AnnualPerformanceAssessmentReport(APAR)-
ScientificPersonnelof ICAR
/ INDIAN VETERINARY RESEARCH INSTITUTEDEEMED UNIVERSITY
(Indian Council of Agricultural Research)
IZATNAGAR- 243 122, BAREILLY (U.P.)
/CONTENTS
S.No. / Particulars / PageNo.
A. / Prologue
B. / RevisionofAnnualPerformanceAssessmentReport(APAR)
System
i.Principle
ii.Process
iii.Content
C. / Epilogue
D. / RevisedAnnualPerformanceAssessmentReport(APAR)Form
Part –1 : General particulars by the Administrative Office
Part –2 : Self-assessment by the Scientist reported upon
2.1Activitiesandachievements
2.1.1DetailsofOutputs
2.1.2Additionalinformation
3.Peerrecognition
4.Resourcegeneration
5.Professionalgrowthanddevelopment
Part–3:Assessmentby the ReportingOfficer
3.1. LengthofserviceoftheScientistbeingreportedunderyour
supervision
3.2 CommentsonPart– 2
3.3 Assessmentofsignificantachievements
3.4 Generalassessment
3.5 OverallGrading
3.6 Remarksandoverallgradingby theReviewingOfficer
E. / Guidelines
AnnexureI: FillingofAPARForm
AnnexureII: Settingtargetsandmilestones
AnnexureIII:GradingofScientistsbyReportingReviewing
Officers
AnnexureIV:Timescheduleforpreparation/completionofAPAR
Annual PerformanceAssessmentReport (APAR) System forScientific Personnel of ICAR
A.Prologue
IndianCouncilofAgriculturalResearch(ICAR)isoneofthelargestscientific organizationsdevotedtoagriculturalresearchandeducationinthecountry.Throughits vastnetworkofinstitutionsspreadacrosstheentirelengthandbreadthofthecountry,it caterstotheresearchandeducationalneedsinagricultureatthenationallevel.Ittakes prideinhavingthehighlyqualifiedscientificmanpower,numberingaround5000,who bringlaurelstothecountryingeneralandtoICARinparticular.Itscontributiontowards makingthecountryself-sufficientinfoodproductionhasreceiveduniversalrecognition. Besides its basic role in increasing agricultural production and productivity through appropriatetechnologiesandindevelopingthehighqualityscientificmanpowerthrough itsrelevantacademic/trainingactivity,itprovidespolicysupporttotheGovernmenton allmattersrelatingtoagriculturalresearchandeducation.
TheICARlargelyowesitsachievementsto thedevotionanduntiring effortsofits scientificcommunity.Overtheyears,it hasevolveddynamicsystemstoevaluatethe achievementofscientists againstthetargetssetforvarioustasksandsuitablyreward them basedontheirlevelof performance.Oneof thebasiccomponentsof theevaluation systemisthepreparationanddocumentationofAnnualAssessmentReport(AAR).From ameresubjectiveassessmentoftheperformanceofscientists,animprovedAARsystem hasbeendevelopedby theCouncilsoastoinfusemoreobjectivitythroughaprocessof quantificationandgradingoftheirachievements.TherevisedAARform forthe scientific personnelhasbeenintroducedforadoptionfromtheassessmentyear2003–2004(vide ICARletterno. 2(3)/96-Per.IVdated5thNovember2003).
TheDepartmentofPersonnelandTraining(DoPT)oftheGovernmentofIndia has developedguidelinesforthe preparationandmaintenanceofAnnualPerformance AssessmentReport(APAR)inrespectofAllIndiaServices(videDoPTletterno.
21011/1/2005-Estt(A)(Pt-II)dated23rdJuly 2009),whereintheformatfornumerical gradingoftheachievementsofGroup‘A’Officersby theReportingandReviewing Authorityhasbeenelaborated.TheICARendorsedtheseguidelinesandcommunicatedto itsInstitutesforinformationand furtherguidance(videICARletterno.21-23/2009-CDN dated17th August2009).Asafollow-up,theNationalAcademyofAgriculturalResearch Management(NAARM)hasbeenaskedtorevisetheexistingAARsystemcurrentlyin vogueforthescientificpersonnelofICAR.
Inthiscontext,ICARhasaskedNAARMto reviewandrevisetheexistingAnnual PerformanceAssessmentReport(APAR)forminrespectofscientistsin accordancewith DoPTguidelines. Accordingly,theexistingAAR systemhasbeenrevisedafterthorough review and interaction with some Senior Officers at NAARM. Apart from DoPT guidelines,theAPARsystemfollowedforthescientificpersonnelofthe Councilof ScientificandIndustrialResearch(CSIR),aswellasthescorecard systemadoptedby the AgriculturalScientistsRecruitmentBoard(ASRB)forpromotionofscientistsunderthe CareerAdvanceScheme(CAS)ofICARhavealsobeenconsultedduringrevision.
B. RevisionofAnnualPerformanceAssessmentReport(APAR)System
Keeping the aforesaid points in view, the existing APAR system followed in ICARhasbeenrevisedbyincorporatingtheDoPTguidelinesandthesalientfeaturesof theassessmentsystemfollowedinCSIRinstitutes,as wellastheprevailingASRBscore cardsystemadoptedforthepromotionofICARscientists.Thebasicprinciplefollowed for revisionincludingthe processenvisagedandthecontentmodified;and therevised APARformforthescientificpersonnelofICARare presentedalongwithnecessary guidelinesinthefollowingsection.
i.Principle
ItisintheinterestofallcategoriesofICARscientiststhatthey shouldknowhow wellorotherwisethey areperformingtheirjob.Genuinefeedbackinformationfrom periodicalassessmentoftheirperformancewouldfacilitatethem toplantheircareer developmentinasystematicmanner.Knowingtheirdeficiencyintime,ifany,would enablethemtotakespecialeffortstoovercometheirshortcomingskeepinginviewtheir careeradvancementinthelongrun.
Theperformanceofscientistsis assessedregularlyonanannualbasis(April- March)throughAnnualPerformanceAssessmentReport(APAR).Itisan important document which provides the basic and vital inputs for assessing the suitability of individualscientistsfortheirfurthercareeradvancement.TheAPARisa meanstoanend andnotanenditself.Itshouldbeconsideredasatrueindicatorof theachievementof scientistsandnotasamerecontrollingtool.Itisnotmeanttobe afaultfinding toolbuta developmenttoolforcareerplanningofscientists.
Performanceassessmentshouldbeconsideredasahumanresourcedevelopment toolinordertoenablethescientiststorealizetheirtruepotential.It ismeanttobeajoint exercisebetweenthescientistreporteduponandtheReportingOfficerwho supervises his/herwork.Atthebeginningof theyear,theReportingOfficerhastosetquantitative/ physicaltargetsinconsultationwitheachofthescientistsworkingunderthem.Itisthe duty oftheReportingOfficertogivethescientistsaclearunderstandingofthetaskstobe performedandtoprovidethemwiththerequiredresourcestoeffectivelyperformthe tasksassignedtothem.Itisforthescientiststocontributetothebestoftheirability throughbetterachievementofthegiventasks,bothinquantityandquality,by making optimumuseoftheresourcesprovided.
Itis of vitalconcernbothfor theReportingOfficerandtheReviewingOfficerto writetheAPARoftheirscientistsinanobjectiveandimpartialmanner.Theirobjective assessmentwouldnotonlyassisttheminprovidingproperguidanceforthosescientists whoperformbelowexpectations,butalsointakingcreditforthegoodworkdoneby theirscientists.They shouldhavea clearperceptionofthe objectivesofperformance assessment,i.e.,i)toimprovetheperformanceofscientistsintheirpresentjob;andii)to
assessthepotentialitiesofscientistsandpreparethemthroughappropriatefeedbackand guidancefortheircareeropportunitiesinfuture.
Thebasicprincipleof therevisedassessmentsystemdemandsthatthefullAPAR includingtheoverallgradeandgeneralassessmentby theReportingOfficerbe communicatedto theconcernedscientistafterit iscompletedwiththeremarksofthe ReviewingOfficer.Thescientistreportedupontobegiventhe opportunitytomake representationagainsttheentriesandfinalgradinggivenintheAPAR,ifhe/sheisnot fullyinagreementwiththeassessmentmadebytheReportingandReviewingOfficers. Thecompetentauthoritymaythenconsidertherepresentationofthegrievedscientist,if necessary,inconsultation withtheReportingOfficerand/orReviewingOfficer.After dueconsideration,thecompetentauthoritymay acceptandmodifytheAPARorrejectit. Thedecisionof thecompetentauthoritywillbefinal.
ii.Process
Aseriesoftime-boundstepsareinvolvedinthepreparationanddocumentationof
APARforthescientificpersonnelofICAR,asunder:
Distribution of APAR form to the Scientist to be reported upon, after completionofPart1bytheAdministrativeOffice.
Submissionofself-assessmentofactivitiesandaccomplishmentsbytheScientist reporteduponinPart2totheReportingOfficer.
SubmissionofreportbytheReportingOfficerinPart3totheReviewingOfficer, afterevaluatingtheself-assessmentsubmittedby theScientistreporteduponand awardingnumericalgradeasperthespecificguidelinessetforthepurpose.
CompletionofreportbytheReviewingOfficerandsendingittoAPARSection/ Cell,afterrecordingcriticalremarksontheevaluationby theReportingOfficerand awardingownnumericalgrade,aspertheguidelines,inPart3.
Disclosureoftheevaluationincludingthenumericalgradeawardedandthecritical commentsmadeby theReportingandReviewingOfficerstotheScientistreported uponforinformation.
Receipt of representation, if any, on the completed APAR from the Scientist reporteduponbytheAPARSection/Cell.
ForwardingofrepresentationreceivedbytheAPARSection/Cellto theCompetentAuthorityforredress.
DisposalofrepresentationbytheCompetentAuthority,eitherbyacceptingitand suitablymodifyingtheAPARorrejectingit.
CommunicationofthedecisionoftheCompetentAuthorityontherepresentation receivedtotheAPARSection/Cell.
EndofentireprocessandfinallytakingtheAPARonrecord.
TheentireAPARprocessstartson31stMarchandendson30thNovember,asannexedto therevisedAPARform.
iii.Content
The revised Annual Performance Assessment Report (APAR) form essentially hasthreedistinctparts,asunder:
Part1:GeneralparticularsoftheScientistreportedupon–tobefilledinbythe
AdministrativeOffice.
Part2:Self-assessmentofperformance–tobefilledinbytheScientistreported upon.Itprovidesampleopportunityforthe individualscientiststoindicatethe relativetimespentoneachofthetasksassignedtothemaswellastoevaluate one’sownperformanceanddocumenttheachievements.Inthispart,theScientist specifies thetargets set forvarious tasksperformed, achievements undereach target,theshortfalls(if any), constraintsencounteredand specificareaswhere achievementshavebeengreater.
Part 3: Assessment by the Reporting and Reviewing Officers. Their evaluation and commentsprovideopportunitytoeveryScientisttoreceivean honestand constructivecritiqueonpastperformanceandsuggestionsfor improvementand careergrowthinfuture.
Sincetheassessmentofanyscientistshouldinprinciplebedeterminednotonly by theworkoutputintheprecedingyearbutalsotosomedegreehis/hercapabilitiesand potentials, therevisedAPARsystemconsiders acrossfourmajorparameters, namely,
‘Work Output’- professional; Work Output – institutional; ‘Personal Attributes’ and
‘FunctionalCompetence’,withdifferentweightfactorassignedtoeachoneofthemin accordance with job description. Achievements of the scientist are to be graded (scored) against relevant indicators of assessment included under each of these parametersby thesupervisingofficerstoarriveattheoverallgradingofthescientist.The weightedaveragefactorconceptpermitsthepossibilityofthedifferentparametersbeing valueddifferentlyforscientistsindifferentjobcategorieswithvariedfunctions.
Oncethescientistcompletestheself-assessmentpart,numericalgradingaretobe awardedby theReportingOfficerfortheworkoutput(professionalinstitutional), personalattributesandfunctionalcompetenceofthescientistreportedupon,thatneedto beagreedordisagreedandmodifiedwithreasonsbytheconcernedReviewingOfficer. AccomplishmentsoftheScientistagainstthegroupofindicatorsincludedundereachof theseparametersareto be graded (scored) individually on ascale of 1–10, where 1 referstothelowestgrade and10tothehighest.Theoverallgradingwillbebasedonthe weightedaverageconcept.
C. Epilogue
InorderfortherevisedAPARsystemtosucceed,theSupervisingOfficers/Heads ofInstitutes/ResearchManagershavetoplaya keyrolebyobservingthefollowing:
TheAPARhastobefilledwithduecareandattention,andalsoafterdevoting adequatetime.
Ensuringthatallscientistsarefamiliarwithandunderstandthebasictenetsofthe APARformandknowhowtofillitcorrectly(probablythroughaninstitute-level shortexposure).
WorkingwiththeSeniorOfficersTeamattheStation/Institutetocreateenabling atmosphereandmechanism,and alsomakeavailabletherequiredresourcesand facilitiestotheextentpossiblesothatthescientistscouldperformtothebestof theirability.
Making the internal mechanism for addressing anygrievances of the scientists moreeffective.
Ensuringthatthescientistsreceivetimelyfeedbackontheirmoresignificantaswell aslesserstrengths,includingsuggestionsforimprovement.
SinceAPARsarevitalforpropermanagementanddevelopmentofscientists,itis essentialtosee thattheyarecompletedwithinatimeframe.
It iswithsincerehopeand expectationthattheexisting APARsystem hasbeen revisedtoprovideopportunity forthe Supervising Officers torecognize andsuitably rewardtheperformanceofscientists,aswellastoallowtheICARInstitutestopromote institutional goals by rewarding excellence and evolving appropriate strategies to overcomepoorperformanceofthescientiststowardsachievingtheinstitutionalgoals.
***
D.AnnualPerformanceAssessmentReport(APAR)Form
INDIANCOUNCILOFAGRICULTURALRESEARCH
Annual PerformanceAssessment Report for Scientific Personnel of the
ICAR Report for the year/period ending………………….
PART-1: GeneralParticulars(tobefilledinbytheAdministrativeOffice)
1. Name of the Scientist:
2. Date ofbirth:
3. Date ofentryin theICAR service:
4. Present designation:
5. Date ofjoiningthe Present Grade:
6. Present pay:
7. Research Station/Institute in which working:
8. Details of service in difficult/remote/backward areas/disadvantaged areas:
Period / Station / Designation9.Academicqualificationacquiredduringtheyearreportedupon(in casenoacademicqualificationhasbeenacquired,thehighestdegreealong with specialization need begiven):
Degree / Year / Subject(s) / Institution10. Period on leave duringtheyear:
11.Please state whether the annual return on immovable property for the precedingcalendaryearwasfiledwithintheprescribeddatei.e.31stJanuaryof theyearfollowingthecalendaryear.Ifnot,thedateoffilingthereturnshould be given:
12. Please attach Annual Health Checkup report for the assessmentyear.
PART-2: Self–Assessment(tobefilledin bytheScientistreportedupon)
2.1 Activities and Achievements:
Activities approved and accomplished(Please choose whicheveris applicable toyou):
f
8. / Other activities; Reports generation
Publicitymaking
Special assignmentswithin oroutside theinstitute/
ICAR,etc.
Information compilation
ATRs
Any other (please specify)
*Giveshorttitleorphrase.AsproposedbythescientistandapprovedbytheReporting
Officer(attachasinAnnexureII). Indicateproject title and whether PI/Co-PI.
** Totalshouldaddupto100%
***Extentandalsoindicatewhetherachievedwithinthetime-framesetforthepurpose
2.1.1 Details ofOutputs:(Forthe activities shown above). Please choose whichever is applicable and attachasummaryreport(about400words) on themostsignificant accomplishments duringthe year reported upon (as Annexure).
S. No. / Activity / Contribution1. / Research:
a)Research Activities:
(i) Varieties/breeds/tree species released
(ii) Management practices developed
(iii) Process/concept/methodologydeveloped
(iv) Implements/tools developed
(v) Anyother (please specify)
b)Publications/ presentations/ documentation
(i) Papers in research journals (National/International) (ii) Technical/popular articles
(iii) Books (Authored/edited)
(iv) Bookchapters/technical bulletins/manuals
(v)Working/concept papers
(vi)Scientific/teaching reviews
(vii)Presentation inworkshops/seminars/ symposia/
conferences (viii)Compilation/documentation (ix) Anyother (please specify)
c) Product development
(i) Crop-based
(ii) Animal-based, includingvaccines
(iii) Biological– biofertilizer, biopesticide, etc.
(iv) IT based– database, software, etc. (v) Value-added products
(vi) Anyother (please specify)
d)Intellectual propertygeneration
(i) Patents
(ii) Copyrights
(iii) Designs
(iv) PPV– registered only)
(v) Anyother (please specify)
e) Contribution through AICRPs (as a member)
(i) Technologyassessment and refinement
(ii) Releaseof technologyto farmers
(iii) Feasibilitytesting
(iv) Prototypesdeveloped/manufactured/supplied
(v) Anyother (pleasespecify)
S.
No. / Activity / Contribution
2. / Transfer of technology:
a)Technologyassessed andrefined b)Trainings organized
c)Demonstration/ exhibition/ field day/farmers fair d)Inputs supplied
e)Innovativemethodologydeveloped f) FLDs conducted
g)Lectures delivered
h)Anyother (please specify)
3. / Teaching/ Academic activity:
a) Courses designed andtaught b) Studentsguided
c) Resource material/methodologydeveloped d) Anyother (please specify)
4. / Training:
a) Programmes developed and organized b) Resourcematerial developed
c) Anyother (please specify)
5. / OrganizingWorkshops/ seminars/ symposia/
conferences:
a) Conceptualized and organized
b) Served as convener or co-convener/coordinator c) Invited as keyspeaker inscientific meetings
(National/International)
d)Anyother(pleasespecify)
6. / Institutional support:
a) Member Secretary– RAC/ IRC/IMC/ PME Cell/ IPR Cell/ Technical Cell/ HRD Cell/CPC/ QRT
b) Editorship – Annual report/ institute publications c) I/c Central facilities – Lab, library, hostel, etc.
d) Admin/Management/Coordination (Chairman/
Member of Institute Committees)
e) Development of infrastructure, farm, lab, etc.
f) Seed production and distribution
g) Management of farm, animal sheds, fishingvessels
h) Development of remote, tribal/underprivilegedareas/
communities
i) Participation in Village Adoption Programmes bythe
Institute
j) Mobilization of resourcethrough inter-institutional
projects, includingPPPmode
S.
No. / Activity / Contribution
i) Anyother (please specify)
7. / Specialassignments:
a) Special assignments –National
b) Special assignments –International
c) Compilation of documents– Vision, EFC/SFC,etc. d) Other general institutional activities(reports/
publicity/specialassignmentswithinoroutsidethe institute/ICAR,etc.)
e)MembershipofCommitteesofotherInstitutes–IMC, IMTU,etc.
f) Anyother (please specify)
8. / Anyother (Please specify)
3. PeerRecognition:
S.N. / Activity / Remarks1. / Awards/fellowshipsreceived
(National;International;Institutional/Professional
Societies;
Bestpaper/poster/honoursreceived;Anyother–pleasespecify)
2. / ProfessionalSocieties
(Membership;Editorshipforjournals;
Anyother–pleasespecify)
3. / Reviewof papers/reports/proposals,asreferee
4. / Any other (pleasespecify)
4.ResourceGeneration*:
S.N. / Activity / Remarks1. / Consultancyservicesprovided
2. / Contractresearch
3. / Specialnational/internationalprojects
4. / Commercializationoftechnology
5. / SummerorWinterSchools
6. / Trainingprogrammesoffered
7. / Supplyofseeds,biological,vaccines,etc.
8. / Analysisofsoils,water,plantoranimalproducts
9. / Supplyofprototypesof implements
10. / Anyother(pleasespecify)
*Intermsofrupees
5. Professionalgrowthanddevelopment:Pleasegivedetailsoftheprogrammesattended withinIndiaandondeputationabroad.
S.N. / ProgrammeAttended / InstituteandPlace / Period1. / Training/RefresherCourses/ Summer/WinterSchools
2. / Seminars/Workshops/
Symposia
3. / Conferences/Meetings
4. / Anyother(Pleasespecify)
PlaceandDateSignatureoftheScientistreportedupon
Part–2.1.2:AdditionalinformationtobefilledinbytheHeadsofDivisionsor
Headsor RegionalStationsoftheInstitutes
S.No. / Activity / Targets
(Institutional) / Achievements / Reasonsfor
Shortfall,if any
1. / Humanresourcemanagement:
a)Recruitment
b)Timelyassessmentof
Technical,AdministrativeStaff andScientistsattheInstitute
c)Humanresourcedevelopment
d)Redresstheemployee’s
grievancesat theinstitute
2. / Financialmanagement:
(Division/Station/Institute)
a)Resourcegeneration
b)Budgetutilization
c)Newexternallyfunded projects
3. / Intellectualpropertymanagement:
a)Identificationandprotection
b)Technologies
commercialized
4. / Management/promotionofscientificcollaboration
a)National
b)International
5. / Conductingmeetingsand
follow-upaction:
IRC/RAC/ITMU/IMC/ QRT/Internationalevents,etc
6. / Public/FarmersOutreach
a)Publicity/Interaction
b)Publicadvocacyandoutreach c)InteractionwithKVKs
S.
No. / Activity / Targets
(Institutional) / Achievements / Reasonsfor
Shortfall,if
any
7. / Visitto provideguidanceand
support
(RegionalStations/Centers)
8. / Completionof activitiesin
time(AnnualReport)
9. / Implementationof
developmentalactivitiesof GovernmentofIndiaviz. SwatchBharatprogramme, developmentofalternatesource ofenergyviz.,establishmentof roof-topsolarpanelsystemsat theInstitute.
10. / Responsivenesstoimportant
communication received from
ICARHqrs.
11. / Implementationofflagship
programmesofMinistries/ DepartmentsbytheInstitute.
12. / Anyother(pleasespecify)
SignatureofDirector/ProjectDirector
PART –3: Assessment bythe Reporting Officer
3.1LengthofserviceoftheScientistbeingreportedunderyoursupervision
3.2CommentsonPart–2:
PleasemakeanobjectivecommentonPart2(from1to3),andPart2.1or2.2or2.3 (asthecasemaybe),aswellasonthesummaryreportmadebytheScientist.While commenting,pleasetakeduenoteoftheshortfalls/constraintsmentionedby the Scientistaswellastheextenttowhichtheresourcesandfacilitiescommittedatthe timeofsettingtargetswereprovided(maximumof100words).
3.3AssessmentofSignificantAchievements
Please score individually the group of indicators under each of the following parameters on a scale of 1-10, ten being the highest grade and 1 the lowest. Gradingoneachof theparameterofassessmentisthemean scoreofalltheindicators included under it(Please follow theguidelines giveninAnnexure IIIA Bfor grading).
Indicators / Marks(1-10 scale) / Weightage assigned / Total obtained (W x M)
1. Research Activities & Peer Recognition / M1 / W1
2. Contribution to Research
Management / M2 / W2
3. Resource Generation / M3 / W3
4. Professional growth
development / M4 / W4
5. Personal attributes / M5 / W5
6. Functionalcompetency / M6 / W6
7. Participation in
Institutionalactivities / M7 / W7
(M1x W1)+(M2xW2)+(M3 xW3)+(M4xW4)+(M5xW5)+(M6xW6)+(M7 x W6)
Final Grading: ------
100
S.No. / Grade / Category1. / 8.5–10.0 / Outstanding
2. / 7.0–8.4 / VeryGood
3. / 5.5–6.9 / Good
4. / 4.0–5.4 / Average
5. / 4.0 / BelowAverage
(AdaptedtosuitICARSystem)
Note:Againstworkoutput/personalattributes/functionalcompetence,priorityworkoutputand overallgrade:
(i) Anygradingof1or 2,and‘BelowAverage’tobeadequatelyjustifiedbywayofspecific failures.
(ii)Anygradingof9 or10,and‘Outstanding’tobejustifiedwithrespecttospecific accomplishments.
(iii)RatingshouldbedoneagainstalargepopulationofpeergroupofScientiststhatmaybe currentlyworkingundertheReportingOfficer.
3.4GeneralAssessment:
(i)Pleasecommentonthestateof healthoftheScientist.
(ii)PleasecommentontheintegrityoftheScientistbycirclingoneofthe followingoptions:
Beyonddoubt
Nothingadverseheardagainst
Doubtful
Note:InstructionsofGovernmentofIndiatobefollowedincaseofadverseremarks
(iii)Pleasecommentonthe attitudeofthe ScientisttowardsScheduledCaste/ ScheduledTribe/WeakerSectionsof theSociety;his/herunderstandingand willingnesstodealwiththem.
(iv)PleasecommentonthemajorstrengthsoftheScientist.
(v) Suggestedareaoftraining/skillupgradation.
3.5OverallGrading:
Outstanding/Very Good/Good/Average/BelowAverage
(Basedontheoverallgradeobtainedat3.3)
SignatureoftheReportingOfficer…………………… Name(inBlockLetters)…………………………
Place: Date:
Designation…………………………
Annexure-IV
AnnualPerformanceAssessmentReport(APAR)ofHeadsofDivisions
3.6 RemarksandOverallGradingbytheReviewingOfficer.
3.6.1LengthofserviceoftheScientistunderyoursupervisionandguidance.
3.6.2DoyouagreewiththecommentsmadebytheReportingOfficerin3.2?
Isthereanythingyouwishtomodify?Pleasegivereasons.
Section / Yes / No / Remarks3.2
3.3
3.4
3.5
3.6.3Grading:Outstanding/VeryGood/Good/Average/BelowAverage
JustificationifdifferentfromReportingOfficer
SignatureoftheReviewingOfficer…………………… Name(inBlockLetters)…………………………
Designation…………………………
Place: Date:
Guidelines
AnnexureI.FillingofAnnualPerformanceAssessmentReport(APAR)Form
1. The Annual Performance Assessment Report (APAR) form for the Scientific Personnelistobefilledby theconcernedAdministrativeOffice,theScientist reportedupon,theReportingOfficerandtheReviewingOfficer.
2. Part-1oftheAPARistobefilledby theAdministrativeOfficeoftheInstitute/ HeadquarterswheretheScientisthasbeenworkingintheperiodreportedupon. SincethispartinvolvesdetailsoftheserviceofthescientistatvariousInstitutes, his/heracademicqualificationandthenatureofleaveavailedbyhim/her,he/she isrequiredtosubmitallsuchinformationtotheconcernedAdministrativeOffice fromtimetotime.
While filling up these items, scientists maymatch them with what theyhave indicatedintheirsix-monthlytargetsand achievementsthataresubmittedon-line.
3. Part-2oftheAPARproformaendeavoursattheself-assessmentof theScientist reportedupon.Thetargetssetand theachievementsmade,alongwithtimespent, againsteachactivity shouldbegiven.Also, the constraintsfacedin accomplishing thesetargets,ifany,shouldbehighlighted.
4. TheScientistbeingreporteduponisrequiredtosubmitasummaryreportinabout
400 words on the most significant accomplishments during the year reported upon.
6. InPart-3.1oftheAPARproforma,theReportingOfficerisrequiredtowritethe grade(score)on 1–10scaleagainsteachofthelistedindicatorsunderthethree parametersinordertomoreobjectivelyassesstheachievementsof theScientist reporteduponusing weightedaveragemethod. The finalcumulativeweighted averagecanthusbe arrivedandreported.
7. Additionally, theReportingOfficerhastoofferhis/hercommentsongeneral assessmentfortheScientistreportedupon.
8.InPart-3.2oftheAPARproforma,theReviewingOfficershallexpresshis/her agreementorsuggestmodificationsontheassessmentmadeby theReporting Officerandthenindicatehis/herfinalgrading.
AnnexureII:SettingTargets
Thisisoneof thebasicrequirementsthatisvitalfor properassessmentof the performanceofscientistsinICAR.Qualityofassessmentcanbegreatlyenhancedby payingdueattentiontothiscriticalactivity.Thishastobenecessarilyajointexerciseby the ScientistreporteduponandtheReportingOfficerconcerned.Whilethe Scientist proposestargetsforthecomingyear,intermsofdistinctactivities,theReportingOfficer accordsconcurrence.Onthispremise,thefollowingformhastobecompletedwithinfirst
15daysofthereportingperiodto setrealisticandacceptabletargets.Alsoas amid-year exercise,thetargetsagreeduponatthebeginningoftheyearhavetobereviewedagain duringSeptember/Octoberandminorchangesare tobe madewherevernecessary.
Pleaseindicatethemajoractivitiesplannedalongwithexpectedkeyoutputs.
S.No. / MajorActivities
Planned / On-goingor
New / Time
Requirement(%)* / ExpectedKey
Outputs**
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
*Totalshouldadd upto100%
**Pleasequantifywhereverpossible
(AdaptedfromCSIRSystem)
AcceptedbytheReportingOfficerProposedbytheScientist
Signaturewithdate……………….Signaturewithdate……………….. Name…………………………… Name…………………………… Designation…………………. Designation…………………
A.WeightageFactors
Weightage for the parameters with reference to the different categories of scientistsisplacedinTable-Aforreference.
Parameters / Weightage(W1to W7)
1. Research ActivitiesPeer
Recognition / 30
2. Contribution to Research
Management / 30
3. Resource Generation / 05
4. Professionalgrowth
development / 05
5. Personal attributes / 10
6. Functionalcompetency / 10
7. Participation in Institutional / 10
B. Grading:Followingguidelinesmaybeobservedtoawardgrade(score)againsteach oftheindicatorsincludedunderthethreemajorparametersconsideredforassessment.
B.1WorkOutput-Professional
i)Accomplishment ofplanned work /workallotted asperobjects allotted (level of meetingexpectedoutput).
Farbelow expectation / Meets expectation / Consistently exceedsexpectation
1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
ii)Outputs(quantumofvariousworkoutputsfromresearch,educationand extension activitiesliketechnologies,publications,academicprogrammes,training,transferof technology,productsdeveloped,etc.).
Very low / Moderate / Veryhigh1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
handlingtheassignedwork).
Poorquality / Assignments carriedoutwell andintime / Exceedsall measuresfor expected quality1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
iv)Professionalknowledgeandskillsandanalyticalability(depthand uniquenessof knowledge and skills; ability to identify cause of the problem by reducing it to significant components in a logical and systematic manner, and use realistic approachestosolveitaftersystematicsynthesis).
Very low / Moderate / Veryhigh1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
v) Accomplishmentof exceptionalwork/unforeseentasksperformed(peerrecognitionof results of exceptional quality from tasks not included in the targets set at the beginning;specialawardsandrewardsreceived).
Norecognition / Moderaterecognition / Veryhigh
recognition
1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
B.2 WorkOutput–Institutional
1) Accomplishmentofplannedwork/workallottedasperthesubjectsallotted(level ofmeetingexpectedoutput).
a) ImplementationofE-governanceSchemesincludingERP,Krishi,AYPMetc. (Effectiveefficientimplementationofpriorityschemesintimelymanner)
Verypoor / Moderate / Verygood1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
b) Digitizationoflandaccounts.(Properdigitizationoflandrecorditsannual maintenancesasperrevenuecode)
Verypoor / Moderate / Verygood1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
c) Establishmentofroof-topsolarpanelsystems.(TakingintoNos.ofpanelsinstalled, totalcapacityof powergenerationofpanelandproductioninparticularyear).
Verypoor / Moderate / Verygood1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
d) TimelyassessmentofTechnical,AdministrativeStaffandScientists.(No.ofstafffor whoseprobationclearedorassessmentdone,ontimeandwithdelay)
Verypoor / Moderate / Verygood1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
e)Redressalofemployee’sgrievances.(Recordofredressalofemployeesgrievances, conductingmeetingofIJSC,IGrievanceCommittee,WomenCommitteeetc.timely takingfollowupaction,hearingofcasesrelatedtoservicematteretc.
Verypoor / Moderate / Verygood1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
f)ResponsivenesstoimportantcommunicationfromICARHqrs.(Responsivetowards communicationreceivedfromICARHqrs.Submissionoftimelyreportstoconcerned authorities/officersofICARHqrs.
Verypoor / Moderate / Verygood1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
g)ImplementationofflagshipprogrammesofMinistries/Departments.(Implementation offlagshipschemesofGOI/ICARrelatedagriculture,farmers,researchandeducation.
Verypoor / Moderate / Verygood1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
(AdaptedfromCSIRSystem)
B.3.PersonalAttributes
i) Attitudetowork(interestshowntowardsjob;industriousandhardworking,passion forexcellence;readinesstoacceptchange).
Very low / Moderate / Veryhigh1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
ii) Innovativeness and initiative (ingenuity and creativity to evolve new ideas and concepts,andhandleunusualsituations;abilitytorecognizewhatneedstobedone andorganizethingsontheowntogetstarted).
Verypoor / Moderate / Verygood1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
iii)Senseofresponsibility(commitmenttoinstitutionalgoals;exhibitingaccountability fortheassignmentstakenup).
Verylow commitmentand accountability / Moderate commitment
and accountability / Veryhigh commitment
and accountability
1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
iv)Maintenanceofdiscipline(acceptanceanddeliveryofassignmentswithahighsense ofresponsibility;punctuality;followinginstitutionalnormsandprocedures).
Highly indisciplined / Disciplined / Veryhighly disciplined1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
v)Communicationskills(abilitytolisten;effectivelyorganize,presentandsellideasand informationorallyandbywritingtoothers).
Very low / Moderate / Veryhigh1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
vi)Leadershipqualities(abilityto developvision,foresightandjudgment;properlyjudge anddelegateassignmentstoothers;createandmaintainsuitableworkclimatetoget thebestoutofpeople;maintainpoiseunderpressure).
Verypoor / Moderate / Exceptional1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
vii)Inter-personalrelations(tact,courtesyandsincerityin personalcontacts;friendliness andhelpfulnesstosecurecooperationfromotherswithoutpositionalauthority).
Verypoor / Moderate / Verygood1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
B.4.FunctionalCompetence
i) Knowledgeofrules/regulations/proceduresintheareaoffunctionandabilitytoapply themcorrectly(aptitudeandpotentialforgeneraladministration).
Verypoor / Moderate / Verygood1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
ii)Managerialskills(abilitytoplan,scheduleandorganizeworkbymakingeffectiveuse ofavailableresources;setrealisticgoalsandworkablecourseofaction;effectively monitortheprogressandevaluatetheresults).
Very low / Moderate / Veryhigh1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
iii)Strategicplanningability (evolvingappropriatestrategies,plansandschedulesand makingadjustmentsasperthe emergingneedswhilestill maintainingthe overall effectiveness).
Very low / Moderate / Veryhigh1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
iv)Decisionmakingability (developingalternativecoursesofactionbasedoncollection andanalysisoffactualinformation,andwillinglytakingdecisionsin atimelyand effectivemanner).
Very low / Moderate / Veryhigh1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
v)Coordinationability(coordinatingvariouspurpose-orientedactivitiesundertakenby ensuringactiveparticipationandcooperationofpeopleassociatedwiththem).
Very low / Moderate / Veryhigh1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
vi)Ability tomotivateanddevelopthescientistsandotherstaffworkingwiththem (encouraging the scientists and other staff by according due recognition totheir effortsandsuitablyrewardingthem;developingandexecutingnecessaryHRDplans fortheirprofessionalandpersonalgrowthanddevelopment).
Very low / Moderate / Veryhigh1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
vii)Resourcegeneration(abilitytomobilizeadditionalfundsthroughoutsideprojects, consultancyservicesandcommercializationoftechnologies).
None / Something / Appreciable1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
viii)Budgetutilization(extentofutilizationofbudgetaryallocationtovariousactivities approvedby thecompetentauthority).
Lessutilized / Partlyutilized / Fully utilized1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10
(AdaptedfromCSIRSystem)
AnnexureIV: Time Schedule forPreparation/ Completion of APAR
(ReportingYear–FinancialYear)
S.No. / Activity / DatebywhichtobeCompleted
1. / Distribution of APAR formtothe Scientist to be reported upon after completion of Part-1 bythe Administrative
Office. / 31stMarch
(This maybe
completed even a weekearlier)
2. / Submission of self-assessment bythe Scientist reported
upon in Part-2 to the ReportingOfficer. / 15thApril
3. / Submission of report bythe ReportingOfficer aftergeneral assessment and numericalgrading in Part-3.1 to the
ReviewingOfficer. / 30thJune
4. / Completion of report bythe Reviewing Officer with critical remarks and numericalgradingin Part 3.2 and
sendingit to APAR Section/Cell. / 31stJuly
5. / Disclosure of the evaluation includingthe numerical grade awarded bythe Reporting andReviewing Officers to the
Scientist reported upon. / 1stSeptember
6. / Receipt of representation, if any, on the completed APAR
fromthe Scientist reported upon bythe APARSection/
Cell. / 15thSeptember
7. / Forwardingof representation received fromthe Scientist
reported upon bythe APAR Section/ Cell to the Competent
Authority. / 21stSeptember
8. / Disposal of representation bythe Competent Authority, with concurrenceor rejection. / Within one month fromthe date of
receipt of representation
9. / Communication of the decision of the Competent
Authorityon the representation received to theAPAR Section/ Cell. / 15thNovember
10. / End of entireprocess, after which the APAR will be finally taken on record. / 30thNovember
AnnualPerformanceAssessmentReport(APAR)ofHeadsofDivisions32