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Mohammad Abdullah 2010-E-037 MBA (4th quarter) Human Resource Management. Appraisal System in Government / Business Organization. Mr. M.K. Bhatti 01-03-2012
Topic:
Performance Appraisal:
Performance appraisal is the systematic evaluation of individuals with respect to their performance on the job and their potential for development. Performance appraisal is the process by which organization evaluate job performance. Judgmental evaluation of ones traits, behavior, or accomplishments as basis for personnel decision and development plans. Performance appraisal means evaluating an employees curr ent or past performance relative to the persons performance standards. Performance appraisal is formal assessment of how well and employee is doing his or her job. Performance appraisal is directly related to an employees productive contribution, individual efforts and morale. It is correctly applied; it can generate valuable benefits on the part of organization. Appraisal are and aid to create and maintain a satisfactory level of performance by employees on their present job.
Prepared By Mohammad Abdullah Shah Bukhari Institute Of Management Sciences University Of Balochistan Quetta
Grading Categories:
The grading categories consisted of outstanding with score between 19-100, good 18-90, high average 65-80 average, 31-44 and unsatisfactory 20-30 in this form which is in used since 1990 grading categories and the score were changed. Under this system outstanding has score of 95-100, very good 85-94 good, 61-84 an average 41-60 below average 40 and below. ACR system is also applicable for non gazetted officers and employees excluding the lower subordinate service. Their ACR form is different from those gazetted officers. Adverse remarks written by the reporting officer have to be communicated to the officer who may be affected. The latter has right to reply to the adverse remarks the reply is than comment upon by the reporting officer. Based on this the head of office, usually the countersigning officer, decides whether or not to expunge the adverse remarks. If adverse remarks are not communicated at all, they stand nullified.
Preparation of ACR:
a) A confidential report in the prescribed form should be prepared annually at the close of each calendar year for each employee holding post in basic pay scale 5 and above, and also on the departure of employee or the reporting officer if it occurs
Prepared By Mohammad Abdullah Shah Bukhari Institute Of Management Sciences University Of Balochistan Quetta
Reference:
UN official leaks of S&GAD. ACR Sample/Secondary data review from internet
Prepared By Mohammad Abdullah Shah Bukhari Institute Of Management Sciences University Of Balochistan Quetta