Get Cpwd Apar

The revised Annual Performance Assessment Report (APAR) form essentially has three distinct parts, as under: Part 1: General particulars of the Scientist reported upon – to be filled in by the Administrative Office. Part 2: Self- assessment of performance – to be filled in by the Scientist reported upon.

The focus of the "APAR fix" is "to rectify the problem as soon as possible" whereas the PTF "is a tested APAR... The PTF 'closes' the APAR. " Prior to that, an APAR is "a problem with an IBM program that is formally tracked until a solution is provided.”

The Officer Reported Upon should check all his details filled in the Section-I such as Name, Year of Allotment, Employee code, Date of Birth, work duration under Reporting and Reviewing Authority etc. Further the officer has to check his/her leave details and trainings attended.

i) All cadre authorities shall include a box in the APAR for reflecting by the reporting officer the pen picture of the officer reported upon where the reporting officer will be required to indicate his comments on the overall qualities of the officer including areas of strengths and lesser strength and his attitude ...

APAR graded between 6 and short of 8 will be rated as “Very Good” and will be given a score of 7. APAR graded between 4 and short of 6 will be rated as “Good” and will be given a score of 5. APAR graded below 4 will be given a score of “Zero”.

period of three months and SAS Apprentice may initiate APAR of his subordinate in case he has supervised them for a minimum period of three months.

APAR graded between 6 and short of 8 will be rated as “Very Good” and will be given a score of 7. APAR graded between 4 and short of 6 will be rated as “Good” and will be given a score of 5. APAR graded below 4 will be given a score of “Zero”. Fraction grading in APAR will NOT be given.

1.2 APAR should be used as a tool for career planning and training, rather than a mere judgmental exercise. The Reporting, the Reviewing and the Accepting Authorities should realize that the objective is to develop an officer so that he/she realizes his/her true potential.

The APAR is initiated by the Government servant to be reported upon himself, who gives a brief description of his duties, specifies the targets set for him wherever applicable, achievements against each targets, the shortfalls, if any, constraints encountered and areas where the achievements have been greater.