Section 32
Evaluation Of Work Performance
(1) The work performance evaluation form as prescribed shall be used to evaluate the work
performance of the Employee.
(2) The distribution of the total marks for the work performance evaluation of the Employee shall be as follows:
(a) Maximum marks that may be granted by the supervisor -thirty marks
(b) Maximum marks that may be granted by the reviewer -ten marks
(c) Maximum marks that may be granted by the review committee -ten marks
(3) The work performance evaluation of the gazetted Employee shall be carried out on a semi-annual and annual basis and that of the non-gazetted Employee on an annual basis.
(4) In carrying out the work performance evaluation on a semi-annual basis pursuant to sub-section (3), the concerned gazetted employee shall fill up the form in duplicate in the prescribed format, indicating the specified functions, discharged functions, functions which could not be completed and reasons for the same and submit it to the supervisor within seven days after the expiry of that period. The supervisor shall evaluate the form so submitted, mention feedbacks to be provided in the specified space of the form and return a copy to the concerned Employee within another seven days. The annual work performance evaluation form must be evaluated based on every work performance evaluation form filled up on a semi-annual basis. The Authority may take departmental action against the Employee who fails to fill up the semi-annual work performance evaluation for in the specified time and the supervisor who fails to examine it and provide feedbacks.
(5) The work performance evaluation to be carried out on an annual basis has to be carried out within the specified period, and the evaluation has to be prepared in duplicate, and one copy thereof has to be retained in the promotion committee and the other copy on the Secretariat.
(6) Each Employee shall fill up his or her work performance evaluation form and register it with the Secretariat within the prescribed period of time. If the concerned Employee fails to register it within such period of time and makes an application, accompanied by reasonable reasons therefor, for the extension of time limit, the supervisor may, if he or she thinks the reasons mentioned in the application to be reasonable, extend the time limit for a period not exceeding fifteen days after the date of expiration of the prescribed period of time. The review committee shall subtract one mark from the total marks for the work
performance evaluation form registered after that time limit but within the same financial year. Provided that if any Employee has to go on deputation for any foreign training, symposium or study tour during the period within which the work performance evaluation form has to be filled in, the Employee shall, prior to so going, fill the work performance evaluation form and register it with the Secretariat. The work performance evaluation form so registered has to be evaluated as if it were registered within the specified time.
(7) Departmental action shall be taken against the office- bearer who does not evaluate, within the prescribed period of time, the work performance evaluation form filled and registered by the Employee in time.
(8) If, after the review committee has evaluated the annual work performance evaluation to be carried out each year, the concerned Employee makes an application for information of the total marks of work performance evaluation that he or she has secured in that year, the review committee secretariat shall give such information. Provided that information of the marks granted by the review committee shall not be given.
(9) If, upon receipt of the information pursuant to sub- section (8), any Employee is not satisfied with the evaluation made by the supervisor and the reviewer, the Employee may make a petition, accompanied with concrete grounds and reasons for the same, to the authority as prescribed within seven days. If a petition is so made, such authority shall, in consultation with the concerned supervisor and reviewer, make necessary examination, and may, if it appears necessary, amend, as prescribed, the secured marks as mentioned such an evaluation form. (10) If the supervisor or the reviewer grants more than 95 per cent or less than 75 per cent marks for the work performance evaluation to be carried out annually, he or she shall set out clear reasons therefor; and where he or she grants less than 75 per cent
marks, he or she shall inform the concerned Employee thereof and submit it to the review committee, along with the reactions, if any, made by such Employee. The review committee may, if it is not satisfied with the evaluation of the work performance carried out by the supervisor or the reviewer or by both, return it, also setting
out the clear reasons therefor. In cases where it is so returned, the concerned evaluator shall reevaluate it or set out justifiable reasons why it is not necessary to amend the evaluation carried out previously and forward it accordingly. (11) While calculating marks for purposes of work performance evaluation, the marks shall be calculated on the basis of the average figure of the work performance evaluation form of such last year as the service for which is required to become a potential candidate for promotion. Provided, however, that: (1) Marks due for the work performance evaluation for the period of training and study undergone or of the period of suspension where the suspension of an Employee has been released shall be granted in proportion of the marks secured in the year immediately preceding the departure for such study or training or preceding such suspension, and, failing such work performance evaluation, the marks shall be calculated in proportion of the marks secured in the work performance evaluation filled after having attended the office.
(2) The potential candidacy shall be calculated only by deducting the period of extra-ordinary leave undergone; and the work performance evaluation
form shall not be filled up for the period of such leave. The work performance evaluation of the subsequent period shall be calculated after deducting the period of extra-ordinary leave undergone, for the service period of such years as required to be a potential candidate for promotion. (12) Other provisions relating to the work performance evaluation shall be as prescribed.
performance of the Employee.
(2) The distribution of the total marks for the work performance evaluation of the Employee shall be as follows:
(a) Maximum marks that may be granted by the supervisor -thirty marks
(b) Maximum marks that may be granted by the reviewer -ten marks
(c) Maximum marks that may be granted by the review committee -ten marks
(3) The work performance evaluation of the gazetted Employee shall be carried out on a semi-annual and annual basis and that of the non-gazetted Employee on an annual basis.
(4) In carrying out the work performance evaluation on a semi-annual basis pursuant to sub-section (3), the concerned gazetted employee shall fill up the form in duplicate in the prescribed format, indicating the specified functions, discharged functions, functions which could not be completed and reasons for the same and submit it to the supervisor within seven days after the expiry of that period. The supervisor shall evaluate the form so submitted, mention feedbacks to be provided in the specified space of the form and return a copy to the concerned Employee within another seven days. The annual work performance evaluation form must be evaluated based on every work performance evaluation form filled up on a semi-annual basis. The Authority may take departmental action against the Employee who fails to fill up the semi-annual work performance evaluation for in the specified time and the supervisor who fails to examine it and provide feedbacks.
(5) The work performance evaluation to be carried out on an annual basis has to be carried out within the specified period, and the evaluation has to be prepared in duplicate, and one copy thereof has to be retained in the promotion committee and the other copy on the Secretariat.
(6) Each Employee shall fill up his or her work performance evaluation form and register it with the Secretariat within the prescribed period of time. If the concerned Employee fails to register it within such period of time and makes an application, accompanied by reasonable reasons therefor, for the extension of time limit, the supervisor may, if he or she thinks the reasons mentioned in the application to be reasonable, extend the time limit for a period not exceeding fifteen days after the date of expiration of the prescribed period of time. The review committee shall subtract one mark from the total marks for the work
performance evaluation form registered after that time limit but within the same financial year. Provided that if any Employee has to go on deputation for any foreign training, symposium or study tour during the period within which the work performance evaluation form has to be filled in, the Employee shall, prior to so going, fill the work performance evaluation form and register it with the Secretariat. The work performance evaluation form so registered has to be evaluated as if it were registered within the specified time.
(7) Departmental action shall be taken against the office- bearer who does not evaluate, within the prescribed period of time, the work performance evaluation form filled and registered by the Employee in time.
(8) If, after the review committee has evaluated the annual work performance evaluation to be carried out each year, the concerned Employee makes an application for information of the total marks of work performance evaluation that he or she has secured in that year, the review committee secretariat shall give such information. Provided that information of the marks granted by the review committee shall not be given.
(9) If, upon receipt of the information pursuant to sub- section (8), any Employee is not satisfied with the evaluation made by the supervisor and the reviewer, the Employee may make a petition, accompanied with concrete grounds and reasons for the same, to the authority as prescribed within seven days. If a petition is so made, such authority shall, in consultation with the concerned supervisor and reviewer, make necessary examination, and may, if it appears necessary, amend, as prescribed, the secured marks as mentioned such an evaluation form. (10) If the supervisor or the reviewer grants more than 95 per cent or less than 75 per cent marks for the work performance evaluation to be carried out annually, he or she shall set out clear reasons therefor; and where he or she grants less than 75 per cent
marks, he or she shall inform the concerned Employee thereof and submit it to the review committee, along with the reactions, if any, made by such Employee. The review committee may, if it is not satisfied with the evaluation of the work performance carried out by the supervisor or the reviewer or by both, return it, also setting
out the clear reasons therefor. In cases where it is so returned, the concerned evaluator shall reevaluate it or set out justifiable reasons why it is not necessary to amend the evaluation carried out previously and forward it accordingly. (11) While calculating marks for purposes of work performance evaluation, the marks shall be calculated on the basis of the average figure of the work performance evaluation form of such last year as the service for which is required to become a potential candidate for promotion. Provided, however, that: (1) Marks due for the work performance evaluation for the period of training and study undergone or of the period of suspension where the suspension of an Employee has been released shall be granted in proportion of the marks secured in the year immediately preceding the departure for such study or training or preceding such suspension, and, failing such work performance evaluation, the marks shall be calculated in proportion of the marks secured in the work performance evaluation filled after having attended the office.
(2) The potential candidacy shall be calculated only by deducting the period of extra-ordinary leave undergone; and the work performance evaluation
form shall not be filled up for the period of such leave. The work performance evaluation of the subsequent period shall be calculated after deducting the period of extra-ordinary leave undergone, for the service period of such years as required to be a potential candidate for promotion. (12) Other provisions relating to the work performance evaluation shall be as prescribed.