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    APAR - Annual Performance Appraisal Report

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    arun kumar
    APAR is the Annual Performance Appraisal Report prepared for railway employees in Groups A, B, and C at the end of each financial year. It consists of five parts including biographical data, self-appraisal, remarks from the reporting officer, reviewing officer, and accepting authority. The reporting officer assesses the employee's performance over the year by filling out columns on qualities, work achievements, and overall assessment. The reviewing officer may make changes to the report which is then submitted to the accepting authority. The APAR gives employees opportunity for self-assessment and review and helps administration with placements, promotions, and career planning.

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    APAR - Annual Performance Appraisal Report

    Uploaded by

    arun kumar
    1K views2 pages
    APAR is the Annual Performance Appraisal Report prepared for railway employees in Groups A, B, and C at the end of each financial year. It consists of five parts including biographical data, self-appraisal, remarks from the reporting officer, reviewing officer, and accepting authority. The reporting officer assesses the employee's performance over the year by filling out columns on qualities, work achievements, and overall assessment. The reviewing officer may make changes to the report which is then submitted to the accepting authority. The APAR gives employees opportunity for self-assessment and review and helps administration with placements, promotions, and career planning.

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    APAR is the Annual Performance Appraisal Report prepared for railway employees in Groups A, B, and C at the end of each financial year. It consists of five parts including biographical data, self-appraisal, remarks from the reporting officer, reviewing officer, and accepting authority. The reporting officer assesses the employee's performance over the year by filling out columns on qualities, work achievements, and overall assessment. The reviewing officer may make changes to the report which is then submitted to the accepting authority. The APAR gives employees opportunity for self-assessment and review and helps administration with placements, promotions, and career planning.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    1K views2 pages

    APAR - Annual Performance Appraisal Report

    Uploaded by

    arun kumar
    APAR is the Annual Performance Appraisal Report prepared for railway employees in Groups A, B, and C at the end of each financial year. It consists of five parts including biographical data, self-appraisal, remarks from the reporting officer, reviewing officer, and accepting authority. The reporting officer assesses the employee's performance over the year by filling out columns on qualities, work achievements, and overall assessment. The reviewing officer may make changes to the report which is then submitted to the accepting authority. The APAR gives employees opportunity for self-assessment and review and helps administration with placements, promotions, and career planning.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 2

    Annual Performance Appraisal Reports: (APAR)

    APAR is prepared for Railway employees in Group A, B, C at the end of each


    Financial Year.

    In the case of Teaching staff of Railway Schools and Colleges APAR is prepared at
    the end of each calendar year.

    APAR consists of five parts. Viz (1) Bio-date of the employee (2) Self appraisal for
    employees in Level 6 and above (3) Remarks of Reporting Officer (4) Remarks of
    Reviewing Officer and (5) Remarks of Accepting Authority.

    It is written by immediate superior who must take into account performance of


    concerned railway staff over the period. The said supervisory official is called
    Reporting Officer.

    In order to assess the performance objectively, Senior Subordinates and officers


    should be given targets in advance and their work should be reviewed
    periodically.

    At the end of year Railway employee should fill up self-appraisal portion along
    with resume of work done and reasons for shortfalls.

    Reporting officer must fill up each column carefully based on actual performance
    of the employee and make overall assessment thereon. (Below
    Average/Average/Good/Very Good/Outstanding)

    Columns such as General qualities of the employee viz professional abilities,


    integrity, intelligence, tact, temper, industry, keenness, attitude towards SC/ST
    persons, towards Superiors, equals and subordinates, general conduct and
    character, ability, aptitudes to learn and do the work and shortcomings etc.
    should be filled on reality basis.

    The Good work done and achievements of the employee should be recorded in
    APAR.

    Reporting officer will submit report to Reviewing officer by who may make his
    own assessment and record changes if necessary. Report is finally put up to
    Accepting Authority.
    Adverse entries in the APAR should be communicated to the employee concerned
    and his representation if any in this regard shall be considered by the Accepting
    Authority by passing a speaking order if representation is to be rejected. If
    accepted adverse remarks shall be expunged.

    There will be a Part II portion for the employees who are eligible to appear for
    Group-B selections.

    It gives opportunity to the staff concerned to review his / her performance


    through self-appraisal.

    It is beneficial for the administration for placements, promotion, deputation,


    training, career planning, growth etc.

    Periodical review of ‘targets and performance’ helps the employee to improve


    himself/herself and helps the Reporting, Reviewing and Accepting Authority for
    correct and appropriate assessment of the employee.

    No officer under suspension shall be allowed to write/review APAR of


    subordinates, if during major part of writing/reviewing he was under suspension.

    Un-communicated adverse remarks should not be acted upon while considering


    the employee for promotions and various other service benefits.

    **********

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