Performance is not a factor in appraisals.

The most productive workers are informed that those who

are due for promotion, will get Top score irrespective of whether they work or not, and you will be
considered next year. And the following year never arrives. Boss changes, department changes. Who
can assure for future? Correct score should be given at righ time. Present boss will not take any
responsibility of loss happened in past. They find execuse to not give score in this year. Even if their
work is visible through records, diligent workers still endure consequences. CCL is viewed as a
chance to drop the employee. The given output and efficiency in that year and previous years is
irrelevant. CCL's policy is based on necessity rather than pleasure. Performance should be evaluated
rather than absence. Other employees are absent for many more days, when compared. But CCL
sounds good to highlight absence. However, Performance is to be reported on a pro rata basis in
accordance with the even weekly planner's guideline. A system of performance appraisal exists that
is unjust. A select few receive top marks and promotions. Performance is not taken into account.
Only the most demanding tasks are assigned to highly productive workers. CCL or transfers are used
as an excuse to drop an employee and pick a favorite at the time of evaluation. Who is going to
cover the loss and contributions of an honest employee?