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Rule 71
Evaluation of work performance
-1) The work performance evaluation form used for the evaluation of the employee's work performance will be as per Schedule-17.
(2) For the evaluation of the employee's performance, the relevant employee one level above the employee to be evaluated will be the supervisor and the relevant employee one level above the supervisor will be the reviewer. But,
(a) Supervisors of authorized level employees shall not be assistant level employees.
(b) If the reviewer of assistant level employees in district offices is not an authorized employee, the reviewer appointed by the chairman of the review committee will be the authorized reviewer.
(c) If the supervisor of an authorized level employee is an authorized twelfth level employee, he will also work as a reviewer.
(d) An employee who works as an office head or a departmental head can work as a supervisor for the purpose of evaluating the performance of employees of the same level working under him. Explanation: If the employee to be evaluated and the employee who is his/her supervisor are of the same level and both are potential candidates for promotion to the same service, group or sub-group, the employee who will be the supervisor for the evaluation of the performance of such an employee should submit his/her written opinion on the basis mentioned in the performance evaluation form. It should be submitted to the reviewer or a higher level employee for supervision.
(e) The supervisor and reviewer of the staff working at the authorized twelfth level shall be the Secretary of the Ministry.
(3) There will be the following review committee for evaluating the performance of assistant level employees:-
(a) Officer designated by the Secretary of the Ministry or the concerned Head of Department – Chairman
(b) Corresponding Reviewer – Member (c) RelationshipCredit Supervisor – Member
(4) There will be the following review committee to evaluate the performance of authorized employees from sixth to tenth level:-
(a) Secretary to the Ministry – Chairman
(b) Eleventh or twelfth level officer designated by the Secretary of the Ministry – Member (c) Director General of concerned Department – Member (5) There will be the following review committee to evaluate the performance of the authorized eleventh level employees:-
(a) The Chief Secretary or the Secretary to the Government of Nepal designated by him - Chairman
(b) Secretary to the Ministry – Member (c) Twelfth level officer designated by the Secretary of the Ministry – Member
(6) The division of the total forty points given after evaluating the performance of the employee will be as follows:-
(a) The maximum number of marks to be awarded by the Superintendent is eighteen (b) more than the reviewer may giveTotal twelve digits
(c) Maximum ten marks
which may be awarded by the Review Committee (7) The supervisor, reviewer and review committee may adopt the following procedure while awarding marks for the performance of employees:-
(a) To scrutinize the submitted work performance evaluation forms and maintain consistency between work performance and mark distribution in those forms,
(b) To consider the interrelationship between the overall achievement of an agency and the evaluation of the performance of its employees,
(c) To request confirmation from the reviewer or supervisor or send it to him for reconsideration, if deemed necessary on the submitted performance appraisal forms,
(d) If the re-submission of the performance evaluation form is not justified or if the score is not revised, the review committee shall comment on the matter and send it in writing to the relevant body to keep the record of such supervisor or reviewer.
(7a) When the supervisor or reviewer gives a score of more than ninety-five percent or less than seventy-five percent for performance evaluation, he must explain the clear reason and if he gives feedback to the employee concerned about giving a score of less than seventy-five percent, he should also keep it and submit it to the review committee. If the review committee is not satisfied with the work performance evaluation done by the supervisor or the reviewer or both, it can send it back with a clear reason. If it is not necessary to re-evaluate or revise the previous evaluation, the relevant evaluator shall submit the reasonable reason before the review committee.
(8) When calculating the marks for the purpose of performance evaluation, the number of years of service required to be a potential candidate for promotion or upgradation will be calculated as the average of the marks obtained for the performance evaluation of the last year. But,
(1) For evaluation of performance during the period of study or training, such study orMarks will be given in proportion to the marks obtained in the year immediately before going to Alim.
(2) The potential candidature will be calculated only by deducting the period spent on extraordinary leave and the evaluation form for the performance of such extraordinary leave period will not be filled. While evaluating the performance of less than one year but six months or more period, the marks assigned for one year will be calculated on the basis of Damasahi.
(2) For the evaluation of the employee's performance, the relevant employee one level above the employee to be evaluated will be the supervisor and the relevant employee one level above the supervisor will be the reviewer. But,
(a) Supervisors of authorized level employees shall not be assistant level employees.
(b) If the reviewer of assistant level employees in district offices is not an authorized employee, the reviewer appointed by the chairman of the review committee will be the authorized reviewer.
(c) If the supervisor of an authorized level employee is an authorized twelfth level employee, he will also work as a reviewer.
(d) An employee who works as an office head or a departmental head can work as a supervisor for the purpose of evaluating the performance of employees of the same level working under him. Explanation: If the employee to be evaluated and the employee who is his/her supervisor are of the same level and both are potential candidates for promotion to the same service, group or sub-group, the employee who will be the supervisor for the evaluation of the performance of such an employee should submit his/her written opinion on the basis mentioned in the performance evaluation form. It should be submitted to the reviewer or a higher level employee for supervision.
(e) The supervisor and reviewer of the staff working at the authorized twelfth level shall be the Secretary of the Ministry.
(3) There will be the following review committee for evaluating the performance of assistant level employees:-
(a) Officer designated by the Secretary of the Ministry or the concerned Head of Department – Chairman
(b) Corresponding Reviewer – Member (c) RelationshipCredit Supervisor – Member
(4) There will be the following review committee to evaluate the performance of authorized employees from sixth to tenth level:-
(a) Secretary to the Ministry – Chairman
(b) Eleventh or twelfth level officer designated by the Secretary of the Ministry – Member (c) Director General of concerned Department – Member (5) There will be the following review committee to evaluate the performance of the authorized eleventh level employees:-
(a) The Chief Secretary or the Secretary to the Government of Nepal designated by him - Chairman
(b) Secretary to the Ministry – Member (c) Twelfth level officer designated by the Secretary of the Ministry – Member
(6) The division of the total forty points given after evaluating the performance of the employee will be as follows:-
(a) The maximum number of marks to be awarded by the Superintendent is eighteen (b) more than the reviewer may giveTotal twelve digits
(c) Maximum ten marks
which may be awarded by the Review Committee (7) The supervisor, reviewer and review committee may adopt the following procedure while awarding marks for the performance of employees:-
(a) To scrutinize the submitted work performance evaluation forms and maintain consistency between work performance and mark distribution in those forms,
(b) To consider the interrelationship between the overall achievement of an agency and the evaluation of the performance of its employees,
(c) To request confirmation from the reviewer or supervisor or send it to him for reconsideration, if deemed necessary on the submitted performance appraisal forms,
(d) If the re-submission of the performance evaluation form is not justified or if the score is not revised, the review committee shall comment on the matter and send it in writing to the relevant body to keep the record of such supervisor or reviewer.
(7a) When the supervisor or reviewer gives a score of more than ninety-five percent or less than seventy-five percent for performance evaluation, he must explain the clear reason and if he gives feedback to the employee concerned about giving a score of less than seventy-five percent, he should also keep it and submit it to the review committee. If the review committee is not satisfied with the work performance evaluation done by the supervisor or the reviewer or both, it can send it back with a clear reason. If it is not necessary to re-evaluate or revise the previous evaluation, the relevant evaluator shall submit the reasonable reason before the review committee.
(8) When calculating the marks for the purpose of performance evaluation, the number of years of service required to be a potential candidate for promotion or upgradation will be calculated as the average of the marks obtained for the performance evaluation of the last year. But,
(1) For evaluation of performance during the period of study or training, such study orMarks will be given in proportion to the marks obtained in the year immediately before going to Alim.
(2) The potential candidature will be calculated only by deducting the period spent on extraordinary leave and the evaluation form for the performance of such extraordinary leave period will not be filled. While evaluating the performance of less than one year but six months or more period, the marks assigned for one year will be calculated on the basis of Damasahi.