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OPR WRITING

Lt Cdr Rifat Ahmad

Lt Cdr Saleh Ahosan
Lt Shawkatul Islam

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 INTRODUCTION

 An officer’s progress through the service depends very much on the

painstaking care with which his attributes are assessed

 For Appointment, Promotion and Career development of an Officer,

OPR plays a vital role

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 AIM

To to appraise about the OPR writing guide (Revised 2022)

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 SCOPE

 Definition and Objective of OPR

Lt Cdr Rifat
 Objective and Importance of OPR
 Sections of OPR Lt Cdr Saleh
 Responsibilities of RO
 Occasion of Reports & Special Reports
Lt Shawkat
 Occasions to conduct PAD
 Channel of reports

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 WHAT IS OPR?

 OPR stands for Officer’s

Performance Report
Photo in
 Name of the form F(CW)-1 uniform

In manuscript
 It consists of 10 sections

 New OPR must be filled in

manuscript

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 WHAT IS OPR?
 Naval Secretariat evaluates an officer on many occasions,
including promotion, selection for courses, and appointments

 This evaluation is primarily based on his OPR

 A superior performance is formally acknowledged and recorded

only when forwarded by an OPR

 If an OPR is not filed in time, the officer may not be evaluated

relatively by NHQ
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 OBJECTIVE OF OPR

 To ensure proper career management

 To provide an opportunity to officers for self-improvement

 To make the officers aware of weaknesses

 To ensure rewards to the deserving officers

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 IMPORTANCE OF OPR

For Officer Reported Upon.

 Officers benefit in several ways by submitting their OPR and

ensuring its receipt at Naval Secretariat (through BNOIP)

 Timely receipt of an OPR at the Naval Secretariat not only

reduces unnecessary correspondence asking for the same but
also reflects the dutifulness of the concerned officers

 The lone 'Recommendation for Promotion' before a promotion

board may not always be successful owing to the absence of an
officer in the reporting chain
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 IMPORTANCE OF OPR

At Naval Secretariat.

 OPRs reflect the cumulative assessment of an officer's

strengths, weaknesses and development potentials

 For all promotions, the recommendation in OPR is a must

 Recommendation for courses in OPR is also consulted at

Naval Secretariat when required

 An essential function of the OPR is to establish an officer's

performance trend
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 TERMINOLOGIES RELATED TO OPR

 Corresponding Service. The corresponding service indicates the period

in which the Reviewing Officer (IO/RO) and the officer reported

 Promotion Zone. Officers will be considered 'In Promotion Zone' on

completing the required years of commissioned service according to
the AFD Promotion Policy

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 TERMINOLOGIES RELATED TO OPR

 Reviewing Officer. The Initiating Officer, Reporting Officer and Next

Superior Officer are commonly referred to individually as 'Reviewing
Officer' and collectively as 'Reviewing Officers’

 Gender. W ords indicating one gender include all genders and in no

way prescribe the superiority of one over the other

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 SECTIONS OF OPR

 Section-I: General Information

 Section II: Initiating Officer’s Report on Professional Ability

 Section III:Numerical Assessment

 Section-IV: General Reports

 Section-V: Recommendation for Course & Appointment

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 SECTIONS OF OPR

Section VI: Recommendation For Promotion to Next Higher Rank

 Section VII: Recommendation for Career Progression

 Section VIII: Certificate

 Section IX: Remarks of Next Superior Officer

 Section X: Final Grading by NHQ

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 SECTION I: GENERAL INFORMATION

 Occasion, Reporting Period, Date of Joining on board and authority for

special OPR

 Officer’s Full Name with decoration

 Date of Commission with ante-dated seniority (if any) as per the BN list

 Academic and Professional Qualification

 Medical Report by Medical Officer

 Physical Fitness Test record

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 SECTION II: IO’s REPORT ON PROFESSIONAL
ABILITY

 Covers the officer’s general professional capabilities

 If any trait cannot be accurately evaluated, “NOT MARKED” can be

written

 Scopes for improvement are to be mentioned

 Should be signed by the CO/ RO

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 SECTION III: NUMERICAL ASSESSMENT BY RO

 Appropriate explanation of the numerical grading may be looked up

from numerical assessment

 Strong and weak attributes of the officer reported upon

 Officers are evaluated only against their contemporaries

 Total and grand total marks will be initiated by the reporting officer

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 SECTION IV: GENERAL REPORT BY RO

 Performance assessment at sea and on-shore appointments

 Participation/attendance of the officer’s spouse reported upon in

Social/BNFWA/Ladies club activities to be mentioned here

 Significant achievement/incident of the officer

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 SECTION-V
SECTION V: COURSE & APPOINTMENT RECOM

 It deals with recommendations for promotion/ confirmation/course/staff

appointment etc.

 Need to mention the next most suitable appointment for the officer as a
suggestion

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SECTION VI: RECOM FOR PROMOTION TO NEXT
HIGHER RANK

 To be completed by the CO/ RO

 It deals with recom for promotion to the next higher rank

 This section is not applicable for permanently superseded officers and Lt

Cdr (SD)

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 SECTION VII: RECOM FOR CAREER
PROGRESSION

 Recom for confirmation of acting promoted officers

 Recom for the short service commission officer’s extension or suitability

for permanent commission

 Recom on the suitability for retention of an officer who is permanently

superseded

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 SECTION VIII: CERTIFICATE

 The adverse remarks are to be underlined in Red ink

 Remedial defects are to be communicated to the officer verbally

 Officer’s basic defects that cannot be remedied in a reasonable time to

be shown to the officer

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 SECTION IX: REMARKS OF NEXT SUPERIOR
OFFICER

 Next superior officer will assess the grading and initial the box with a
number

 If he disagrees with CO, he may report so and explain the same

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 SECTION X: FINAL GRADING BY NHQ

 Promotion recomm to be filled here

 It is to be signed by NS or an appropriate officer to whom such

responsibility is dedicated

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 RESPONSIBILITIES OF RO

 The (RO/CO) must bear in mind while reporting in the OPR that Justice
is fairness

 The report must be impartial and supported by justice

 Personal feelings, emotions, beliefs, and prejudices are not allowed to

influence report/decision

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 REPORTS NOT TO BE SHOWN

Confidential reports are not to be shown except:

 If an adverse report has been made, it should be underlined in red
and is to be shown
 Officers placed on special monthly reports are to be informed by the
CO/RO
 Monthly reports that are to be shown to the officer and initiated by
them
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 ANNUAL MEDICAL EXAMINATION

 Officers up to the rank of Lt Cdr will be examined by their Medical Officer

 Officers of the rank of Cdr and above will be examined by the Medical
officer specially nominated by the DMS

 Cases of officers who are considered unfit to be placed in category ‘A’

(Aye) will be referred to the DMS

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 OCCASIONS OF REPORT

 Annual

 Transfer

 Change of Command

 Special

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 SPECIAL REPORT

 To make a report on XO FFG/ FSG as per SASB policy. The checkbox

'Special' is to be marked if it does not coincide with any other occasion

 Regular reports on officers placed under 'Monthly Report' by NHQ

 On making an adverse report for transferring or discharging an officer

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 SPECIAL REPORT

 If the CO of a training establishment so chooses, he may submit OPRs

of trainee officers for poor training progress, unsatisfactory conduct, etc.

 On recommending an officer of a specialized stream (e.g., submariner)

to discontinue service in that specialized stream (e.g., submarine
service)

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 OPR FORWARDED TO

 OPRs of Captain and below are to be forwarded to Naval Secretary

directly or through Administrative Authority/ PSO (as applicable)

 OPRs of Commodore and above are to be forwarded by name to the

Chief of Naval Staff, informing Naval Secretary.

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 OCCASIONS TO CONDUCT PAD

 Not later than six months

 Information regarding PAD is to be shown on the reverse side of the

cover page in the matrix provided

 Subsequent discussions will be at the discretion of the RO and should

normally take place before the rendering of annual OPR

 PAD should always take place when an Officer is in the promotion zone
or due for a time scale

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 HOW TO CONDUCT PAD

 A convenient and appropriate setting (normally RO's office) is to be

chosen to hold the PAD

 Time, when both RO (or the counsellor) and the Officer reported upon
(or the counselled), can focus

 The counselled is to be notified about the purpose of the meeting well

ahead of time

 Office and cell phones are to be kept silent

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 OCCASIONS TO CONDUCT PAD

 Arrangement is to be made to keep the PAD confidential

 RO (counsellor) is to lead the discussion

 RO is to prepare a draft report setting out Officer's performance in

general terms, particularly Professional, Social or Personal qualities

 Specifically bad or adverse qualities (which are within the Officer's power
to remedy).

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 CHANNEL OF REPORTING

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 CHANNEL OF REPORTING

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 CHANNEL OF REPORTING

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 OPEN DISCUSSION

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 THANK
YOU

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