(1) The prescribed performance evaluation form will be used to evaluate the employee's performance.
(2) The division of the total score of the performance evaluation of the employee shall be as follows:-
(a) A maximum of thirty marks may be awarded by the Superintendent (b) Maximum ten marks that can be awarded by the Reviewer (c) Maximum ten marks
which may be awarded by the Review Committee (3) The performance evaluation of gazetted employees will be done semi-annually and annually and annually for non-gazetted employees.
(4) When evaluating the performance on a semi-annual basis in accordance with sub-section (3), within seven days of the end of that period, the concerned gazetted employee shall submit two copies of the form in the prescribed format stating the prescribed tasks, edited tasks, if any task could not be completed and the reason for it. It should be submitted to the supervisor. The submitted form should be evaluated and endorsed by the supervisor, and a copy should be returned to the concerned employee within the next seven days, mentioning in the specified place of the form. Every half-yearly filled performance evaluation form should also be taken as the basis for the annual performance evaluation. The authority may take departmental action against the employees who do not fill the half-yearly performance evaluation form in the specified time and the supervisor who does not check it and provide feedback.
(5) The performance evaluation to be evaluated annually shall be evaluated within the specified period, and two copies shall be prepared and one copy shall be kept in the secretariat of the promotion committee and the other copy shall be kept in the secretariat.
(6) Every employee should fill up his performance evaluation form and register it in the secretariat within the specified time period. In case of not being able to register within such period, if the concerned employee submits an application for extension along with reasonable reasons and if the supervisor finds the reason mentioned in the application to be reasonable, up to fifteen days from the date of expiry of the specified time period.can be extended. After the extended deadline, if the performance evaluation form is registered within the same financial year, the review committee will deduct one point from the total score for the evaluation in the registered performance evaluation form. However, during the period of filling the performance evaluation form, if any employee has to go to work for foreign training, seminar or study tour, etc., he/she should fill the performance evaluation form and register it in the secretariat before going. The performance evaluation form registered in that way should be evaluated as having been registered in the prescribed time.
(7) Departmental action will be taken against officials who fail to evaluate the performance evaluation form registered by the employee within the specified period.
(8) After the annual performance evaluation conducted by the review committee every year, the secretariat of the review committee shall inform the total score of the performance evaluation received by the concerned employee in that year if he/she makes an application and requests. But the marks given by the review committee will not be informed.
(9) If an employee is not satisfied with the evaluation made by the supervisor and reviewer after receiving the information according to sub-section (8), he 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 prescribed.
(10) For the annual performance evaluation, the supervisor or reviewer should explain the clear reason for awarding a score of more than 95 percent or less than 75 percent. In case of giving less than 75 percent marks, the concerned staff should be informed and given a response. In the case of performance appraisal, the review committee shall provide a clear reason if the evaluation of the supervisor or the reviewer or both is not satisfactory.Can send the dead body back. If it is not necessary to re-evaluate or revise the previous evaluation, the relevant evaluator should send it with a reasonable reason.
(11) While calculating the marks for the purpose of performance evaluation, the number of years of service required to be a potential candidate for promotion shall be calculated from the average of the last year's performance evaluation form. But,
(1) For the performance evaluation of the period of suspension in the case of going to study or training or being suspended and the suspension being lifted, if the performance evaluation was done before going to such study or training or immediately before the suspension, in the same year and if there is no such performance evaluation, then in the same proportion as the marks obtained in the performance evaluation filled after appearing. Marks will be calculated.
(2) The 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.
(12) Other arrangements related to performance evaluation shall be as prescribed.