okfkzd ewy;kadu fjiksvz annual appraisal report · (1) ¼hkkjr ljdkj dk m|e½ ... * appraisal...

(1)

¼Hkkjr ljdkj dk m|e½¼Hkkjr ljdkj dk m|e½¼Hkkjr ljdkj dk m|e½¼Hkkjr ljdkj dk m|e½¼Hkkjr ljdkj dk m|e½

Power System Operation Corporation Limited (Govt. of India Enterprise)

dk;Z fu"iknu ewY;akdu fjiksVZdk;Z fu"iknu ewY;akdu fjiksVZdk;Z fu"iknu ewY;akdu fjiksVZdk;Z fu"iknu ewY;akdu fjiksVZdk;Z fu"iknu ewY;akdu fjiksVZ PERFORMANCE APPRAISAL REPORT FOR EXECUTIVES AT THE LEVEL OF

E2 to E6

o"kZ ds fy,o"kZ ds fy,o"kZ ds fy,o"kZ ds fy,o"kZ ds fy, @ @ @ @ @ FOR THE YEAR ENDING : 31.12.20.......¼;fn o"kZ ds fdlh Hkkx ds fy, gks rks] vof/k n'kkZ,a½¼;fn o"kZ ds fdlh Hkkx ds fy, gks rks] vof/k n'kkZ,a½¼;fn o"kZ ds fdlh Hkkx ds fy, gks rks] vof/k n'kkZ,a½¼;fn o"kZ ds fdlh Hkkx ds fy, gks rks] vof/k n'kkZ,a½¼;fn o"kZ ds fdlh Hkkx ds fy, gks rks] vof/k n'kkZ,a½

(If for part of the year specify period)

lslslslsls From ................................ rd rd rd rd rd To ...............................oS;fDrd vkadM-s PERSONAL DATA :(deZpkjh@ekuo lalk/kku foHkkx }kjk Hkjk tk, T o be filled in by the Appraisee/HR Dept.)

ukeukeukeukeuke NAME : deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k EMPLOYEE NO. :

inuke inuke inuke inuke inuke DESIGNATION : orZeku Js.kh esa izfof"V dh frfFkorZeku Js.kh esa izfof"V dh frfFkorZeku Js.kh esa izfof"V dh frfFkorZeku Js.kh esa izfof"V dh frfFkorZeku Js.kh esa izfof"V dh frfFkDATE OF ENTRY IN THE :PRESENT GRADE

inLFkkiu dk LFkku@foHkkx@{ks= %inLFkkiu dk LFkku@foHkkx@{ks= %inLFkkiu dk LFkku@foHkkx@{ks= %inLFkkiu dk LFkku@foHkkx@{ks= %inLFkkiu dk LFkku@foHkkx@{ks= % ;ksX;rk;ksX;rk;ksX;rk;ksX;rk;ksX;rk¼leh{kk vof/k ds fy,½¼leh{kk vof/k ds fy,½¼leh{kk vof/k ds fy,½¼leh{kk vof/k ds fy,½¼leh{kk vof/k ds fy,½ QUALIFICATION :PLACE OF POSTING/DEPARTMENT/ :REGION (FOR PERIOD UNDER REVIEW)

uke vkSj inuke fjiksfVZ ax vf/kdkjh%uke vkSj inuke fjiksfVZ ax vf/kdkjh%uke vkSj inuke fjiksfVZ ax vf/kdkjh%uke vkSj inuke fjiksfVZ ax vf/kdkjh%uke vkSj inuke fjiksfVZ ax vf/kdkjh% tUefrfFk %tUefrfFk %tUefrfFk %tUefrfFk %tUefrfFk %NAME & DESIGNATION : DATE OF BIRTH :OF THE REPORTING OFFICER

* bl ewY;kadu fjiksVZ dks ,sls lHkh dk;Zikydksa ds lanHkZ esa Hkjk tkuk pkfg;s ftUgksaus ewY;akdu o"kZ esa de ls de rhueghus dh vof/k ds fy, lsok dh gksA

* Appraisal Report is required to be filled in respect of all the executives who have served for aperiod of at least three months in the Appraisal Year.

* Hkkx&I : dk;Z fu"iknu ;kstuk ,oa leh{kk* PART-I : PERFORMANCE PLANNING & REVIEW

– fjiksfV±x vf/kdkjh ¼vFkkZr~ ftUgsa deZpkjh ewY;akdu vof/k ds nkSjku fjiksVZ djrs gSa½ rFkk deZpkjh dks y{;ksa@eq[;ifj.kke {ks=ksa ¼dsvkj,½ ds fu/kkZj.k ,oa leh{kk ds fy;s ijLij ifjppkZ djuk pkfg;sA

– The Reporting Officer (i.e. to whom the Appraisee reports during the appraisal period) andthe Appraisee must interact for formulation and review of Targets/Key Results Areas (KRAs).

¼tkjh i`"B@Contd. Page-9)

xksiuh; xksiuh; xksiuh; xksiuh; xksiuh; @@@@@CONFIDENTIAL

fjiksVZ Hkjus ls iwoZ dì;k fuEufyf[kr fjiksVZ Hkjus ls iwoZ dì;k fuEufyf[kr fjiksVZ Hkjus ls iwoZ dì;k fuEufyf[kr fjiksVZ Hkjus ls iwoZ dì;k fuEufyf[kr fjiksVZ Hkjus ls iwoZ dì;k fuEufyf[kr funsZ'kfuns Z'kfuns Z'kfuns Z'kfuns Z'k dks i<-s a dks i<-s a dks i<-s a dks i<-s a dks i<-s aPLEASE READ THE FOLLOWING GUIDELINES BEFORE FILLING IN THE REPORT

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Emp. No.

PART - I : PERFORMANCEA : PERFORMANCE PLAN AND MID YEAR REVIEWKey Result Areas together with measures / indicators and max. marks to be jointly agreed uponbetween the Appraiser and Appraisee at the beginning of the review period and then filled in theformat given below :-

PERFORMANCE PLAN

Key ResultAreas

Measures/Indicators

MID YEAR REVIEW

MaximumMarks

Actual Achievement(given by appraisee)

Review (byAppraiser)

Targets

1.

2.

3.

4.

5.

6.

7.

8.

SIGNATURE OF THE APPRAISER

NAME _______________________________

DESIGNATION ________________________

DATE ________________________________

SIGNATURE OF THE APPRAISEE

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Total Performance Marks for the year Total Marks Obtained x 75(Prorated to total Marks of 75) = Total Maximum Marks =

* The column 'Marks Awarded' will be filled only by the Appraiser.

Emp. No.

B : YEAR-END PERFORMANCE REVIEWThe KRAs and measures after incorporating changes, if required, will be recast from the previouspage and year-end review will be carried out.

Key ResultsAreas

Measures/Indicators

YEAR-END REVIEW

MaximumMarks

Actual Achievement(given by appraisee)

Review (byAppraiser)

Marks*Awarded

Targets

1.

2.

3.

4.

5.

6.

7.

8.

PLEASE STATE WHETHER THE ANNUAL RETURN ON IMMOVABLE PROPERTY FOR THE PRECEDINGCALENDAR YEAR WAS FILED WITHIN THE PRESCRIBED DATE I.E. 31ST JANUARY OF THE YEARFOLLOWING THE CALENDAR YEAR. IF NOT, THE DATE OF FILLING THE RETURN SHOULD BE GIVEN

SIGNATURE OF THE APPRAISERSIGNATURE OF THE APPRAISEE

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Emp. No.

PERFORMANCE REVIEW SHEET

COMMENTS ON PERFORMANCE AND REVIEW DISCUSSIONS BY APPRAISER INCLUDING, MAJORACHIEVEMENTS, CONSTRAINTS IF ANY, AND NEED FOR TRAINING AND DEVELOPMENT


COMMENTS OF WORK DONE IN OFFICIAL LANGUAGE HINDI

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Emp. No.

PART - II : COMPETENCIES(This Section consists of functional/technical and managerial competencies required for successfulperformance in the job)

COMPETENCIES


RATINGS5-4-3-2-1*

Rating on Competencies Total of all ratings x 15(Prorated to 15 marks) = 45 =

1. Business Knowledge : Knowledge and understanding of POSOCO's business;Knowledge of mission; MOU targets and Corporate Plan

2. Profession Specific Knowledge : Knowledge related to one's profession; Knowledgeof standard operating procedures and policies in POSOCO; Keeping abreast ofcurrent developments and trends.

3. Decision Making : Use related data to support effective and timely decisions by– systematically gathering relevant information,– identifying the strengths and weaknesses of a particular area/department/function,– recognizing opportunities or threats and acting on them rapidly using facts collected.

4. Planning & Coordination : Ability to develop strategies and schedules for meetinggoals and anticipate obstacles to goal attainment. It includes thinking ahead andidentifying possible barriers or problems which will affect the completion of work;Monitoring progress of plans and making adjustments when necessary.

5. Problem Solving : Ability to understand situations or problems by organizing orsynthesizing information in a systematic way and generating solutions for the same.It includes proactively anticipating problems; Evaluating root causes and developingalternative solutions.

6. Collaboration & Networking : Ability to build and leverage networks of formal andinformal relationships to collaborate; Seek advice or resolve issues in an effort towork towards the assigned goals. It is demonstrated through an ability to create andsustain positive working relationships both within and external to the organizations.

7. Accountability : Having a sense of personal responsibility for getting things doneand achieving results. It includes willingness to go beyond what is required in a givensituation; Overcome obstacles or barriers to success and persevere.

8. Drive & Initiative : Ability to proactively address situations or opportunities asopposed to reacting to problems and assignments. It is reflected through action; Notsimply thinking and includes a willingness to seize opportunities and act decisivelyand boldly in order to drive the business forward.

9. Team Player : To contribute to group objectives in a team environment throughcooperating and interacting well with others, contributing actively and fully toteam projects; Working collaboratively as opposed to competitively withothers; Acknowledging diverse opinions; Addressing relevant concerns and workingtowards consensual solutions that enhance the output of the team.

* 5 Indicates Outstanding Ability4 Indicates Very Good3 Indicates Good2 Indicates Average1 Indicates Not Satisfactory

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Emp. No.

PART - III : VALUES(This section consists of Values which are to be demonstrated in day to day activities)

VALUES


RATINGS5-4-3-2-1*

1. Fairness : Decisions are made objectively; Free from patronage and reflect the justtreatment of employees and applicants.

2. Transparency : There is open communication about every aspect of managerialdecisions which concern people.

3. Trust : Trustworthiness leading to confidence; Allow staff the freedom to grow anddevelop; Relate to others on the basis of mutual respect; Courage to stand by yourconvictions.

4. Candour : Frank and forthright, Give and receive constructive criticism / suggestions;Openly discuss performance deficiencies and take corrective action; Appreciategood performance; Be consistent in words and deeds and face upto your mistakes.

5. Collaboration : Working in tandem; Be open in sharing information and in seekingsuggestions / opinion; Be sensitive to concerns of others Honour your commitment;encourage team work across departments / function.

6. Involvement : Total commitment; Be dedicated and committed to work; Buildcommitment by encouraging wide participation in decision making process to themaximum extent possible.

7. Flexibility : Ability to participate and adapt to changing circumstances using soundjudgement; Be open to accepting new ideas; Be willing to learn from anyone and todo things differently; Be prepared to operate and adapt to different environments.

8. Willingness to accept challenge : Be willing to experiment; Allow for freedom tofail; but learn from it too.

9. Discipline : Adherence to accepted norms; Honours the promises and adhere toagreed system; Respect for others time and space; Exercise self control.

10. Ethical Behaviour : Demonstrate honesty and sincerity in every action; Applysound business and professional ethics; Show consistency with principles; Valuesand behaviours.

Rating on Values Total of all ratings x 05(Prorated to 05 marks) = 50 =

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Emp. No.

PART - IV : POTENTIAL APPRAISAL(This section consists of Attributes which are to be demonstrated in day to day activities.Attributes would represent the core skills required for the next higher grade)

GENERIC ATTRIBUTES RATINGS5-4-3-2-1*

1. Leadership Abilities : Facilitating in decision - making process;Implementing sound decisions; Remaining flexible with decisions; Usingeffective coaching skills with peers/subordinates.

2. Team Building : Demonstrates effectiveness in re-organising his/her owndepartment; Manages diverse and divergent views and group processeswithout losing sight of objectives.

3. Foresight : Ability to foresee the change and situations that require attentionand show prudence and care in deploying the resources to deal with changes.

4. Innovation : To bring about positive changes in the area of operation thatleads to performance and growth through improvements in efficiency,productivity, quality, etc.

5. Trust and Respect : Have high regard for fellow members in theorganization. Function with openness and promote team spirit.

Rating on Potential Total of all ratings x 05(Prorated to 05 marks) = 25 =


Appraiser's Comments on Potential Suitability

The Appraiser will indicate suitability of the Appraisee for next HigherPosition or Horizontal Movement in different Functions.


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Emp. No.

PERFORMANCE & POTENTIAL PROFILEFinal Marks Scored

TOTAL MARKS MARKS SCOREDPART - I PERFORMANCE 75

PART - II COMPETENCIES 15

PART - III VALUES 05

PART - IV POTENTIAL 05

TOTAL 100

Reporting OfficerName :Comments if any :Date : Signature

Reviewing OfficerName :Comments if any :Date : Signature

Next Higher in HierarchyName :Comments if any :Date : Signature

Countersigning AuthorityName :Comments if any :Date : Signature

FINAL ASSESSMENT BY THE MODERATION COMMITTEE

OVERALL EVALUATION

Final Rating :(in words)

Signature of the Chairmanof Moderation Committee :

Name & Designation :

Date :

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iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k ¼i`"B ƒ ls tkjh½ deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k Emp. No.GUIDELINES FOR USE (Contd. from Page-1)

– y{;ksa@dsvkj, dk fu/kkZj.k fjiksfV±x vf/kdkjh ,oa deZpkjh }kjk la;qDr :i ls ewY;akdu vof/k ds vkjaHk esa laf{kIr,oa ifjekf.kd :i esa fd;k tkuk pkfg;s rFkk mls deZpkjh }kjk&izi= ¼Hkkx&I d½ esa izfo"V djkuk pkfg;sA deZpkjh,oa fjiksfV±x vf/kdkjh }kjk mls gLrk{kfjr fd;k tkuk pkfg;s ATargets/KRAs will be formulated jointly by the Reporting Officer and Appraisee at the beginningof the appraisal period in a precise and quantitative manner and entered in the form (Part-IA) bythe Appraisee and signed by both the Appraisee & Reporting Officer.

– dk;Z fu"iknu ,oa mlls lacaf/kr lHkh igyqvksa dh ewY;akdu o"kZ ds e/; vkSj var esa Nekgh vk/kkj ij fjiksfV±xvf/kdkjh ,oa deZpkjh }kjk la;qDr :i ls leh{kk@ifjppkZ dh tkuh pkfg;sAPerformance and all its related aspects should be reviewed/discussed jointly by the ReportingOfficer and the Appraisee on a six monthly basis, at the middle and end of the Appraisal year.

– deZpkjh dks Nekgh leh{kk vof/k ds var esa y{;ksa ¼dsvkj,½ dh iw.kZrk dk fooj.k ntZ djuk pkfg;sA deZpkjh dslkFk fjiksfV±x vf/kdkjh dks bldh ppkZ djuh pkfg;sA bl ifjppkZ dk fjiksfV±x vf/kdkjh }kjk fu"iknu leh{kk lhVesa ntZ fd;k tkuk pkfg;s rFkk ml ij fjiksfV±x vf/kdkjh ds }kjk gLrk{kj fd;s tkus pkfg;sAFulfilment of Targets/KRAs during the six monthly review period should be incorpoated by theAppraisee at the end of that period. This should be discussed by the Reporting Officer with theAppraisee. The discussions should be recorded in brief by the Reporting Officer in thePerformance Review Sheet and signed by the Reporting Officer.

– y{;ksa ¼dsvkj,½ dh leh{kk djrs le; fjiksfV±x vf/kdkjh dks deZpkjh ds dk;Z fu"iknu ds fo"k; esa muds lkFk ppkZdjuh pkfg;sA deZpkjh ds lkFk bl ifjppkZ ds lkjka'k esa fuEufyf[kr 'kkfey fd;s tk ldrs gSa%Reporting Officer MUST discuss appraisee's performance with him at the time of review ofTargets/KRAs. Content of Recorded discussion with the appraisee may include:

¼d½ y{; iw.kZrk dk ifjek.k] mlesa deh gksus ds dkj.k rFkk Hkfo"; esa y{;ksa dks iwjk djus esa bl deh dks nwj djusds mik; A

(a) Extent of achievement, reasons for shortfall and measures to avoid future shortfall inmeeting the targets.

¼[k½ y{;ksa ¼dsvkj,½ dks iwjk djus esa mRiUu dfBukb;k¡ ,oa ck/kk,a A(b) Difficulties and constraints in fulfilling the Targets/KRAs.

¼x½ {kerk,a ,oa detksfj;k¡ rFkk laHkkfor lq/kkjA(c) Strengths and weaknesses and possible improvements.

ewY;akdu vof/k ds nkSjku ;g izi= fjiksfV±x vf/kdkjh ds ikl jgsxkAThe form will remain with the Reporting Officer during the appraisal period.


(10)

iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k ¼i`"B ‹ ls tkjh½ deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k Emp. No.GUIDELINES FOR USE (Contd. from Page-9)

* ;fn ewY;akdu vof/k ds nkSjku … eghus dh lsok ds ckn deZpkjh dks dk;Z@foHkkx@bdkbZ ds vU; {ks= esa LFkkukarfjrfd;k tkrk gS] rks y{; ¼dsvkj,½ leh{kk dk dk;Z rFkk dk;Z fu"iknu ewY;akdu fjiksVZ dks lHkh nf"V;ksa ls deZpkjh dksfjyht djus ls igys iwjk fd;k tk,xkAIn case an appraisee is transferred to another area of Work/Department/Unit after completionof 3 months service during the Appraisal Year, the Target/KRA review exercise will be donebefore his release and the Performance Appraisal Report completed in all respects.

dk;Z fu"iknu ;kstuk ,oa leh{kk dk dk;Z inLFkkiu ds uohu LFky ij u;s :i esa 'kq: fd;k tk,xkAThe Performance Planning & Review exercise will be undertaken afresh in the new place ofposting.

* ;fn ewY;akdu o"kZ ds nkSjku … eghus dh lsok dh iw.kZrk ds ckn fjiksfV±x vf/kdkjh dks dk;Z@foHkkx@bdkbZ ds vU; {ks=esa LFkkukarfjr fd;k tkrk gS rks] muds v/khu dk;Zjr dk;Zikydksa ds lanHkZ esa y{; ¼dsvkj,½ leh{kk dk dk;Z rFkkfu"iknu ewY;akdu fjiksVZ dks mudh fjyht djus ls igys iwjk fd;k tk,xkA fQj Hkh] os vius mÙkjkf/kdkjh dksfu"iknu ;kstuk ,oa leh{kk i= dh ,d izfr lkSaisxs rkfd u;s :i esa fu"iknu ;kstuk ,oa leh{kk dk;Z 'kq: djus dsfy, mldk iz;ksx ,d lanHkZ nLrkost ds :i esa fd;k tk ldsAIn case the Reporting Officer is transferred to another area of work/Department/Unit aftercompletion of 3 months service during the appraisal year, the Target/KRA review exercise willbe done before his release in respect of executives working under him and the PerformanceAppraisal Report completed. He will, however, hand over a copy of the Performance Planningand Review Sheet to his successor so as to be used as a referral document, for undertakingPerformance Planning & Review exercise afresh.

* Hkkx&II & daEiVsafll] Hkkx&III & Oyw;l~ vkSj Hkkx&IV & iksVsUl;y vizSl;y dks fjiksfV±x vf/kdkjh }kjk Hkjk tk,xkAPART-II - COMPETENCIES, PART-III - VALUES & PART-IV POTENTIAL APPRAISALwill be filled in by the Reporting Officer.

* QkjeksZesal ,.M iksVsUl;y izksQkbZy dks fuEufyf[kr ds }kjk Hkjk tk,xkAPERFORMANCE & POTENTIAL PROFILE will be filled in by the following :

¼d½ fjiksfV±x vf/kdkjh(a) Reporting Officer

¼[k½ leh{kk vf/kdkjh vFkkZr~ os vf/kdkjh ftUgsa ewY;akdu vof/k ds nkSjku fjiksfV±x vf/kdkjh us fjiksVZ fd;k gksA(b) Reviewing Officer i.e. Officer to whom the Reporting Officer reported during the appraisal

period.

¼x½ vxys mPpkf/kdkjh tks dk;Z dk i;Zos{k.k djrs gSaA(c) Next higher executives who supervise the work.


(11)

iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k iz;ksx ds fy, funsZ'k ¼i`"B ƒ‚ ls tkjh½ deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k deZpkjh la[;k Emp. No.GUIDELINES FOR USE (Contd. from Page-10)

¼?k½ izfrgLrk{kjdÙkkZ izkf/kdkjh] tSlk fd uhps gS%(d) Countersigning authority, as under:

(i) bZ ƒ & bZ 5 1. lacaf/kr egkizca/kd E1 - E5. Concerned GM

2. ;fn fjiksfV±x vf/kdkjh egkizca/kd gksa] rks lacaf/kr dk;Zdkjh funs'kdIn case reporting officer is GM, then concerned ED.

(ii) bZ 6 1. lacaf/kr dk;Zdkjh funs'kd vFkok funs'kdE6 Concerned ED or Director

2. ;fn fjiksfV±x vf/kdkjh dk;Zdkjh funs'kd@funs'kd gksa] rks Øe'k%funs'kd@lh,eMhIn case reporting officer is ED/Director, then Director/CMDrespectively.

* Qkbuy jsfVax dks xfBr lfefr ds v/;{k }kjk Hkjk tk;sxkAFinal rating will be filled in by the Chairman of the Moderation Committee constituted.

* ewY;akdudrkZvksa rFkk lfefr dks ;g /;ku j[kuk pkfg;s fd lexz jsfVax i)fr lkekU;r% lkekU; forj.k ds fl}kUrksads vuq:i gksA tgk¡ mPprj Lrj ¼Lrjksa½ ij lexz ewY;akdu ifjofrZr gksrk gS] lacaf/kr izkf/kdkjh bl izdkj dkifjorZu djrs le; vius uhps ds vf/kdkjh@vf/kdkfj;ksa ds lkFk mldh ppkZ dj ldrs gSaA lacaf/kr izkf/kdkjh dkslexz ewY;akdu esa bl izdkj ds ifjorZu ds fof'kf"V dkj.k dks Hkh ntZ djuk gksxkAIt should be kept in view by the appraisers and Moderation Committee that the overall ratingpattern should generally be in line with the principles of normal distribution. Where the overallevaluation is changed at higher level(s), the concerned authority may discuss the same withnext below level while making such changes. The concerned authority should also record thespecific reason for such change in overall evaluation.

okfkzd ewy;kadu fjiksvz annual appraisal report · (1) ¼hkkjr ljdkj dk m|e½ ... * appraisal...

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