluate an employee’s job performance over a specified period of time. The process typically involves setting specific goals and expectations, providing feedback and coaching throughout the period, and conducting a formal evaluation at the end of the period.
The purpose of performance appraisal is to assess an employee’s job performance and provide constructive feedback on how they can improve their skills, knowledge, and performance. It can also be used to determine rewards, promotions, and training opportunities based on an employee’s performance.
Performance appraisal can take various forms, such as self-evaluations, peer evaluations, and supervisor evaluations. It can be conducted annually, semi-annually, or quarterly, depending on the organization’s policies and practices.
Effective performance appraisal requires clear and measurable performance standards, regular feedback and communication, and an objective evaluation process. It should also be used as a tool for employee development and improvement, rather than just a means of evaluation.
As for the practices on the local government level, performance appraisals were not used an extensively as they were at the National level.
THE ALL INDIA SERVICES (PERFORMANCE APPRAISAL REPORT) RULES – 2007 enacted at national level. In 2019 revised draft is circulated in ministries / departments
The performance of the civil servants is commented upon by the controlling authority in form of ACR (Annual Confidential Report), which normally is the head of the department. He rates the incumbents on several parameters, such as competence, punctuality, efficiency, capability, ability to work with the team, leadership qualities, etc. Often efficiency rating is a matter of subjective assessment.
Level of efficiency is rated; outstanding, very good, good or fair. Promotions give special weight to a consistent ‘outstanding’ grade. Assessing authority rates integrity as “totally beyond reproach”, “of unquestionable integrity”, “beyond doubt”, or as, “nothing adverse has come to notice”.
हिंदी Hindi
प्रदर्शन मूल्यांकन (Performance Appraisal)
प्रदर्शन मूल्यांकन (Performance Appraisal) एक प्रक्रिया है जो किसी संगठन के कर्मचारियों के प्रदर्शन का मूल्यांकन करने के लिए किया जाता है। इस प्रक्रिया में कर्मचारियों के कार्यक्रम, कौशल, उत्पादकता, कार्य शैली, व्यक्तिगत विकास आदि का मूल्यांकन किया जाता है। इसका उद्देश्य कर्मचारियों की प्रदर्शन क्षमता तथा क्षमताओं में सुधार करने के लिए संगठन द्वारा निर्धारित मानकों के आधार पर कर्मचारियों के विकास को सुनिश्चित करना होता है।
यह संगठन के लिए उपयोगी होता है क्योंकि इससे संगठन के कर्मचारियों की प्रदर्शन क्षमता का आकलन कर सकता है और वे कैसे संगठन की लक्ष्यों को पूरा करने में मदद कर सकते हैं, इसका मापदंड स्पष्ट किया जा सकता है। इसके अलावा, यह संगठन में कर्मचारियों को उनकी उत्पादकता और उनके कौशलों के आधार पर अधिक उपयोगी रूप से संयोजित करने में मदद कर सकता है।
स्थानीय सरकारी स्तर पर अभिनयों के सम्बन्ध में, राष्ट्रीय स्तर पर जितनी व्यापक तरीके से प्रदर्शन मूल्यांकन का उपयोग नहीं किया गया था।
2007 में राष्ट्रीय स्तर पर एक संगठित तरीके से कर्मचारियों के प्रदर्शन का मूल्यांकन करने के लिए “ऑल इंडिया सर्विसेज (प्रदर्शन मूल्यांकन रिपोर्ट) नियम – 2007” लागू किए गए। 2019 में संशोधित ड्राफ्ट मंत्रालयों/ विभागों में प्रसारित किया गया।
नागरिक सेवकों के प्रदर्शन को विभाग के मुखिया द्वारा एक वार्षिक गोपनीय रिपोर्ट (ACR) के रूप में टिप्पणी दी जाती है। उन्होंने कुशलता, समयबद्धता, कुशलता, टीम के साथ काम करने की क्षमता, नेतृत्व गुण आदि जैसे कई मापदंडों पर अभिधान किया होता है। अक्सर, कुशलता रेटिंग एक अधिक सकल मूल्यांकन की बात होती है।
Techniques of monitoring of development works
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