<pªi¨◊p eŸ{̨ƒbCp i≥ifi

PERFORMANCE APPRASIAL FORMAT

]©-o>¨~¿>
C-DOT
@¨Œ - I
SECTION - I

∆¥Ì‹|SbC I¨«¨r ]¨eŒ≥© Personal Data I∆<« Period

]Ó From SbC To
1. p¨e Name : 2. bCezm¨r© ]ƒ`̨ Staff Number
3. i≥@¨Œ Division 4. ]eŸˆ Group
5. bC¨ÌzŒ≥ˆfl <p<g Date of joining : 5. fÓfl© Grade :

@¨Œ - 2
SECTION - II
bC) Ω∆eŸ{̨ƒbCp Self Appraisal
eÓrÓ <pªi¨◊p bC¨ <∆˜UÓ¶fl My performance Analysis

pÓe© bC¨Ìz bÓC IU¨∆¨ eÓr¨ ̨ӌ◊¨p My contributions beyond the routine work

eÓrÓ ]„eF_ bC¨Ó¥p]© bC‹Ô>p¨›Ì¨§ I¨›z ƒ The constraints I faced

eÓrÓ bC¨Ìz i‹r]r bC¨Ó ]F«¨rpÓ bÓC <Uh ]Fl¨∆ Suggestions on how to Improve my work environment
_) eF{̨ƒ‹bCS© bCı ‹¿>∞ifl© Observations of The Appraisee ˆ¨§ I<«Sr pˆ©*
b) Yes Mostly No
1.eŸ{̨bCpbCS¨z <p«¨zrfl eÓƒ <pÌ<eS g ¨The appriaser was regular in assessment
2 ]eΩ̨ ÀÒi¯p ˆ¨ÓpÓ ir iÌz∆Ó∑bC pÓ eFlÓ I¨∆˜ÌbC e¨Œz◊¢zp <◊̨ When faced with a
problem the supervisor provided me the necessary guidance
3. iÌz∆Ó∑bC ]ƒŒÔ>p¨ÒebC IiÓ∑¨I¨Óƒ bC¨Ó U¨ŒŸ bCrpÓ eÓƒ IpFbŸCU g¨ The supervisor was
consistent in enforcement of the organisational requierments
4. eÓrÓ bC¨Ìz bÓC <Uh IiÓ<∑S ]ƒ]¨«p ÀiUc« gÓ The resources required for my job were available
5. bC¨Ó›z I¯Ì ]F]ƒŒS ‹¿>∞ifl© Any other relevant comments

eŸ{̨ƒ‹bCS© bÓC ˆΩS¨∑r/Signature of appraisee

CLEAR FORM PAF-ENGR/CS-P&HR/F011/V01-Pg 1 of 10

PRINT FORM
 @¨Œ - III
SECTION - III

bC) bC¨Ìz <∆∆rfl

A) Job Description

¢©¶zbC
Title

<∆ΩS¨riŸ∆zbC i‹rfl¨e ∑Ófi

Result areas in detail

PAF-ENGR/CS-P&HR/F011/V01-Pg 2 of 10
 iFpr©∑fl ifi
REVIEW SHEET
_) eˆÒ∆iŸflz i‹rfl¨e ∑Ófi :
B) Key Result Area :

eˆÒ∆iŸflz i‹rfl¨e ∑Ófi : e¨pbC bC¨Ìz<pªi¨◊p <p«¨rzfl : Performance Rating

KRA Standard 15 30 45 60

1.

2.

3.

4.

<pǬzrfl / Rating
15 - bC¨Ìz<pªi¨◊p eÓ* I]∏CU/pŒ[Ì e¨fi¨ eÓ bC¨Ìz<pªi¨<◊S
Failed to perform/performed to a negligible amount
35 - i≥Ǫ̀¢¨ ΩSr ]Ó p©mÓ bC¨Ìz<pªi¨<◊S
Performed to below expectation level
45 - i≥Ǫ̀¢¨ ΩSr SbC bC¨Ìz<pªi¨<◊S
Performed to level of expectation
60 - i≥Ǫ̀¢¨ ΩSr ]Ó bCˆ©* I<«bC bC¨Ìz<pªi¨<◊S
Performed to a level much above expectation

<∆¢Ó¶ i‹rΩg<S̨Ó* bCı ]Ÿm©

LIST OF SPECIAL CIRCUMSTANCES
eˆÒ∆iŸflz i‹rfl¨e ∑Ófi eÓ i‹r∆Szp
CHANGE IN KEY RESULT AREA
bkį ph eˆÒÒ∆iŸflz i‹rfl¨e ∑Ófi¨ƒÓ bCı ]Ÿm© ]ƒUËp bCrÓ* $
PLEASE ATTACH THE NEW KEY RESULT AREAS
]eŸˆ / iÌz∆Ó∑bC eÓ i‹r∆Szp
CHANGE IN GROUP/SUPERVISOR
PLEASE ATTACH PREVIOUS SUPERVISOR'S REVIEW/RATINGS WITH MINUTES
<p«¨z‹rS e¨pbC¨Ó* bC¨Ó iŸr¨ bCrpÓ bÓC <Uh eŸ{̨ƒ‹bCS© bC¨Ó |̨ bCrpÓ bCı I¨∆˜ÌbCS¨ ˆ¥ $
WHAT THE APPRAISEE NEED TO DO MEET TO THE SET STANDARDS
I<«bC ◊∑ OppÓ bÓC <Uh ‹bCp ŒFfl¨ƒÓ bC¨Ó I<«bC e¨fi¨ eƒÓ ›ΩSÓe¨U ‹bCh L¨pÓ bCı I¨∆˜ÌbCS¨ ˆ¥ $
WHAT ATTRIBUTES NEED TO BE UTILISED TO A GREATER EXTENT TO BECOME MORE EFFICIENT.

eŸ{̨ƒ<bCS© bÓC ˆΩS¨∑r eŸ{̨ƒbCpbCS¨z bÓC ˆΩS¨∑r

Signature of appraisee Signature of appraiser

PAF-ENGR/CS-P&HR/F011/V01-Pg 3 of 10
_) eˆÒÒ∆ˆiŸflz i‹rfl¨e ∑Ófi
B) Key Result Area

eˆÒÒ∆iŸflz i‹rfl¨e ∑Ófi : e¨pbC R¨r¨ <p«¨zrfl bC¨Ìz<pªi¨◊p <p«¨zrfl : Performance Rating
KRA Standard * Rating by 15 30 45 60
Ω∆. eŸ.
Self
1.
eŸ.bCS¨z.<p
Apr
Ω∆. eŸ.
2 Self
eŸ.bCS¨z.<p
Apr

3.
Ω∆. eŸ.
Self
eŸ.bCS¨z.<p
Apr
4. Ω∆. eŸ.
Self
eŸ.bCS¨z.<p
Apr

<pǬzrfl / Rating
15 - bC¨Ìz<pªi¨◊p eÓ* I]∏CU/pŒ[Ì e¨fi¨ eÓ bC¨Ìz<pªi¨<◊S R¨r¨ <p«z¨rfl
Failed to perform/performed to a negligible amount * Rating by
30 - i≥Ǫ̀¢¨ ΩSr ]Ó p©mÓ bC¨Ìz<pªi¨<◊S Ω∆.eŸ. = Ω∆̃ eŸ{̨ƒbCp
Performed to below of expectation level Self =Self appraisal
45 - i≥Ǫ̀¢¨ ΩSr SbC bC¨Ìz<pªi¨<◊S eŸ.bCS¨z.<p = eŸ{̨ƒbCpbCS¨z R¨r¨ <p«¨zrfl
Performed to level expectation Apr =Appraiser rating
60 - i≥Ǫ̀¢¨ ΩSr ]Ó bCˆ©ƒ I<«bC bC¨Ìz<pªi¨<◊S
Performed to a level much above expectation
<∆¢Ó¶ i‹rΩg<S̨Ó* bCı ]Ÿm©
LIST OF SPECIAL CIRCUMSTANCES
eˆÒ∆iŸflz i‹rfl¨e ∑Ófi eÓ* i‹r∆Szp
CHANGE IN KEY RESULT AREA
bkį ph eˆÒÒ∆iŸflz i‹rfl¨e ∑Ófi¨Óƒ bCı ]Ÿm© ]ƒUËp bCrÓ* $
PLEASE ATTACH THE NEW KEY RESULT AREAS
]eŸˆ / iÌz∆Ó∑bC eÓƒ i‹r∆Szp
CHANGE IN GROUP/SUPERVISOR
bkCį iŸ∆z iÌz∆Ó∑bC bCı ]e©∑¨/<p«¨zrfl bC¨Ìz∆k˚ ]<ˆS ]ƒUÍ bCrÓ* $
PLEASE ATTACH PREVIOUS SUPERVISOR'S REVIEW/RATINGS WITH MINUTES
<∆¢Ó¶ i‹rΩg<S̨Ó* bCı ]Ÿm©
LIST THE SPECIAL CIRCUMSTANCES

]ˆ¨ÌS¨/Support
bC‹Ô>p¨›/Constraint
eŸ{̨ƒ<bCS© bÓC ˆΩS¨∑r eŸ{̨ƒbCpbCS¨z bÓC ˆΩS¨∑r
Signature of appraisee Signature of appraiser

PAF-ENGR/CS-P&HR/F011/V01-Pg 4 of 10
 @¨Œ - IV
SECTION - IV
bC) <∆¢Ó¶S¨hƒ~
A) ATTRIBUTES

e¨ib≥Ce IƒbC
SCALE POINT

10. I¨¥]S i≥Ǫ̀¢¨ ]Ó p©mÓ 20. I¨¥]S i≥Ǫ̀¢¨ bC¨Ó iŸr¨ bCrS¨ ˆ¥ $ 30. I¨¥]S i≥Ǫ̀¢¨ ]Ó º ir
BELOW AVERAGE EXPECTATION MEETS AVERAGE EXPECTATION ABOVE AVERAGE EXPECTATION

∆Ó ¿ >Ó L e¨ib≥Ce IƒbC ∆Ó ¿ >Ó L x e¨ib≥ Ce Iƒ b C

<∆¢Ó ¶ S¨h§ WEIGHTAGE SCALE POINT WEIGHTAGE X SC PNT
ATTRIBUTES 10.......20......30 = <p<eS i≥ ¨ ∞S¨ƒ b C
FACTOR SCORE

1. ̨ÓLp¨ : ◊©Jz <∆<« I¨∆˜ÌbCS¨I¨ƒÓ bC¨Ó ‘̨p eÓ* r_SÓ 1

ˆZh pÓe© bC¨Ìz bCrS¨ ˆ¥ $
Planning : Takes care of the routine keeping
in mind the long range requirement.
2. ]ƒŒÔ>p : hbC ◊Q]rÓ ir <p@zr ]ƒ]¨«p¨Óƒ I¨¥r I¨∆˜ÌbCS¨I¨Óƒ
bC¨Ó ‘̨p eÓƒ r_SÓ ˆZh ̨ÓLp¨ S¥Ì¨r bCrS¨ ˆ¥ I¨¥r bC¨Ìz bC¨Ó 3
]F\Ì∆<ΩgS ÁCi ]Ó mU¨S¨ ˆ¥ $
Organising : Schedules and handles work
systematically accounting for resources and
requirements of interdepencies.
3 \̨∆]¨<ÌbC K¨p : bC¨Ìz<pªi¨◊p bÓC ]ƒOƒ« eƒÓ ΩSr
(IŒr <p«¨zrfl bÓC ]ŸmbC¨ƒbC \Ì∆]¨Ì ]Ó I¨]¨p© ]Ó 5
ÀiUc« pˆ©* ˆ¨Ó i¨SÓ S¨Ó ]ƒŒÔ>p eÓƒ ]ebC∑ i◊ bÓC bC¨<ezbC
SFUp¨ÒebC <p«¨zrfl bC¨ Àįӌ ‹bC̨ L¨ ]bCS¨ ˆ¥)
Professional knowledge : Level where task
accomplishment is concerned (if indices of
rating cannot be easily derived from the
profession use can be made of comparative
rating from the personnel of equivalent rank
in the organisation)
4. ÀÒi¨¨◊p bCı ŒFflS¨ : ]ƒ]¨«p¨Óƒ (]eÌ, ]¨eŒ≥©z , ]Ÿmp¨,
]eŸˆ ]ˆ¨ÌS¨) bC¨Ó ‘̨p eÓ r_SÓ ˆZh ÀÒi¨◊p bC¨ ΩSr $ 5
I¨∆˜ÌbCS¨ bÓC IpF]¨r <∆¢FaS¨, ]ƒibzC <∆K¨ip,
‹¿>bC¨ºCip L¥]Ó S≈̨ƒÓ ir <∆¢Ó¶ ‘̨p <◊̨ L¨ ]bCS¨ ˆ¥ $
Quality of Output : Level of output keeping
in mind resources (time, material, information,
group support) Particular attention could be
paid to accuracy, detailing, durability factor
where relevant.

Ài ̨ӌ (bC)
SUB TOTAL (A) = .........................

PAF-ENGR/CS-P&HR/F011/V01-Pg 5 of 10
 ∆Ó¿>ÓL e¨ib≥Ce IƒbC ∆Ó¿>ÓL x e¨ib≥Ce IƒbC
<∆¢Ó¶S¨h§ Weightage Scale Point Weightage x SC PNT
Attributes 10.......20......30 = <p<e˚ i≥¨∞S¨ƒbC
Factor Score

5. <∆˜UÓ¶fl¨ÒebC ̨ÓËÌS¨ : ÀÒi¨◊/i≥‹b≥C̨/Œ<S<∆<« bÓC

5
eŸU <pe¨zfl w>¨ƒmÓ bC¨Ó ]elpÓ bCı ]¨e≈Ìz r_S¨ ˆ¥ I¨¥r
]kLp¨ÒebC Sr©bÓC ]Ó irΩir ]ƒOƒ«¨ƒÓ bCı ]r¨ˆp¨ bCrS¨ ˆ¥ $
Analytical Ability : Shows the competence
to understand the basic building blocks of the
product/process/activity and appreciates the
interrelationships in a creative manner.
6. IƒS∆ÓzÌ‹|SbC bFC¢US¨ : IipÓ bC¨Ìz bÓC i≥̨ÓLp bC¨Ó i≥¨∞S
bCrpÓ bÓC <Uh ◊U bÓC ]◊Ω̨Ӄ ]Ó ]ƒOƒ<«S IipÓ bC¨¥¢U bC¨ 3
i≥̨ӌ bCrS¨ ˆ¥ $
Interpersonal Skills : Uses his skills of
relating to team members for achieving the
purpose of his job.
7 IpF¢¨]p : Ω∆̃ <p̨ebC ˆ¥ I¨¥r ]eŸˆ i≥‹b≥C̨I¨Óƒ bÓC
5
<ˆS eÓ* bC<SiÌ <pÌe¨Óƒ bÓC IpFi¨Up bCı I¨∆˜ÌbCS¨ bC¨Ó
Ω∆©bC¨r bCrSÓ ˆZh Ω∆̃ À]bÓC IpFi¨Up bC¨Ó ]F<p˜mS
bCrS¨ ˆ¥ $
Discipline : Is self regulatory and recognises
the need for observing certain rules in the
interest of group processes and ensures its
compliance.
8. ]ƒi≥Ó¶fl bC¨¥¢U : IipÓ bC¨Ìz ]Ó ]ƒOƒ<«S ‹o>L¨›p¨Ó* bCı
3
›ΩSÓe¨U ]ƒO«© ]eΩ̨I¨Ó* bC¨Ó Ω∆©bC¨r bCrS¨ ˆ¥ I¨¥r
ÀpbÓC c̨¥rÓ i≥ΩSFS bCrpÓ bÓC ‹Uh IipÓ bC¨¥¢U bC¨ i‹r∆«zp
bCrS¨ ˆ¥ $
Communication Skills : Recognises uses
and develops his skills of presenting detail
and issues related to his job design.
9. U¨ŒS mÓSp¨ : ]@© bC¨Ì¨Ó´ eÓ* <p∆Ó¢ bÓC I<«bCSe Àįӌ
3
bÓC <Uh IiÓ<∑S e¨pbC¨Óƒ I¨¥r i≥Ǫ̀<¢S ŒFflS¨ bC¨Ó i≥¨∞S
bCrpÓ bC¨ iS¨ UŒ¨S¨ ˆ¥ $
Cost Consciousness : In all actions seeks to
achieve the standards and quality expected
with due regard for the optimal utilisation of
inputs.

Ài ̨ӌ (_)
SUB TOTAL (B) = ..............................

PAF-ENGR/CS-P&HR/F011/V01-Pg 6 of 10
 ∆Ó¿>ÓL e¨ib≥Ce IƒbC ∆Ó¿>ÓL x e¨ib≥Ce IƒbC
<∆¢Ó¶S¨h§ Weightage Scale Point Weightage x SC PNT
Attributes 10.......20......30 = <p<e˚ i≥¨∞S¨ƒbC
Factor Score

10. iˆU : i¨r„i‹rbC <p@zrS¨ bCı I¨∆˜ÌbCS¨ bC¨Ó Ω∆©bC¨r

3
bCrS¨ ˆ¥ I¨¥r ›] i≥bC¨r IipÓ bC¨Ìz bCı ]F]ƒŒS ]Ÿmp¨,
i‹rfl¨e IŒ≥]‹b≥CÌS¨ ]Ó I¨ŒÓ O¨S¨ ˆ¥ $ Ω∆̃ @© I¨rƒ@
bCrS¨ ˆ¥ $
Initiative : Recognises the need for
interdependencies and as such passes the
relevant information, results of his work
proactively. Also is a self starter.
11. ]ˆp¢©US¨ : eŸUi‹rΩg<SÌ¨Ó bC¨Ó ]elS¨ ˆ¥ I¨¥r ›]
i≥bC¨r ◊Q]r¨Ó bCı i≥<S‹b≥C̨ ir ∆¨ΩS<∆bC e¨ƒŒ bCrS¨ ˆ¥ $ 1
Patience : Appreciates the ground condition
and as such makes realistic demands on
others response.
12. p∆ i‹r∆Sz p ©Ì Ì¨Ó Ë ÌS¨hƒ ~ : IPq>Ó ÀÒi¨◊/i≥‹b≥C̨
3
Œ<S<∆<« bCı pŸSp h∆ƒ <∆<@¯p ∑eS¨I¨ƒÓ bC¨Ó ◊Ó_ ]bCS¨ ˆ¥ $
Innovative Abilities : Can see the novel and
the different potential of a good product/
process activity.
13. <pflz Ì UÓ p Ó bCı Ì¨Ó Ë ÌS¨: i‹rΩg<S bCı ]eÌOa
3
I¨∆˜ÌbCS¨ bÓC @©Sr IiÓ<∑S Ωiª¿>S¨ ]Ó <pflzÌ UÓ
]bCS¨ ˆ¥ $
Decision making ability : Can take
decisions with requisite clarity within the time
frame requirement of the situation.
14. ]ƒ<◊Ë«S¨ bÓC i≥<S ]ˆp¢<|S : i≥‹b≥C̨ bÓC Ωi˝> ˆ¨ÓpÓ SbC
I<p‹˜mSS¨ bC¨Ó ]ˆ ]bCS¨ ˆ¥ $ 1
Tolerance to ambiguity : Can put up with
the non specific while the process are yet to
crystallise
15. ◊Q]r¨Ó* bC¨Ó I¨ŒÓ O¨p¨ : ◊Q]r¨ƒÓ bC¨Ó ph bC¨¥¢U ]©_pÓ bÓC
<Uh i≥¨ÓΩS¨<ˆS bCrS¨ ˆ¥ $ ◊Q]r¨Óƒ bC¨Ó <]_¨pÓ Ì¨ Iip¨ 1
K¨p ◊ÓpÓ eÓ* ]eÌ UÓS¨ ˆ¥ $
Developing others : Encourges others to
learn new skills./ Takes time to teach or
impart his knowlege to others.

Ài ̨ӌ (_)
SUB TOTAL (B) = ........................

PAF-ENGR/CS-P&HR/F011/V01-Pg 7 of 10
 @¨Œ - 4
SECTION - IV

̨ӌ = Ài ̨ӌ (bC) + Ài ̨ӌ (_) + Ài ̨ӌ (ŒC) =

TOTAL : SUB TOTAL (A) + SUB TOTAL (B) = SUB TOTAL (C) =
<∆<@¯p bC¨Ìz À˚r◊¨<ÌÒ∆¨Ó* bÓC <Uh <∆@¨Œ©Ì i≥eF_¨Óƒ bÓC ir¨e¢z ]Ó ∆Ó¿>ÓL <pÌS bCı Œ›z ˆ¥ $ g¨Ó…¨-]¨ \Ì<Sb≥Ce IpFeÓÌ ˆ¥ $ <∏Cr @©
À|S i¯}ˆ <p<e˚¨Ó* (∏¥C|¿>r) bÓC <Uh ]@© ∆Ó¿>ÓL¨Ó* bC¨ ̨ӌ 45 ˆ¥ I¨¥r ∆Ó¿>ÓL 5, 3, 1 ˆ¨ÓŒ© $ i≥ÒÌÓbC e¨eUÓ eÓ* <p<e˚ i≥¨∞S¨ƒbC e¨ib≥Ce
IƒbC x ∆Ó¿>ÓL bÓC <ˆ]¨O ]Ó S¥Ì¨r ‹bCh L¨hƒŒÓ $ À]bÓC O¨◊ <∆¢Ó¶S¨I¨Ó* bC¨ ̨ӌ i≥¨∞S bCrpÓ bÓC ‹Uh ]@© <p<e˚ i≥∞S¨ƒbC¨Ó* (∏¥C|¿>r ΩbC¨Ór)
bC¨Ó L¨Ó… ◊Ó* $

Weightages have been assigned to different job responsibiities in consultation with the Divisional Heads. A
slight deviation is permissible. However the total of all the weightages for the fifteen factors has to be 45 and
the weightages will be 5, 3, 1. The factors score in each case will be worked out by scale point x weightage.
Then add uop all the fator scores to obtain a Total for Attributes.

_) ¢c◊ <mfi
PEN PICTURE
( IpFiŸrbC UŒ¨p¨ hÓPq>bC ˆ¥ )
(way of supplement is optional)

PAF-ENGR/CS-P&HR/F011/V01-Pg 8 of 10
 @¨Œ - 5
SECTION - V
∑eS¨
Potential

∆¥bC‹{ibC bC¨Ìz ¢FÁC bCrpÓ bÓC <Uh <p«¨zrS© bCı ∑eS¨ ̨ À]bCı ̨ÓËÌS¨ OS¨pÓ bÓC <Uh
To indicate assessees potential or his ability to take up alternate assignments
bC) I¯Ì i≥@¨Œ¨Ó eÓƒ @© bC¨e e*Ó U¨Ì¨ L¨ ]bCS¨ ˆ¥
Could also be used in other Divisions

(_) <p∆Ó¢ eÓ* i≥<¢∑fl I¨¥r <∆bC¨] bCı I¨∆˜ÌbCS¨ ˆ¥ $

Needs training and development inputs in

@¨Œ - 6
SECTION - VI

]eŒ≥ eŸ{̨ƒbCp
Overall Assessment

eˆÒ∆iŸflz i‹rfl¨e ∑Ófi eÓƒ ̨ӌ

Total in Key Result Area :

1. eˆÒ∆iŸfl i‹rfl¨e ∑Ófi eÓ* I¨¥]S : ̨ӌ/eˆÒÒ∆iŸflz i‹rfl¨e ∑Ófi¨ƒÓ bCı ]ƒ`̨) =
Average in Key Result Area : (total/no of key result areas) =

<∆¢Ó¶S¨I¨Ó* bC¨ ̨ӌ :

Total in Attributes :
2. <∆¢Ó¶S¨I¨Ó* bC¨ iŸflz̨ӌ : (bFCU / 45)
Aggregate in Attributes : (total/45)
3. I<S‹r|S IƒbC <◊h Œh :
Extra Points Awarded :
]eŒ≥ IƒbC (1 + 2 + 3 bC¨ ̨ӌ ) =
Overall Points (total of 1 + 2 + 3) =
fÓfl© = (bC = 90 - 100, _ 75-89, Œ 50 - 74 J < 50
Grade (A = 90 - 100, B = 75 - 89, C = 50 - 74, D < 50)
IŒr eŸ{̨ƒ‹bCS© eŸ{̨ƒbCpbCS¨z ]Ó ]ˆeS pˆ©* ˆ¨Ó S¨Ó ∆ˆ bC¨rfl¨Ó* bC¨ À{UÓ_ bCr ]bCS¨ ˆ¥ $
If the appraisee does not agree with the appraiser then he may note down the reasons

eŸ{̨ƒ<bCS© bÓC ˆΩS¨∑r eŸ{̨ƒbCpbCS¨z bÓC ˆΩS¨∑r

Signature of appraisee Signature of appraiser

PAF-ENGR/CS-P&HR/F011/V01-Pg 9 of 10
 भाग – 7
SECTIO – VII

मा यता अनुशंिसत (गोपनीय)

Recognition Recommendation (Confidential)

1. यथा समय ण
े ी पदो ित दी जाए हाँ.......... नह ..........
Grade promotion to be given when due Yes……. No….…..

2. संगठना मक अपे ा के अनुसार उ रदािय व पदो ित के िलए उिचत मामला हाँ.......... नह ..........
Fit case for Responsibility Promotion as per Organisation Requirements Yes……. No….…..

3. िवशेष मा यता के िलए पा है। हाँ.......... नह ..........

Deserves Special Recognition Yes……. No….…..

4. वा षक वेतन-वृि रोक रखनी चािहए

Increment should be withheld

समी ा वष के दौरान के द तावेज के आधार पर िविश कारण बताएँ

Cite Specific Reasons Based on the Documentation of the year under Review

मू यांकनकता के ह ता र
Signature of appraiser

सामा यकृ त िनधारण

ORMALISED RATIG

ह ता र
Signature

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