ANNUAL CONFIDENTIAL REPORTS

ANNUAL CONFIDENTIAL REPORTS

Annual Confidential Report - To assess the working of staff during the year ending March, the ACR in prescribed forms are prepared by Sr. Supervisors working in Gr.Rs.6500-10500 in respect of staff up to Gr. Rs.4500-7000(RSRP) provided the staff should have worked under him at-least for a period of 3 months. It contained character and habits of the employees such as Integrity/Tact/Temper/ Conduct/Attendance/Physical fitness/ Departmental Disabilities/Special Aptitudes/ Relation with others/Reliability to work/Adverse Remarks/Penalty imposed/ Rewards/ Training - Refresher etc.


The staff working in Gr. Rs.5500-9000 & above will have to fill up their self-appraisal. J.S. officer to initiate their CRs. Section II shall be filled by SS or JS having Independent Charge. No adverse remark is given in the CR unless written warnings are given to RS for improvement in working or in particular incidence but assessment should be on whole year period/performance. Tick mark may be avoided and brief remarks be given. Doubtful integrity -After 6 months observations only be given. On adverse remarks, representation within one month may be considered.

4 officials are involved in preparation of ACRs -

1) Concerned RS (2) Reporting (3) Reviewing (4) Accepting

ACR forms are distributed in 5 Sections:

Section 1 - Name, Design. Rate of Pay, Grade, DOB, DE, Office,
Section 2 - Behaviour character, Knowledge of subject, Relation with others,
Drafting Noting, Educational Qualifications
Section 3 - Remarks of Reporting officer
Section 4 - Remarks of Reviewing Officer
Section 5 - Remarks of Accepting officer

Remarks for grading - O/S- 10, V/ Good - 8, Good - 6, Average -4, Below Average - 2

Adverse Entries shall be communicated to the employee & his representation, if any, shall be considered by the Accepting Authority who will pass a speaking order if representation is to be rejected. If accepted, the adverse remarks shall be expunged. Non-communication of adverse entries or considering them without disposing of the representation, if any, is not permitted. DPC will direct the concerned authorities to follow the procedure, whenever any lapse is found. It will consider the case only after the formalities of communication etc. have been completed. The CRs are in two parts - Part I & II - Entries in Part II are not communicated. Now the entry regarding “Fitness for promotion” has been removed from both Parts I && II in respect of Group ‘C’ staff. Instead, a column on “Special Attributes” has been included as sub-section
w.e.f. 22.4.87. An additional column “whether he/she is fit for posting as trainer in training institute” may be included in Part III as Item No.16A in Annexure I, Item No.24A in Annexure II and Item No.32 in Annexure II.
(RBE - 175/2001 dated 24.8.2001.

PERFORMANCE APPRAISAL

The above appraisal requires the senior subordinate and officers to be given targets in advance and the work is reviewed periodically. At the end of the year he/she gives his/her self-assessment along with a resume of good work and reasons for not doing the allotted work.

The reporting officer must fill up each column very carefully and his/her overall assessment must be based on assessment in each column. He/she should take into account the letters/warning given during the year. His/her must be an objective assessment based on actual performance and matters on record. The form covers general qualities, professional abilities, integrity, intelligence, tact, industry, keenness, attitude to SC/ST, to superiors, equals and subordinates, general conduct and character, sociability aptitudes and shortcomings etc. Wherever an entry is based on an actual incident, it should be indicated. The resume given by the officer should be duly considered. The reporting officer will submit the report to Reviewing Officer, who may make his own assessment and record changes, if necessary. The report is finally put up to the accepting
authority.