LEADERSHIP ROLE OF GO:

EFFECTIVE SUPERVISION,
GRIEVANCE REDRESSAL AND
PERFORMANCE ASSESSMENT.

15TH PCC INSP/FIRE TO AC/FIRE

 

PREPARED BY:
NARENDRA PAL SINGH
CISF NO 982400120
INSPECTOR/FIRE
CISF UNIT VSTPP (VINDHYANAGAR)
Saturday, April 25, 2020 1
 WARMING UP
WHAT IS THE IMPORTANCE
OF
 LEADERSHIP ROLE OF GO: EFFECTIVE
SUPERVISION, GRIEVANCE
REDRESSAL AND PERFORMANCE
ASSESSMENT ?

Saturday, April 25, 2020 2

 GOAL
 TO IMPART KNOWLEDGE ABOUT
LEADERSHIP ROLE OF GO:
EFFECTIVE SUPERVISION,
GRIEVANCE REDRESSAL AND
PERFORMANCE ASSESSMENT

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 OBJECTIVES
 AFTER THE CLASS THE
PARTICIPANTS WILL BE ABLE TO
DESCRIBE ANSWER ABOUT THE
LEADERSHIP AND ROLE OF GO
EFFECTIVE SUPERVISION,
GRIEVANCE REDRESSAL
AND PERFORMANCE ASSESSMENT

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 LEADERSHIP
“Leadership
is an influence
relationship among leaders and
followers who intend real change
changes and outcomes that reflect
their shared purposes”

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 QUALITIES OF A LEADER
 L- Lawfulness, Loyalty.
 E- Experience, Enterprise
 A- Alertness, Ability to assess situation.
 D- Democratic, Determination, Discipline.
 E- Education, Expertise, Empathy.
 R- Reliabilities, Reasonable.
 S- Self Confidence, Sacrifice, Sense of Humor.
 H- Honesty, Helpful, Hospitality.
 I-Intelligence ,Integrity, Interest.
 P-Personality, Performance, Presentation.  

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 DIFFERENT APPROACHES TO
LEADERSHIP
Traits Approach.
Behavioral Approach.
Grid Approach
Situational Approach.
Contingency or Functional Approach.

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 TEORIES OF MOTIVATION

Hierarchy of Human Needs (Maslow)

theories
Two Factors theory (Herzberg)
ERG Theory of Clayton Alderfer
Adam’s equity theory
Vroom’s (Multiplication) theory
Mc GREGOR'S X and Y theory

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 GRIEVANCES REDRESSAL
 Nature of Grievance in CISF
 Grievance Redressal- The need in
CISF
 Grievance Redressal (formal) in CISF
 Nodal Officer
 Counseling
 Steps to be taken for more effective

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 NATURE OF GRIEVANCES IN CISF
 Transfer/Posting
 Accommodation
 Education of Children
 Leave/ Weekly Off
 Promotion
 GPF Transfer
 Terminal Benefit
 Payment of Routine Bill
 Medical Facilities
 Personal Problem
 Attitude of Some Senior Officers

Harassment   
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 GRIEVANC REDRESSAL
MECHANISM IN CISF (DETAILS).

 INDIVIDUAL
 UNIT LEVEL
 ZONAL LEVEL
 SECTOR LEVEL
 CISF DIRECTORATE

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 PERFORMANCE
ASSESSMENT. APAR
 ACR- Annual Confidential Report has thus
been substituted by APAR which is known
as - Annual Performance Assessment
Report, APAR introduced vide DOP&T OM
NO. 21011/1/2009/ESTT/ (A)/ (P-II)
communicated vide IG/HQ letter No. E-
15011/1/2009/APAR/CS/426 Dated
23.11.09
  

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 OBJECTIVES OF
PERFORMANCE APPRAISAL
• Administrative purpose
• Self improvement purpose
• Should not be a fault finding process
• For Human resource development

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 PERIODICITY

 FOR EMOF (ENROLLED MEMBER OF

FORCE) CALENDAR YEAR
1ST JANUARY TO 31ST DECEMBER

 FOR GO (GAZETTED OFFICER)

FINANCIAL YEAR
 1ST APRIL TO 31ST MARCH 

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 PERFORMANCE CHARACTERISTICS

 Communication Ability
 Ability to work without Supervision
 Judgement
 Accuracy of Work
 Dependability
 Punctuality
 Knowledge
 Quantity of Work
 Relationship with others
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NUMERICAL GRADING OF APAR

 APARs grading from 8 to 10 : “Outstanding.”

 APARs grading from 6 to 7.9 : “Very Good.”
 APARs grading from 4 to 5.9 : “Good.”
 APARs grading from 2 to 3.9 : “Average.”
 APARs grading below 2 : “Below Average.”
 Minimum benchmark is Very good (from grade 6
to 7.9).
 Grades below 4 and above 9 or 10 should be
adequately justified in pen picture.
  

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 ****CONCLUSION****
 TODAY WE DISCUSSED THAT……
 LEADERSHIP
 QUALITIES OF A LEADER
 DIFFERENT APPROACHES TO LEADERSHIP
 TEORIES OF MOTIVATION
 GRIEVANCES REDRESSAL
 NATURE OF GRIEVANCES IN CISF
 GRIEVANC REDRESSAL MECHANISM IN CISF
 PERFORMANCE ASSESSMENT. APAR
 OBJECTIVES OF PERFORMANCE APPRAISAL
 PERIODICITY
 PERFORMANCE CHARACTERISTICS
 NUMERICAL GRADING OF APAR

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 ?
ON
TI
ES
Q U
N Y
A
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 U .
YO
N K
H A
T
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