(1) In the course of evaluating the work performance of civil employees, the supervisor shall make such evaluation of the following grounds:
(a) To give a maximum of excellent grade marks, without giving most excellent grade marks, for one appropriate segment out of the four segments (cost, time, quantity and quality), to a civil employee who remains absent for more that Thirty consecutive days without getting a leave approved or without making an application for leave,
(b) To give a maximum of excellent grade marks, without giving most excellent grade marks, on the ground relating to the overall quality of work, to a civil employee who has been awarded the punishment of censure or withholding of grade or promotion in respect of the year in which he or she has been awarded that punishment,
(c) In cases, except where a civil employee has obtained certification by the Funds and Accounts Controller Office that a circumstance beyond his or her control has arisen in relation to any advance obtained by him or her, where the civil employee has not been able to settle the advance within Six months, subject to the laws in force relating for financial administration and settlement of advances, to give a maximum of excellent grade marks, without giving most excellent grade marks, on the ground relating to the overall quality of work, to such an employee.
(d) Where a civil employee holding the post of Chief of Office or Head of Department or chief of project has not been able to achieve Fifty percent goal or
result throughout the year despite the sanction of funds and approval of programmes during the first four monthly period of a fiscal year, to give a maximum of excellent grade marks, without giving most excellent grade marks, on the ground relating to the overall quality of work, to such an employee,
(e) The goal of business to be performed by a civil employee holding a post other than the post of Chief of Office shall be determined by a collective meeting of employees within the first four monthly period of each year. In making evaluation of a civil employee who fails to achieve Fifty percent goal so determined, to give a maximum of excellent grade marks, without giving most excellent grade marks, on the ground relating to the overall quantity of work as referred to in Clause (d), to such an employee,
Provided that, if the goal specified in Clauses
(d) and (e) could not be achieved due to other reason than that of the concerned employee, the marks shall not be decreased.
(f) If there is any evidence that any civil employee has done an undisciplined act, to give a maximum of excellent grade marks, without giving most excellent grade marks, on the ground relating to the overall quantity of work,
(g) To give a maximum of excellent grade marks, without giving most excellent grade marks, on any one of the two grounds relating to the overall
quantity and quality of work to a civil employee who does not fill up the half-yearly work performance evaluation form within the time-limit as referred to in Sub-rule (2) of Rule 78B. and a civil employee who does not evaluate the yearly and half yearly work performance.
(2) Where, in reducing marks on the grounds as referred to in this rule, marks are to be reduced in relation to the same civil employee on more than one ground, it shall not be required to reduce marks on more than two grounds out of the four grounds in One year.
(3) If it appears that marks have not been reduced accordingly despite the existence of the reasons as referred to in Sub-rule (1), on mark shall be reduced in the evaluation of the work performance of such an evaluator.
(4) Even if marks are to be reduced pursuant to Sub-rule (1), there shall be attached documents accompanied by clear reasons for the same.