(1) The performance evaluation form to be used for the evaluation of the employee's performance shall be as per schedule-11. (2) Performance evaluation of employees will be done half-yearly and annually in the case of gazetted employees and annually in the case of other employees.
(3) For the evaluation of the employee's performance, there will be a corresponding authorized supervisor at least one grade above the employee to be evaluated and a corresponding authorized reviewer who will be one grade above the supervisor.
(4) There will be the following review committee for evaluating the performance of gazetted employees:-
(a) Gazetted First Class Officer concerned — Chairman
(b) Corresponding Reviewer — Member
(c) Superintendent concerned — Member
(5) There will be the following review committee to evaluate the performance of gazetted level employees.
(a) Secretary General — Chairman
(b) Corresponding Reviewer — Member
(c) Related supervisors - members but when evaluating the performance of gazetted first-class employees, the committee consisting of the secretary general as chairman and the secretary of the secretariat as members will act as a review committee.
(6) Notwithstanding anything contained elsewhere in this rule, in the event that there is no official to evaluate the performance of the first class employees of the Secretariat as a supervisor and reviewer, the General Secretary or in the event that the position of the General Secretary is vacant, the official assigned to perform the work shall act as the supervisor, reviewer and review committee of such employees. It is not considered that there is any obstacle to evaluate the performance.
(7) The maximum number of points that can be given by the evaluator out of the total 50 points given after evaluating the performance of the employee will be as follows:- The supervisor will have 30 points, the reviewer will have 10 points and the review committee will have 10 points
(8) The value of performance when the supervisors, reviewers and review committees award marks for the performance of employees.Marking should be given according to the basis mentioned in the form.
(9) The Secretary General will also work as a supervisor, reviewer and review committee for the evaluation of the performance of employees working in gazetted special categories.
(10) The promotion marks will be counted only up to the last date of application, excluding the period of being a potential candidate (Ashadha Mansat).
(11) If an employee who has been removed from service or dismissed is reinstated by the court, the marks he/she got in the performance evaluation of the year immediately preceding the removal or dismissal from service will be counted for the period of non-service.
(12) Notwithstanding anything written elsewhere in this regulation, the performance of the period to be evaluated in the year before the commencement of this regulation shall be evaluated in accordance with this regulation within three months from the date of commencement of this regulation, and one copy shall be kept in the secretariat of the promotion committee and one copy shall be kept in the staff administration branch.< br> (13) The Review Committee may adopt the following procedure regarding the performance evaluation form of gazetted 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 performance 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 necessary in the submitted work performance evaluation forms.