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उप सयांपवादक (रहनदद)/रहनदद अनिनववादक कवे रलए

ANNUAL PERFORMANCE APPRAISAL REPORT FOR

SUB EDITOR (HINDI)/ HINDI TRANSLATOR

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+ÊvÉEòÉ®úÒ EòÉ xÉÉ¨É Name of the

Officer……………………………………………………………

ºÉ¨ÉÉÎ{iÉ ´É¹ÉÇ/+´ÉÊvÉ EòÉ |ÉÊiÉ´ÉänùxÉ Report for

the year/period ending ….………………………
 ANNUAL PERFORMANCE APPRAISAL REPORT OF

SUB EDITOR (HINDI)/HINDI TRANSLATOR

Report for the year / Period ending …………………………………………………………

PERSONAL DATA

PART – 1 A

(To be filled by the Administration Section)

1. Name of the Officer :

2. Date of Birth(DD/MM/YYYY) :

(In words) :

3. Date of entry in Coconut Development Board :

4. Date of continuous appointment to the present grade :

5. Present post and date of appointment thereto :Post ………………………….

Date ………………………….

6. Period of absence from duty (on training, leave etc)

during the year. If he/she has undergone training,
specify :

PART – 1 B
1. Name and designation of the Reporting Officer:
2. Name and designation of the Reviewing Officer:
PART – 2 (SELF APPRAISAL)
(To be filled by the Officer reported upon)
(Please read carefully the instructions before filling the entries)
1. Brief description of duties.
2. Please specify the targets/ objectives/goals (in quantitative or other terms) of work you set for
yourself or that were set for you, eight to ten items of work in the order of priority and your achievement
against each target and your contribution thereto.

Targets/ Objectives/Goals Achievements

3. (A) Please state briefly the shortfalls with reference to the targets/ objectives/ goals referred to in item 2.
Please specify constraints, if any, in achieving the targets.

(B) Please also indicate items in which there have been significantly higher achievements and your contribution
thereto.

4 Please state whether the annual return on immovable property for the preceding calendar year was filed
within the prescribed date i.e. 31st January of the year following the calendar year. If not, the date of filing
the return should be given. (To be filled if applicable)

Place:…………………
Date: …………………
 Signature of the Officer reported upon
PART – 3 (ASSESSMENT BY THE REPORTING 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 highest.

(Please read carefully the guidelines before filling the entries.)

(A) Assessment of work output (weightage to this Section would be 50%)

Reporting Reviewing Initials of

Authority Authority Reviewing
(Refer Para 2 of Authority
Part 5)
1. Translation work
Knowledge of terminological, grammatical and
a.
linguistic aspects of translations
Ability to translate with speed and accuracy
taking care to see that faithful rendering of the
b.
original does not effect simplicity, natural form
of expression and intelligibility
Comprehension of the languages and ability to
c.
effect improvement in the process of meeting
Attention to avoidance of mistakes and
d. defective translation corrected by the superior
officers
Accomplishment of planned work/work allotted
2.
as per subjects allotted
3. Quality of output
Accomplishment of exceptional work/
4.
unforeseen task performed

Overall Grading on “Work Output”

(B) Assessment of personal attributes (weightage to this Section would be 50%)

Reviewing
Initials of
Reporting Authority
Reviewing
Authority (Refer Para
Authority
2 of Part 5)
1 Attitude to work
2 Sense of Responsibility
3 Maintenance of Discipline
4 Communication skills
5 Leadership qualities
6 Capacity to work in team spirit
7 Capacity to adhere to time-schedule
8 Inter-personal relations
9 Overall bearing and personality
Overall Grading on “Personal Attributes”

Note: The overall grading will be based on addition of the mean value of each group of indicators in
proportion to weightage assigned.
 PART – 4 GENERAL

1. Relations with the public (wherever applicable)

(Please comment on the Officer’s accessibilities to the public and responsiveness to their needs)

2. Training
(Please give recommendations for training with a few to further improving the effectiveness and capabilities
of the Officer)

3. State of health

4. Integrity
(Please comment on the integrity of the Officer)
5. Pen picture by Reporting Officer (in about 100 words) on the overall qualities of the
Officer including area of strength, extraordinary achievements, significant failures (ref.3(A) & 3 (B)
of Part-2) and attitude towards weaker sections.

6. Overall numerical grading on the basis of weightage given in Section A, B, and C in

Part 3 of the Report

Signature of the Reporting Officer ……………………………

Name in Block Letters:…………………………………...........

Designation:…………………………………………………….
During the period of Report ………………………………………….
Place:…………………

Date………………….
PART – 5 REMARKS OF THE REVIEWING OFFICER:

1. Length of service under the Reviewing Officer

2 Do you agree with the assessment made by the Reporting Officer with respect to the work output
and the various attributes in Part-3 & Part 4? Do you agree with the assessment of Reporting
Officer in respect of extraordinary achievements/significant failures of the officer reported upon?
(Ref. Part 3A)(5) and Part 4(5).
(Incase you do not agree with any of the numerical assessments to the attributes please record your
assessment on the column provided for you in that section and initial your entries.)

Yes No

3. In case of disagreement, please specify the reasons. Is there anything you wish to
modify or add?
4. Pen picture by Reviewing Officer. Please comment (in about 100 words) on the overall
qualities of the Officer including area of strengths and lesser strength and his attitude towards
weaker sections.

5. Overall numerical grading on the basis of weightage given Section A, B, and C in Part
3 of the Report

Signature of the Reviewing Officer ………………..

Name in Block Letters:…………………………………...

Place………………
Date: …….
Designation:……………………………………………….
During the period of Report …………………………………...
 TIME SCHEDULE FOR PREPARATION/ COMPLETION OF
ANNUAL PERFORMANCE APPRAISAL REPORT (APAR)

Sl No Activity Date by which to be completed

Distribution of blank APAR forms to all concerned (i.e. to officer 31st March
1
to be reported upon where self-appraisal has to be given and to (This may be complete even a week earlier)
reporting officers where self-appraisal is not to be given)

2 Submission of self-appraisal to reporting officer by officer to be 15th April

reported upon (where applicable)

3 Submission of report by reporting officer to reviewing officer 30th June

Report to be completed by Reviewing Officer and to be sent to

4 the Secretary, Coconut Development Board, Kera Bhavan, 31st July
Kochi-11.

5 Appraisal by accepting authority, wherever provided 31st August

a. Disclosure to the officer reported upon where there is no 01st September

accepting authority
6
b. Disclosure to the officer reported upon where there is 15th September
accepting authority
15 days from the date of receipt of
7 Receipt of representation, if any, on APAR
communication

Forwarding of representations to the competent authority

8 a. Where there no accepting authority for APAR 21st September

b Where there is accepting authority for APAR 06th October

Within one month from the date of receipt of

9 Disposal of representation by competent authority
representation.

Communication of the decision of the competent authority on the

10 15th November
representation by the APAR Cell

End of entire process, after which the APAR will be finally taken
11 30th November
on record
 Guidelines regarding filling up of APAR with numerical grading
1. The Annual Performance Assessment Report is an important documents, it provides the basic and vital inputs for
assessing the performance of an official and for his/ her further advancement in his/ her career. The official
reported upon , the Reporting Officer and the Reviewing Officer should, therefore, undertake the duty of filling out
the form with a high sense of responsibility.
2. Reporting Officer should realize that the objective is to develop an official so that he / she realizes his /her true
potential. It is not meant to be a fault finding process but a developmental one. The Reporting Officer and the
Reviewing Officer should not shy away form reporting shortcomings in performance, attitudes or overall
personality of the officer reported upon.
3. The items should be filled with due care and attention and after devoting adequate time. Any attempt to
fill the report in a casual or superficial manner will be easily discernible to the higher authorities.
4. If the Reviewing Officer is satisfied that the Reporting Officer had made the report without due care and
attention he / she shall record a remark to that effect in item 2 of Part-V. The Government shall enter the remarks
in the APAR of the Reporting Officer.
5. Every answer shall be given in a narrative form except where numerical grading is to be awarded. The space
provided indicates the desired length of the answer. Words and phrases should be chosen carefully and should
accurately reflect the intention of the officer recording the answer. Unambiguous and simple language may be
used.
6. The Reporting Officer shall, in the beginning of the year, assign targets to each of the officers will report to whom
he is required to report upon for completion during the year. In the case of an officer taking up a new post in the
course of the reporting year, such targets/ goals shall be set at the time of assumption of the new change. The
tasks/ targets set should clearly be known and understood by the both the officers concerned.
7. Although performance assessment is a year end exercise, in order that it may be a tool for human resource
development, the Reporting Officer should at regular intervals review the performance and take necessary
corrective steps by way of advice etc.
8. It should be the endeavor of each appraiser to present the truest possible picture of the appraise in regard to his /
her performance, conduct, behaviors and potential.
9. Assessment should be confined to the appraiser’s performance during the period of report only.
10. Some post of the same rank may be more exacting than others. The degree of stress and strains in any post may
also vary from time to time. These facts should be borne in mind during assessment and should be commented
upon appropriately.
11. Guidelines regarding filling up of APAR with numerical grading:-
(i) The columns in the APAR should be filled in 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’.
Note
The following procedure should be followed in filling up the item relating to integrity:-
(i) If the officer / officials integrity is beyond doubt, it may be so stated.
(ii) If there is any doubt of suspicion, the item should be left blank and action taken as under:-
(a) A separate secret note should be recorded and followed up. A copy of the note should also be sent together with
the Confidential Report to the next superior officer who will ensure that the follow- up actionist taken
expeditiously. Where it is not possible either to certify the integrity or to record the secret note, the Reporting
Officer should state either that he has not watched the officer/ official’s work for sufficient time to form a definite
judgment or that he has heard nothing against the officer/ official, as the case may be.
(b) If, as a result of follow –up action the doubts or suspicions are cleared, the officer’s / official’s integrity should be
certified and an entry made accordingly in the Confidential Report.
(c) If the doubts or suspicions are confirmed, the fact should also be recorded and duty communicated to the officer
concerned.
(d) If as a result of the follow up action, the doubts or suspicions are neither cleared nor confirmed the officer’s
conduct should be watched for a further period and thereafter action taken as indicated at ( b) and ( c ) above.
( Ministry of Home Affairs O.M. No. 51/4/84-Estt.(a) dated 21-06-1965)