d sftdi d rrqrqrg To be filled in duplicate

ffi

vrfuqltcrfu-orrcuen7ernr3ftrfuo

(m.fr.ttor(ru)berrgftTfro rffi ft'fs I, II F rII) frt Erffi-6 61{_ftqTq{qgtm,q ft,td Annual Performance Appraisal Report For PRTVATE SECRSTARY/ PERSONAL ASSISTANT/ STENOGRAPHER [GRADES I, il & ilr OF STENOGRAPHERS'CADRE OF IFS (B]I
P{esr {ercqlftvnl#q Ministry of External Affairs/Mission/
sIfuFrft ibl qFT

Post.

Name of Officer

*.T..T.:T ;;; ;;;;l ;;i;;... ::::.....T11 ;; ;;;il :: : :.::... ";;;

qaraq/ftvtqlbq f,d'dvr Ministry of External Affairs/ Mission/ Post

gtl-t

Form

+n.fr.tar@bffi sfuqlffi-o sercoleirgfuMr o-rqrffir ord-Aurrqq Tgiar Rt'r Annual PerformanceAppraisal Report of Private Secretary,PersonalAssistant and Stenographersof the Indian Foreign Service(B)
q{l3i-qfu Rdre of o'r rrqruo Report for the year lperiod ending

qFI-1

PART.1 (fug+ oTf*offrof RdrE ftl-d qrft t B-dfrgnr tr{r \ilrq) (To be filled in by the Officer reported upon) ffi-o,fufiur PERSONAL DATA
t. efffi ol il-q

Name of Officer

fr.f} (Rq/Tff{r/q$) 2. q;sT

.......1........1.

(ercit d)

a. ilRn qfi-rq Designation of post held +. cfqrq }-s d f,ffil{ fugRnof frfU Date of continuous appointment to the present Grade ftflq . Date fs .. Grade

smlqb +qrr qffIrq b qrersq s. qrfreileft{ erfffii b.il-q ftil-t'd q1q ord f,fiqr t Name of Officer with designation with whom attached during the period under report o. qS b dnq Fp t ergqRlrft silR (rRnru,orcrcnTrt u-qun sof}l Period of absence from duty (on training, leave etc.) during the year.

7. (6)

dlroffi Educational Qualifications

(tg) Gfrdffi Qualifications in Hindi

(.I) fuffi qrqreii $T FFT3ilq ftgqflT o-t w{

(emftronfrmolerar) Knowledge of foreign languages and level of competence (Beginn er / Limited I Fluent) qW.F/{SRg, dgqnqd{ o-r s'ril-frsrqtrr oq woar t (u) our oTfffi F-rqex,{ t'fts{ efr-q Can the officer make effective use of computer, Word processor and electronic I electric typewriter .n oil-{ rrtrd (s) grrflt q-@TF-q sRreror/et*T.rl ergdrkoqrGED-q lflTrftq .rfteil-q qq of dt ffi Approved course of training/ study including refresher Course and departmental examinations passed a. qR{R b qw$t b dt Details of family members
qattl

Relationship.

snrg Age.

r{Fr-2-rFrTderto.{ PART.2 : SELF APPRAISAL (ftrs oTffi of Rdreffi \rrft t s*rb snr r{r wq) (To be filled in by the Officer Reported Upon) (sfrfu rr{i t{ qd gvur f{fuli o} qrqqrfftn tr6 d) (Pleaseread carefully the instructions belbre filing the entries) t --------- q{lemf} h +{rt oil-qbgRrfd-t Tt oroJ sl rif$K ft-+tq (f{oru r oo qfdi t{ 1. sTf6 d TS drft qTRq) Brief resume of the work done by you during the year lperiod (The resume t^ be furnished should be limited from. . . . . . . .t o words) to 100

2.

Bq-dfuqiqlq of G otr{s-wi GTTrrzntfir+q Ert wr ?..rlrrs{ Tq}s-r fi s-"d-so-f fufl{ si-sfU-o Please also indicate items in which there have been significantly higher achievements and your contribution thereto.

qR 3. Gilqhsqnii q o-fr 3n-{ B-grb oTqur, dr$ d riq}qd sdc otr Please state, briefly, the shortfalls in your input and reasons therefore, if any.

gqqr E-il-q wr tfru-s{ dS b Erqqfi F{qtfu ftft qQrfu q+qft b rXo*ffi q{ b fuq cffim Fo' ar qfi ilffiqDffi ,rft .r-g?fr?qR TS, d ffi {iqR T{'\ of f,rftq or u-ds oiit Please state whether the annual return on immovable propert5r for the preceding calendar year was filed within the prescribed date i.e. 31st January of the year following the calendar year. If not, the date of filing the return should be given.

pJf;[:

Place: Rgi-o' Date:

b awreflftrsol rrft Rqt qrfr t Signature of the Officer ReportedUpon

ss efffi

qFr - 3: Tcqiqr{

PART-3: APPRAISAL (RqtffrroTfhn-ft rn qrq) g;n (To be filled in by the Reporting Officer) 1. wt Rf fuqi qr& sTf}orftqFI 2 fr qt Tn fff{uT t wsro d? qR q, d ffis {ftqr n-o enrsrfl t sflr trflb en qnq t| Does lhe Reporting Officer agree with the statement made in part 2? If not, the extent of disagreement and reasons thereof.

gRTrdo- dr.ridr b fuq qiuqreo iR.r trqrqof qrq q}fu r - r o b t q l - i w d r , f r 2. Rt'Itr'Tnfffi qTPdg, r qat T{-ilq fs o'r dqr 10 s<q }s qn rmtrd o-Eor tt Numerical grading is to be awarded for each of the attribute by the reporting authority which should be on a scale of 1-10, where I refers to the lowest Grade and 10 to the highest. (sfrfu rr{i t qd FqqT Mr{eri o\ erow-ffo vt) (Pleaseread carefully the guidelines before filing the entries) (o) fu\ q-gorS or Xeio.r (qs s o-rrrgf, +oo/o d[,Tr) (A)Assessment of work output (weightage to this Section would be 4Oo/ol

i) ord oftXwmr
i) Qualitv of work ii) erawrfuoEefiilo-r wr ii) Level of professional skill iii) rhft silr oft rilsftq qrr& \'d q-rf,r fuq-{rs iii) Trust worthiness in handling secret and top secret matters and papers iv) ord gl{ft ol q*r-qqrqofr t6fi, HTeil-ffir{ q-ffiEftg eftrr{fr qtmsndio't w,rq rR g-qd 6-FIT iv) Maintenance of engagement diary and timely submission of necessary papers for meetings, interviews, etc.

Gradin

[ (i t iv)/a]
Overall Gra

on tWork

ut' [ (i to iv /4

(cq) g"ii or t@-ro-{ (qs qds qrr rrd zoo/o ffio d,Tr) (B) Assessment of personal attributes (weightage to this Section would be 30%)

i) ord b sR ERkh)rI ii) -gRq-nl, {ar$Rn

Attitude to work Intellisence. keenness

ii)

iii) uXzm-< a-TqTFrl

iii) Maintenance of discinline

iv) {brrW ei qr+rT iv) Sense of responsibih

v) Communication skills vi) fir d orq o-s+of errrf,T vi) Abilitv to work in team
o-e vii) ww or5'q-frTIIEFT of errff,l

vii) Abilitv to meet deadline viii)ffid gi irqrrqq sqRrfr viii Resularitv and Punctuah

in attendance

[ (i t viii)/8] Overall Grading on 'Personal Attributes'

i to viii)/8

('T)

(c)
3C Oo/o

orqlem dr'{flr o-r {iaTioq ({s {lis o-r rr-f, zoo/odr,Tr) Assessment of functional competency (weightageto this Section would be

nfrgrr Gradins
znd d trftq-drqd qRUffir i) i) Proliciencv and accuracy in Stenographic work
ii) etnffio.rit{tl iil Interpersonal relations

iii) wrcw of drnmr iii) Coordination abiliW iv) nurft ffi, tftTdF effi gd s{r'igdib'qrel qrdto{i d q&r
\'?i gqrdfrr

iv) Effective liaison, Initiative and tact in dealing with telephone calls & visitors
'rFrqteiiF qil$nlT' qqq 9tgrl qr

Overall Grading on 'Functional [ (i to iv)/al

[ (i t iv)/a]

Competency'

qFI - 4: T{rrrr;q

PART.4: GBNERAL (RfiE{ erf0mrQ tm wq) unr (To be filled in by the Reporting Officer)
1.

qrq,frql b ererd.iq (q6i dq dr) qR erfWr fr.eqr trcqer d q-r-dr7rwft+ { t Relations with the public/ local Indians in case of Officer posted abroad (wherever applicable) q-ildsilr BTfrt \i-s-{dt }Tfrfti*qn q{'i b ritiel d ftqoft t) b srfffi dt qqf,r d-o(g.qqr (Pleasecomment on the Officer's accessibility to the public and responsivenessto their needs)

2.

qRrq{or Training oV etrq Rq (?Tq-r oTfWt fl qqlfufi-f,r qrrdrd oir gernb ft\ qRreTor !il-i tg fuwtRYT (Pleasegive recommendations for training with a view to further improving the effectiveness and capabilities of the officer)

3.

Enszt of fr!ft State of Health

4.

{il-qFq qRG

General appearance (?TqT3Tf}-ot-ft v+rw-Htrd q( feuruftt) o1 (Please comment on the Officer's neatness in appearance)

5.

qrflftwr: Integrily a,1 lgqqr-Grftitnrfr s.qFrsr w fffi -.bt) 'e tr qR Grf*flt o1 irelR-w rita r\ q-\ ,n B-i.i-s

(Please comment on the integrity of the officer. If the officer's integrity is beyond doubt, it may be so stated.)

6.

srqrFqoor Sociability eil-frQqqrq foquftt, rgrq-dr.rqqR qs ftsH d tr{{ert) w Fqqr srfffi b' t-*qrq efl--{ (Please comment on his/her friendliness and hospitality,: particularly in the Mission)

7.

3tT{ilf,r

Adaptability (o.) Grtrv{{rfiT qRqR crqfr qRftq qFn-q {fl-q wn gv frrq *qT ilo Frrql ftquft t t6- eTffi f,{tsr b ftqq o'r ergqa E-{r-id wqel {dr? (a) Please comment on the extent to which officer and his/her family have been able to adapt to life abroad while preserving their Indian Identity.

(q)

b.

q6 gqrnq d ererqr sqgo t? fttvft d od b fuq oTfh6 Is he more suitable for work at Headquarters or abroad?

(q)

c.

rbqTr qR Et, d trqT riqq d wcn t? ir6 en srfffi qFrFr t? Does the officer consume alcoholic drinks? If so, is he temperate?

8. tqr-qra ortroarq Extra- curricular activitie s

(wr uffi g{FFT qRqRtri srtr/srQrEr onR sir qrrfiq st{Ffilo odatCi d lT|q di a1 sfrqr

wrcrt?)
(Does the officer andf or his/her family have a talent or participate in games etc and Indian cultural activities?

of e. R,iltr'r erfM gm (artr,rq100 ercii t) eTftrorft rrqq TuramfuHti sflft1 vrqa-drdiTq o-q qtff sq-elMi, ufoqot frFgfli, o-qq'|T b ,6 wRV or nRn quf{ f,Orl b sw-emreif Mi, cil{l-ltiTwt
wgl

Pen Picture by Reporting Officer (in about 1O0 words) on the overall qualities of the officer including area of strengths and lesser strength, extraordinary achievements, significant failures and attitude towards weaker sections.

q{ {fiIII nRitl o, d ro. Rq)3b .TFT-a rgo-s s elrqq d Rt td "{E-.q)'b-entm {#rI {isrcrn }R.T | ("ird, .d q-6dib ea-gqrd u-gwn]rii-6 ${6 b {-tmdi b qsqqn o\ ds-.nqftzra qfr q-q'ft) b ftt Overall numerical grading on the basis of r,r'eightagegiven in Section A, B and C in Part-3 of the Report. (Note: The overall grading will be based on addition of the mean value of each group of indicators in proportion to rveightage assigned.)

Rfrf&rorlffi b'awren (Signatureof the ReportingOfficer)

Tsl-F[:

Place:
r\,: ,

.rrrrE+ oTfi-ii ' ii Name in Block Letters:.....

qq{rsT(Rif erqf} -}n*vq)

t('1tcp:

Date:

..Designation (During the period of the report) 9

srqrflo iRtT b trrerqrffio 6r{ FIErfi {eqi6i Rmq-{i $dtft Rqlr-ftfuI Guidelines reeardine filins up of APAR with numerical Gradins Erfi-6 6ld Fqrfi xair{ Rrtr8w rre{of <KrA-qt flT{ 3{froft b 6rd Fqrfi b {dioc ig 1. qu eltt orfi {E-d{d qFrorfr d-fi t 3ir *nq E v{b 3 rrTrcr {6 3Tffi b t}frqq d eri s-Tft b qlt t q{ w{ o} qrrorQ r+q oEff *t er-aqs srffi fus +1 Rqtftrd qffi t {6 Rcte.r ofl-tg+Aatofffi rr*d wqq XA fumele Frn(t The Annual Performance Appraisal Report is an important document, it provides the basic and vital inputs for assessing the performance of an offrcer and for his/her further advancement in his/her career. The officer reported upon, the Reporting/ Reviewing Officer should, therefore, undertake the duty of filing out the form with a high sense of responsibility. gttrr dsrs orfffi o\ gs sc d ffird ortr t fo ssol Err.ri{o cfrqrcfi 6T var aa wbt qtor 2. dq{q 6F-qi ft6m{r rS a{c alftrorQot from otct tt 3rf,\'sfu{ 3rfffi o1 Rd-6ftrd qfr t qR ssb 3{ffi 6I vsot sdc tnti t 6d {iqqq. Xq qr $qq qRF-d C o-fi of$ odi M .Tgt n} RdtFT/g-{0eil t tri3q =1sq;icr qrRC Objective is to develop an oflicer so that he/she realizes his/her true potential. It is not meant to be a fault finding process but a developmental one. Officer should not shy away from reporting The Reporting/Reviewing shortcomings in performance, attitudes or overall personality of the officer reported upon. g. t w,ff qdi ft1 {ft sruEtfr 3ffTstr6-dT ,rrtr.{r,i 3ftr gs od t qqtq q{qq drrm -TKl qR Rfr-dl qr sa& aftb t rr{r qrdTt d sqerq qlerorfuit Erir s$ 3nsrfi t wr$r sn {h{n t cfrsmrrff The items should be filled in with due care and attention and after devoting adequate time. Any attempt to {ill the report in a casual or superficial manner will be easily discernible to higher authorities. q6r b-+a riswro iRi.r rErc firqr qrdr t wf{qrq d dF.t{ qlff esii $ snq ffiFrdt 1q Ri 4. "} qri tt T6i ol-9 q,re s-r* b qifuo iqwn or {Ard tfi tt qEii ot rq-{ s{rsqr{Td-6 fttqr qrg l'!|tfs i{n-{ or ffi 6ri qrd qfi$Tfr ol srrdfuo {vn or qet qa $bt emqq,we gi qqa qrsT rdq ott Every answer shall be given in a narrative form except where numerical grading is to be awarded. The space provided indicates the desired length of the answer. Words and phrases should be chosen carefully and should accurately reflect the intention of the officer recording the answer. Unambiguous and simple language may be used. sn Rdrest ftrqfi t b ft\ as ftttfR-c sS b S5 d RfrFT sllffi 5. iq rS6 oTFffirfr |M qR Rct s{ b ?tsn {6 3lerorfr o1{'iqr qs req o-catt d tS otqr ffi s{ b +{rl q*r io-+ vrn *.nl ast:dc{q or frtrt<ur'ffh grir cc aqn a) rtq ftq qri b qqq b ergwnlb-at qnr eGqt frqifu fuT 'lc o1 ae{it/rdsq?it q|{dFrft+it -dfudotffidi of Etft E'lFql The Reporting Officer shall, in the beginning of the year, assign targets to each of the officers to whom he is required to report upon for completion during the year. In the case of an officer taking up a new post in the course of the reporting year, such targets/goals shall be set at the time of assumption of the new charge. The tasks/ targets set should clearly be known and understood by the both the officers concerned.

10

-6mifd 6. srd Fqrfi 6r {flren-{ s{ b 3id t frrqr vri srar 6rS t, oQfifr,RfrF-q efffi 6\ arRc Gicird n oT{ ftqrqq of wfrwr si *r sdrc enRb s{ ii errsgqfiEqnrtro Er{qr$6f ls Td s6 ffid etlo 16 qsaq*ifftrq ft-6rs b iac q_6qesToi qlqq cc sht Although performance appraisal is a year-end exercise, in order that it may be a tool for human resource development; the Reporting Officer should at regular intervals review the performance and take necessary corrective steps by way of advice etc. 7. or q6 rrrnr drr iltrc ft fuq' orffi 61 qa.ior fu-qrqnr t {di6{ fli srd n-d6 erffi ssb 6Tf ftqrE{, 3rgrur,qecR s\s cFflfl 6r qQrRqrrE srwfuo ftrr rqa d wbr It should be the endeavour of each appraiser to present the truest possible picture of the appraisee in regard to his/her performance, conduct, behaviour and potential. ii B. b Kqio-{ b-{d sS or-dfu o.rd Fqr+{ b *idrr it frR-d fi.rr ilRq fus 3rdft o} RdrE anfudfu-qT rmr tl Assessment should be confined to the appraisee's performance during the period of report only. qrfrtfuqR(or{stqr<qs{Ql-qrTorsTQrqrq{s}-sb-qlit)r qrzfrqrfftd z16eIRr01 e. }trr qnT qrRc air $tt il{6 }s g qr ro i,i b ftr s$ frRr ffi Eqft gl voiw w t n-6r{.rad61rql ftRrq sq-dmt of cqtw w t rhirra dlnrTvrFnqGc I fs 1-2 qr fs s-10 frRr cRlRR"ii b *qri t jrs|i f6-i qrqi ereqE{+ d-fiS-.rd d6qqTqFrr q-sft *rn I riEqrtrfi fs rs|{ q'ri q RdE r qt{ g-{ftefl srfuorQ{ftifuf,erEror0or Tdi6{ 3tq-iortfti 6d o-qi md erq qffit b. ord .ht M Ec 1'6 gil.rrcqo EBotq ew+q'tt It is expected that any Grading of 1 or 2 (against work output or attributes or overall Grade) would be adequately justified in the pen picture by way of specific failures and similarly, any Grade of 9 & 10 would be justified with respect to specific accomplishments. Grades of 1-2 or 9-1O are expected to be rare occurrences and hence the need to justiff them. In awarding a numerical grade the Reporting and Reviewing authorities should rate the officer against a larger population of his/her peers that may be currently working under them. qqWtq/rdFrfA h ffrq sttsd nioi qi qurqrb ftq frqfufi idi w is-qRfrtqr qrs.r, For purpose of calculating average scores for empanelment/promotion, following grades will be considered. 10.

the

or.fr.1.R ffi fs o,r APARssraded

a eTt{ *.frq ro Between 8 and 1O o eflqe +. fi-q Between 6 and 8 +eflrobfl-q Between 4 and 6

iBq Gradine
vq-q Outstandine qgf, s{?sr Very Good
316I

eio fuqrwfrqR frrq-r t wqr

Score to be considered

9 7 5

Good

+tfii
Below 4

11

tq
Note: i) i) qR 3rfffi qi qefrsr td t qt t d vfr sS nw vdo oitt

If the officer's integrity is beyond doubt, it may be so stated.

ii) ii)

?TRrit6 t qt qS t d w{ ErE Rtr drs ftrr qN silr ftqrStTR qtfW ot Ei

wgl
If there is any doubt of suspicion, the item should be left blank and action taken as under

(o

.ffiq qtd ffi foqr qrq ortqss q{ orTrff qrTW at qrqt rffiq fri b.qrer +e at \16 cTct-q yftq frtt \ilri d r3F{frd o'tlTl erfffi o1 fr fq A \il-q dr or5q-ff 1-6 sfr omA B@cN ffi -"r6i q-iqfrsr o\ srqrFrfi o-FrTqT rffiq +d dT Rqtr orTT {iqq rS t q6i RdrEq olfffi, ffi n-o serR$fr, qr dr q-sftfdq-r ff s$i ridfff, oTfffi b o-rd o1 g+qrqqtq wrrcr rS q{crT q-drh'r$ rra oTfuqil-ft fuarw go \il{h ridq tt b F+roqroro ffiq t r{b oTerqT ftr$'n f,d s$i rtdfs-cr fi rS {t{r tl A separate secret note should be recorded and followed up. A copy of the note should also be sent together with the Confidential Report to the next superior officer who will ensure that the follow-up action is taken expeditiously. Where it is not possible either to certify the integrity or to record the secret note, the Reporting Officer should state either that he has not watched the officer's work for sufficient time to form a definite judgment or that he has heard nothing against the officer, as the case may be. qfu stT{,{t oftil-$ b qRurrrr{sq i{is qr swm W dr qrft t di sTfffi 6l trqqFisr vrqrBroot qfr eff{.ilqqq Rdrefr n-cWnqF{R of qrfr qrFql "TRq If, as a result of the follow-up action the doubts or suspicions are cleared, the officer's integrity should be certified and an entry made accordingly in the Confidential Report. qR {it-d qr enqiolqff gR dr anft t n\ ss neqo't l{m-r wq rrRfcn t r4tfttrd frt{r qrq 3f{ d-dl5tlR ' qrqt sTf*Frfrd ff qfuo foq If the doubts or suspicions are confirmed, the fact should also be recorded and duly communicated to the officer concerned. qRs{-{nff otff b qRursssq qitaqr sil-{iolqq d qrd qT-ft on{q t s;rftt gRdr qr,ft * t q-{fu .ro frtna TS qrfi qTRqeil-rsflb erqsrtRF (ir) ur ('D b orfflR rf{ \1od {i-{f*d oTfffi orfuTgof -ilrft ilRqt If as a result of the follow up action, the doubts or suspicions are neither cleared nor confirmed the officer's conduct should be watched for a period and thereafter action taken as indicated at b) and c) above.

(a)

(1g)

(b)

(r)
(c)

(q)

(d)

12