(1) While evaluating the performance of the employee, the supervisor should evaluate the following:-
(a) an employee who has been absent for more than thirty consecutive days without sanction of leave or without applying for leave shall be awarded a maximum of the best grade without giving the best grade in any one of the four aspects (cost, time, quantity and quality) as appropriate,
(b) To the employee who has been reprimanded or has been sentenced to grade suspension or promotion suspension in the year in which the punishment has been imposed, giving the highest level marks without giving the highest level marks based on the overall quality of work,
(c) If an employee does not embezzle within six months, subject to the applicable laws on financial administration and embezzlement, except in the case of showing sufficient grounds that the amount of advance received by him is out of control, he will give a score of the best level instead of giving a score of the best level based on the overall quality of the work. ,
(d) If there is evidence of an employee's undisciplined work, on the basis of the overall quality of the work, not giving the best level marks, but giving the best level marks at most,
(e) To employees who do not fill the half-yearly performance evaluation form within the period of Rule 67 and who do not perform the annual and semi-annual performance evaluation within the period, on one of the two bases related to the overall quality and quantity of work, not giving the best level marks, (2) If the marks are to be reduced on more than one basis for the same employee, the marks shall not be reduced on more than two grounds out of four in a year.
(3) If it is found that the marks have not been reduced as per sub-rule (1) even though there is a reason, one mark will be reduced in the performance evaluation of such evaluator.
(4) Even if marks have to be reduced according to sub-rules (1) and (3), a document with a clear reason for the same should be attached.