(1) The prescribed performance evaluation form will be used to evaluate the performance of civil servants.
(2) The division of the total points of performance evaluation of civil servants will be as follows:-
(a) A maximum of twenty-five marks
may be awarded by the Superintendent (b) Maximum ten marks that can be awarded by the Reviewer
(c) Maximum five marks
which may be awarded by the Review Committee (3) Supervisors, reviewers, and review committees, while giving points for the performance of civil servants, should be given in accordance with the basis mentioned in this section and the performance evaluation form.
(4) The performance evaluation of gazetted civil servants will be done half-yearly and annually and annually for non-gazetted employees.
(5) During the semi-annual performance evaluation in accordance with sub-section (4), within seven days of the end of that period, the concerned gazetted employee shall submit two copies of the form to the supervisor in the prescribed format stating the prescribed tasks, edited tasks, if any tasks could not be completed and the reasons for them. Must be submitted. The submitted form shall be evaluated and paged by the supervisor, and a copy shall be returned to the concerned employee within the next seven days, mentioning in the specified place of the form. During the annual performance evaluation, every half-yearly filled performance evaluation form shall also be taken as a basis. The authority may take departmental action against employees who do not fill the half-yearly performance evaluation form within the specified time and supervisors who do not check it and provide feedback.
(6) Performance evaluation to be evaluated annually In the case of employees who are not covered by the gazette, the relevant head of office and head of department shall evaluate within the specified period, prepare three copies and send one copy to the Public Service Commission, one copy to the Secretariat of the Promotion Committee and keep the other copy in the relevant office. More than one office in a yearWhen the employees working in it are transferred and come with Ramana, they have to fill in the performance evaluation form from the concerned supervisor in the prescribed format. The supervisor who evaluates the annual performance should also base the evaluation of the previous office supervisor. In the case of gazetted civil servants, the concerned ministry, secretariat or the secretary of the commission or the central body shall have it evaluated within the specified period and three copies shall be prepared, one copy shall be sent to the secretariat of the Public Service Commission and one copy shall be sent to the secretariat of the promotion committee and the other copy shall be kept in the relevant ministry, secretariat or commission or the central body. Every performance evaluation agency shall publish the notice with the list sent to the agency that has to submit the evaluation form within the specified period on the notice board of its office within seven days.
(6a) Every civil servant has to register his/her performance evaluation form in the respective office within the specified time period. If registration is not possible within such period, if the concerned employee submits an application for extension of the deadline with reasonable reasons, and if the supervisor finds the reasons mentioned in the application reasonable, the deadline may be extended up to fifteen days from the date of expiry of the specified time period. If the performance evaluation form is registered within the same financial year within the added deadline, the review committee will deduct one point from the total score for the evaluation in the registered performance evaluation form. However, if any civil servant has to go to foreign training, seminar or study tour etc. during the period of filling the performance evaluation form, the performance evaluation form must be filled and registered in the relevant office before going. The performance evaluation form so registered should be evaluated as having been registered on time.
(6b) Officials who fail to evaluate the performance evaluation form registered by civil servants on time will be subject to departmental action.
(6c) QAfter the annual performance evaluation conducted by the review committee, the secretariat of the review committee shall inform the concerned employee of the total points of the performance evaluation received in that year, if he/she submits an application and requests. But the marks given by the review committee will not be informed. 6d) If an employee is not satisfied with the evaluation made by the supervisor and reviewer after receiving the information according to sub-section (6c), he/she can file a complaint with the specified authority within seven days with the concrete basis and reason. On making such a complaint, such officer will conduct the necessary investigation in consultation with the concerned supervisor and reviewer on the complaint and, if deemed necessary, may amend the marks obtained in such evaluation form as specified.
(7) For the annual performance evaluation, the supervisor or reviewer should explain the clear reason for awarding more than 95 percent or less than 75 percent marks, and if the employee gives less than 75 percent marks, the relevant employee should be informed and submitted to the review committee if he/she responds. If the supervisor or the reviewer or both are not satisfied with the evaluation of the performance evaluation, the review committee can send it back with a clear reason. If it is not necessary to re-evaluate or revise the previous evaluation, the relevant evaluator should send it with a justifiable reason.
(8) While calculating the marks for the purpose of performance evaluation, the number of years of service required to be a potential candidate for promotion will be calculated from the average of the last year's performance evaluation form. However, (1) In the case of going to study or training or being suspended and the suspension being lifted, for the performance evaluation of the period of suspension, if the performance evaluation was done immediately before going to such study or training or before the suspension, in the same year and if there is no such performance evaluation, in the same proportion as the marks obtained in the performance evaluation filled after appearing. same numberwill be calculated.
(2) Potential candidature will be calculated only by deducting the period spent on extraordinary leave and the performance evaluation form for such leave period will not be filled. When calculating the points for the purpose of performance evaluation of the employees who are on extraordinary leave, the points for the performance evaluation of the period necessary for the promotion of the years before or after the period of being on extraordinary leave will be calculated.
(9) ………
(10) Other arrangements related to performance evaluation shall be as prescribed.