BUREAU OF INDIAN STANDARDS (HRD Department)

Our Ref: HRD/APAR (2014-15) Dated: 12 Feb 2015

Subject: Annual Performance Assessment Report (APAR) 2014-15.

CIRCULAR

This is to inform that the Performa of Annual Performance Assessment Report

(APAR) including Annual Work Report for the assessment year 2014-2015 is placed on BIS

Intranet for the entire Group ‘A’ Scientific Cadre Officers of HQs/ROs/BOs/SBOs/T&Cs/NITS of BIS. The officers are therefore requested to kindly download the blank Performa of APAR

including Annual Work Report from the BIS Intranet and fill up the personal data in Part I of the

APAR. In case of any difficulty in filling part I of Performa, HRD Department may please be

contacted. The guidelines/instructions in respect of the APAR are attached.

2. All the Scientific Cadre Officers reported upon are requested to fill up Part- 2A & 2B of

the APAR and submit the same directly to the respective Reporting Officer. After reporting of the

APAR including Annual Work Report by the Reporting Officer, the same may be sent directly to

the Reviewing Officer for review. The Reporting officer shall report the APAR in Part 3A, 3B

&3C. The Reviewing Officer after reviewing the APAR in Part- 4 shall send the same to HRD

Department for further necessary action.

3. It is also requested that the submission of APAR including Annual Work Report at every

stage may please be informed to HRD Department for records and to ensure proper monitoring of

APAR by HRD Department. In case of any doubt/discrepancy, HRD Department may please be

contacted.

4. In case, the officer has worked for less than three months under the Reporting Officer, he

is not required to submit APAR including Annual Work Report for that period. However, officer

reported upon may write work performed by him of the unreported period in his self assessment

for kind consideration of Reviewing/Accepting Authority.

4.1 In case, during an assessment year, if an officer has worked under different reporting

officers for 3 months or more than 3 months, he/she is required to fill up separate APAR

including Annual Work Report for each respective periods. The part APARs will then be send to

respective Reporting Officers with a request of forwarding the same to Reviewing Officer after

duly reporting the said APAR including Annual Work Report.

5. Further, the all concerned officer are requested to fill Annex-II and attach alongwith

Annual Performance Assessment Report before submission of APAR.

6. The Officers are requested to adhere to the time limits as mentioned at Annex-I to the

guidelines.

This is being issued with the approval of the Competent Authority.

Sd/-

(Lt. Col. Kumar Shantanu)

Head (HRD)

Circulated to: All concerned BIS Scientific Cadre Officers through BIS Intranet

Copy to: Head, ITSD – with a request to put this circular on Intranet.

BUREAU OF INDIAN STANDARDS ANNUAL PERFORMANCE ASSESSMENT REPORT (APAR)

INCLUDING ANNUAL WORK REPORT

PART 1

PERSONAL DATA

FOR SCIENTIFIC CADRE OFFICERS

1. EMPLOYEE NO. 2. NAME 3. DEPT/SECTION 4. FOR THE PERIOD FROM _____________________ TO ________________________ 5. PRESENT GRADE 6. DATE OF POSTING ON PRESENT POST 7. DATE OF APPOINTMENT/ PROMOTION TO PRESENT GRADE 8. DATE OF BIRTH 9. DISCIPLINE 10. ACADEMIC QUALIFICATIONS 11. PERIOD OF ABSENCE FOM DUTY EXCEEDING 30 DAYS DURING THE REPORTING

PERIOD (On Leave, Training, etc.)

PART 2A

(Self-Assessment by the Officer Reported Upon on Annual Work Report) 1. Area of Scientific & Technical (S&T) Functions (Standards Formulation/Certification/Testing & Calibration/other Technical support functions –

please specify) 2. Brief description of the Scientific & Technical elements in the work done during the financial

year. 3. S&T output indicators and major outputs thereof (As applicable to the Officer)

S&T Indicator in Key Performance Indicator

(KPI)

Target for the Year in KPI Actual Achievement

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4. Innovation content of scientific work done/major output achieved. 5. S&T Methodologies used in the Work Function. 6. Suggestions (if any) for work functions based on new or emerging Scientific Principles. 7. New technologies, if any, introduced by the Officer in work plan/ functions. 8. Any other highlights of special Scientific & Technical Contents in the work. 9. Quantified Scientific & Technical Output as per the selected indicators given below:

a) Lectures Delivered/Papers Presented in Conference/Seminar/Workshop/Industry Meets b) Research publications, Books and State-of-Art Reports prepared relating to

standardization, conformity assessment, quality in Scientific & Technical Journals/Periodicals

c) Annual Reports/Internal Reports prepared d) New Scientific & Technical areas/gaps identified and S&T inputs added to the identified

areas/gaps in the field of Testing & Calibration, Conformity Assessment and Standard Formulation and database prepared for the same.

e) Identification of New Areas for demonstration of technologies and follow-up

f) Policies/ Rules/Regulations/Procedures/Guidelines prepared or revised regarding Testing

& Calibration, Conformity Assessment and Standard Formulation, etc. g) Membership of Institutions/ National or International Committees/Professional Bodies

h) Additional academic qualification acquired during the year

i) Scientific & Technical foresightedness shown in the field of Testing & Calibration,

Conformity Assessment and Standard Formulation.

j) Others 10. Major impact reported during the Financial Year ( if any) for work done during previous three

years Declaration: The facts mentioned above are true to the best of my knowledge and belief

(Signature of Scientist)

Date: Designation

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PART 2B (Self-Assessment by the Officer Reported Upon on APAR)

1. Key Performance Indicator (KPI) – Provide information as per Table given below:

Sr. No.

Work functions as indicated in KPI other than those mentioned

in Annual Work Report

Target for the Year Achievement

2. Administrative Work

a) Important Administrative Responsibilities Undertaken b) Major events organized as Leader/ Coordinator

c) Any other dimension of your contribution, you may like to add.

Declaration: The facts mentioned above are true to the best of my knowledge and belief.

(Signature of Scientist)

Date Designation

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PART 3A ASSESSMENT BY THE REPORTING OFFICER ON ANNUAL WORK REPORT

1. Length of service under Reporting Officer: 2. Assessment Report of Annual Work Report :

Sr. No.

Assessment Criteria Grading by Reporting Officer

( on the scale of 1 to 10)

i) Achievement of Target Assigned

ii) Technical Ingenuity & Innovativeness

iii) Quality of output

iv) Accuracy of Scientific & Technical work reported by the Scientist

v) Professional knowledge

vi) Ability to apply the knowledge during execution of work

vii) Ability to present papers, deliver lectures, bring out technical publications

viii) Scientific & Technical foresightedness

ix) Understanding of Rules, Regulations, Procedures & Guidelines

x) Capability to inculcate Technical Development and Awareness in his subordinates for achieving the desired results

Total

3. Relative Assessment of work reported vis-à-vis Peers in the Area:

a) 1-10% b) 10-33% c) 33-50% d) 50-75% e) Bottom 25% 4. Specific highlights of the Scientific Content of work done (in brief) 5. Grading on the scale of 1 to 10 - 6. Overall grading of S&T work report

a) 1-10% b) 10-33% c) 33-50% d) 50-75% e) Bottom 25%

Signature of Reporting Officer Date: Name Designation

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PART 3B

ASSESSMENT BY THE REPORTING OFFICER ON APAR 1. Length of service under Reporting Officer: 2. Assessment Report (work function as indicated in KPI other than those mentioned in

Annual Work Report)

Sr. No.

Assessment Criteria Grading by Reporting Officer

( on the scale of 1 to 10)

i) Quality of output

ii) Adherence to time norms

iii) Demonstration of team spirit

iv) Demonstration of Leadership quality

v) Overall Achievement of KPI

Total

3. General assessment based on KPI (in brief) 4. Assessment Report (Personal Qualities):

Sr. No.

Assessment Criteria Grading by Reporting Officer

( on the scale of 1 to 10)

i). Organizational ability

ii) Receptivity to ideas

iii) Initiative

iv) Resourcefulness

v) Willingness to accept responsibility

vi) Ability to develop and train others

vii) Dependability

viii) Conduct and behaviour

ix) Tact

x) Co-operation

xi) Writing ability

xii) Reasoning ability

xiii) Power of expression

xiv) Work output

xv) Integrity (Please see Appendix-A)

Total

5. Grading on the scale of 1 to 10

Signature of Reporting Officer Date: Name Designation

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PART 3C

OVERALL ASSESSMENT BY THE REPORTNG OFFICER ON WORK REPORT & APAR 1. What are the strengths of the officer which could be gainfully utilized in the organization? 2. Recommendation:

a) Suitability for posting – Certification/Testing & Calibration/Standard Formulation/ Other Support Services

b) Training required 3. Overall Assessment on Work Report & APAR (on the scale of 1 to 10) -

Type of Assessment Grading Achieved Relative Assessment of Work Reported vis-à-vis peers (1-10%, 10-33%, 33-50%, 50-75%, Bottom 25%)

Annual Work Report

APAR ------------

Average

4. Overall grading

a) 1-10% b) 10-33% c) 33-50% d) 50-75% e) Bottom 25%

Signature of Reporting Officer Date: Name Designation

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PART 4

ASSESSMENT BY THE REVIEWING OFFICER 1. Length of service under Reviewing Officer 2. Is the Reviewing Officer satisfied that the Reporting Officer made his/her report with due

care and attention and after taking into account all the relevant material? 3. Do you agree with the account of the Officer’s work on in Part 2(a) & Part 2(b) of this

form? Is there anything you wish to modify or add? 4. Do you agree with marking and assessment of the Reporting Officer? If there is any

important difference between them, please comment. 5. What are the strengths of the officer which could be gainfully utilized in the organization?

6. If the grading is Good or below would you recommend a change of assignment? If so,

please elaborate indicating the type of job and area he is best suited for 7. General remarks

8. Grading (on the scale of 1 to 10)

9. Final grading

a) 1-10% b) 10-33% c) 33-50% d) 50-75% e) Bottom 25%

Signature of Reviewing Officer Date Name Designation

8

PART 5 ASSESSMENT BY THE ACCEPTING AUTHORITY

1. Do you agree with the assessment by the Reporting Officer. 2. In case of disagreement, Please comment 3. Grading (on the scale of 1 to 10) 4. Final grading

a) 1-10% b) 10-33% c) 33-50% d) 50-75% e) Bottom 25%

Signature of Accepting Authority Date Name Designation

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PART 6 REPORT OF THE INTERNAL SCREENING COMMITTEE

1. Residency Period 2. Grading of the S&T content of work reported 3. Specific Scientific/Technical elements recognized

a) b) c)

4. Relative Assessment of the work reported vis-à-vis Peers in the area

a) Top 10% b) 10-33% c) 33-50% d) 50-75% e) Bottom 25% 5. Assessment of the work done during the residency period 6. Specific highlights of the S&T content of the work done 7. Overall grading of the S&T work report for the residency period

a) Top 10% b) 10-33% c) 33-50% d) 50-75% e) Bottom 25%

Signature of the Members of the Peer Group

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PART 7 REPORT OF EXTERNAL ASSESSMENT COMMITTEE/

DEPARTMENTAL PEER REVIEW COMMITTEE 1. Residency period 2. Specific highlights of the Scientific & Technical work done 3. Merit of the work justifying the promotion (specific Scientific/Technical elements recognized in the work done) a) b) c) 4. Recommendations: Recommended for promotion/not recommended for promotion

Signature of the Members

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Appendix– A

(Guidelines issued by Govt. of India, Ministry of Home Affairs

Vide O.M. No.51/4/64-Estt(A) dated the 21stJune 1965 regarding filling up the column

relating to integrity)

i) If the officer’s integrity is beyond doubt, it may be stated, ii) If there is any doubt or suspicion, the column should be left blank and action taken as under:-

a) A separate secret note should be recorded and followed up. A copy of the note should also be sent together with the Confidential Report to the next superior officer who will ensure that the follow-up action is taken expeditiously. Where it is not possible either to certify the integrity or to record the secret note, the Reporting Officer should state either that he had not watched the Officer’s work for sufficient time to form a definite judgment or that he had heard nothing against the officer, as the case may be.

b) If, as a result of the follow-up action, the doubts or suspicions are cleared,

the officer’s integrity should be certified and an entry made accordingly in the Confidential Report.

a. If the doubts or suspicions are confirmed, this fact should also be

recorded and duly communicated to the officer concerned.

b. If as a result of the follow-up action, the doubts or suspicions are neither cleared nor confirmed, the officer’s conduct should be watched for a further period and thereafter action taken as indicated at (b) and (c) above.

IMPORTANT – In cases where suspicion exists regarding the integrity of a

subordinate officer reported upon, an entry in the integrity column can be made only after definite and distinct articles of charges have been framed.

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Annex-II

BUREAU OF INDIAN STANDARDS

(HRD DEPARTMENT)

To be filled & attached alongwith the Annual Performance Assessment Report

(APAR) at the time of submitting to Reporting Officer

Name & Designation of the officer :

reported upon

Reporting Period :

Name of the Department :

during the said period

Name of the Reporting Officer :

during the said period

Name of the Reviewing Authority :

during the said period

Name of the Accepting Authority :

during the said period

Mention the gap period

(if less than 3 months)

under Reporting period (if any) :

(Signature of the Officer)

Date :

Place :

BUREAU OF INDIAN STANDARDS (HRD DEPARTMENT)

Our Ref: HRD/APAR (2009-10) 10 May 2010

Subject: Guidelines/instructions for Annual Performance Assessment Report

(APAR) for Scientific Cadre Officers.

CIRCULAR

The Guidelines/Instructions for Annual Performance Assessment Report (APAR)

for the year 2009-10 & thereafter for BIS Group „A‟ Scientific Cadre Officers are being circulated for the information of all concerned.

Sd/- (R K Trehan)

Scientist-F & H (HRD)

Circulated to: All the HODs of HQs/ROs/BOs/IOs/Labs./NITS of BIS

Copy to: Head ITSD – with a request to put this on intranet

1

GUIDELINES/INSTRUCTIONS FOR ANNUAL PERFORMANCE ASSESSMENT

REPORT (APAR) FOR BIS SCIENTIFIC CADRE OFFICERS 1. OBJECTIVITY IN ANNUAL PERFORMANCE ASSESSMENT REPORT (APAR)

1.1 It is the duty of the superior officer to give the subordinate a clear understanding of the tasks to be performed and to provide support for improving his performance. The subordinate is required to contribute to the best of his capacity to the qualitative and quantitative achievement of the given tasks making optimum use of the resources provided. Also both the superior and his subordinate have to be necessarily aware of the ultimate goal of their organization, which can be achieved only though the joint efforts of both of them. This is the basic philosophy underlying any system of APAR.

1.2 The Reporting Officer should write the APAR of his subordinate in an objective and impartial manner. The Annual assessment exercise through APAR is aimed at assessing and developing the individuals and making them realize their true potential. It is also aimed at preparing individuals for higher responsibilities. The APAR should not be used for settling personal scores or as a tool for controlling and disciplining an individual.

1.3 The system of APAR has two principal objectives and the reporting officer should have a very clear perception of these objectives. The first and foremost is to improve the performance of the subordinate in his present job. The second objective is to assess the potential of the subordinate and prepare him through appropriate feed back and guidance for possible opportunities in service. To a great extent, the second objective is dependent as the achievement to the first.

2. GENERAL PRINCIPLES

2.1 The performance of every Officer is assessed annually (April to March) through Annual

Performance Assessment Report (APAR), which is an important tool providing the basic and vital inputs for assessing his suitability for his further advancement in his career on occasions like confirmation, promotion, selection for deputation, for foreign assignment etc.

2.2 To serve these important purposes, following should be kept in view while writing

APAR:

a) The APAR should be completed on the basis of the performance of the officer

during the period under review.

b) It is to be ensured that a strong or a weak quality under one attribute does not cloud

judgment of the officer standing on the rest.

c) The ratings should reflect typical NORMAL performance: sporadic instances or

success or failure which is not typical should not influence judgment.

d) Any item which is not applicable or for which there has been no opportunity to

judge should not be rated and filled with the words “Not Applicable”.

2

e) Check if the officer was given any opportunity to demonstrate the potential for a given attribute.

f) The procedure for filling up the column of integrity is given in Para 4 of these

guidelines.

g) While normally there should be only one report covering the year of APAR, there can be situation in which it becomes necessary to write more than one APAR during a year. Where more than one APAR is written in the course of a year, each APAR should indicate precisely the period covered by it and it should be more than 3 months. When an APAR has to be written by a Reporting Officer, who is under transfer, it should be written at the time of transfer or immediately thereafter and not deferred till the end of the year. The responsibility for obtaining the APAR from the Reporting Officer concerned in such cases will be that of HRD

h) Where for a period of APAR, there is no Reporting Officer to observe the performance of the officer, the Reviewing Officer himself may initiate the APAR as a Reporting Officer provided the Reviewing Officer has been the same for the entire period of Report and he is in a position to fill in columns to be filled in by the Reporting Officer. Where a report is thus initiated by the Reviewing Officer, it will have to be submitted by him to his superior for Review.

i) Where a Reporting officer/Reviewing officer retires, he should write the APAR of

his subordinates within one month of retirement. It shall be the responsibility of HRD to organize the same.

j) Where the Reviewing Officer is not sufficiently familiar with the work of the Officer reported upon, so as be able to arrive at a proper and independent judgment of his own, it should be his responsibility to verify the correctness of the remarks of the Reporting Officer after making such enquiries as he may consider necessary.

k) With a view to maintaining objectivity by a Reporting and Reviewing Officer, care should be taken to ensure that a close relative of an officer is not posted under the direct charge of the Reporting Officer. When such a situation becomes inescapable, it should not be allowed to continue beyond the barest minimum time necessary. In such a situation, the officer concerned should abstain from writing the Report of the Officer who is his close relative and instead, the Reviewing Officer should take on the role of the Reporting Officer. If in a rare case, the Reviewing Officer is also closely related to the Officer reported upon, the role of the Reviewing Officer will have to be taken by the Officer superior to him.

l) If a Reporting/Reviewing Officer is under suspension when the Annual Performance Assessment Report has become due to be written/reviewing, it may be written/reviewed by the officer concerned within two months from the date of his having been placed under suspension or within one month from the date which the report was due, whichever is later. An officer under suspension shall not be asked to write/review Annual Performance Appraisal Reports after the time limit specified above. The section entrusted with the maintenance of the APAR should take the necessary action to have such APAR completed.

3

m) Only Officers with exceptional qualities and performance should be graded outstanding and grounds for giving such a grading should be clearly brought out with specific instances.

3. RECORD AND COMMUNICATION OF APAR

3.1 The various processes in regard to completion and communication of APAR and its taking on

record from the reporting year 2009-10 are given below:-

a) The APAR after it is complete with the remarks of the Reviewing Officer and the

Accepting Authority shall be communicated to the concerned officer in full.

b) The officer reported upon shall have the opportunity to make any representation against the entries and the final grading given in the report within a period of fifteen days from the date of receipt of the APAR. The representation shall be restricted to the specific factual observations contained in the report leading to assessment of the officer in terms of attributes, work output etc. While communicating the APAR, it shall be made clear to the officer reported upon that in case no representation is received within fifteen days, it shall be deemed that he/she has no representation to make. If the concerned APAR Section does not receive any information from the concerned officer on or before fifteen days from the date of communication of APAR, the same will be treated as final.

c) The respective Accepting Authority under the existing procedure may consider the representation, if necessary, in consultation with the Reporting and/or Reviewing Officer and shall decide the matter objectively based on the material placed before it within a period of thirty days from the date of receipt of the representation. After due consideration, Accepting Authority may reject or accept the representation of the officer and modify the APAR accordingly. The decision of the Accepting Authority and the final grading shall be communicated to officer reported upon within fifteen days of receipt of the decision of the Accepting Authority.

d) The representation if any, shall be submitted directly to HRD department for putting

up to Accepting Authority.

4. INTEGRITY

4.1 The following guidelines should be followed in the matter of making entries in the column

relating to integrity:-

a) Supervisory officer should maintain a confidential diary in which instances which creates suspicion about the integrity of a subordinate should be noted from time to time and action to verify the truth of such suspicion should be taken expeditiously by making confidential enquiries or by referring the matter to the Special Police Establishment. At the time of recording the Annual Performance Assessment Report, this diary should be consulted and the material in it is utilized for the filling in the column relating to integrity. If the column is not filled on account of the unconfirmed nature of the suspicion, further action should be taken in

accordance with the following sub-paragraphs. 4

b) The column pertaining to integrity in the APAR should be left blank and a separate secret note about the doubts and suspicions regarding the BIS official integrity should be recorded simultaneously and followed up.

c) A copy of the secret note should be sent together with APAR to the next superior

officer who should ensure that the follow up action is taken expeditiously.

d) If, as a result of the follow-up action, an Officer is exonerated, his integrity should be certified and an entry made in the APAR by the officer in-charge for maintaining the APAR. For the purpose of monitoring, the section for monitoring APAR may keep a separate list of APAR where the integrity of an officer has not been certified.

e) If suspicions regarding his integrity are confirmed, this fact shall also be recorded

and duly communicated to the Officer concerned.

f) There maybe cases in which after a secret report/note has been recorded expressing suspicion about Officer’s integrity, the inquiries that follow do not disclose sufficient material to remove the suspicion or to confirm it. In such a case, the Officer’s conduct should be watched for a further period, and in the meantime, he should, as far as practicable, be kept away from positions in which there are opportunities for indulging in corrupt practices and thereafter action taken as indicated at (d) and (e) above.

g) There are occasions when a Reporting Officer cannot in fairness to him and to the Officer reported upon, either certify integrity or make an adverse entry or even be in possession of any information which would enable him to make a secret report to the Head of the Department. Such instances can occur when a Officer is serving in a

remote station and the Reporting Officer has not had occasion to watch his work closely or when an Officer has worked under the Reporting Officer only for a brief period or has been on long leave etc,. In all such cases, the Reporting Officer should make an entry in the integrity column to the effect that he has not watched the Officer’s work for sufficient time to be able to make any definite remark or that he has heard nothing against the Officer’s integrity, as the case may be. This would be a factual statement to which there can be no objection. But it is necessary that a superior officer should make every effort to from a definite judgment about the integrity of those working under him, as early as possible, so that he may be able to make a positive statement.

h) The remarks against the integrity column shall be made by the reporting officer in

one of the three options mentioned below:-

(i) Beyond doubt

(ii) Since the integrity of the officer is doubtful, a secret note is attached

(iii) Not watched the officer’s work for sufficient time to from a definite judgment but nothing adverse has been reported to me about the officer.

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5. MISCELLANEOUS MATTERS

5.1 Annual Performance Assessment Reports are vital for proper personnel administration. It is essential that they are completed within a time frame so that up-to-date Annual Performance Assessment Reports are available at any given time. With this end in view, a time-schedule has been prescribed and the same is included as Annexure-I at the end of these guidelines. After the expiry of the first week of the time–schedule, if self appraisal is not received by that time, Reporting Officer should take it upon himself to remind the officer to be reported upon in writing, asking him to submit his self-appraisal. If no self-appraisal is received by the stipulated date, the reporting officer can download another blank APAR form and proceed to write the APAR on the basic of his experience of the work and conduct of the officer reported upon. While doing so, he can also point out the failure of the officer reported upon to submit his self-appraisal within the stipulated time.

5.2 As cases continue to occur where confirmation, regular promotion, appointment to

sensitive posts, etc. could not be considered in time because of non-availability of APARs for the relevant period, it has now been provided that in case the APAR is not

completed by the Reporting Officer for any reason by 25th

May, he shall forfeit his right to enter any remarks in the APAR of the officer to be reported upon and he shall submit all APAR held by him for reporting to the Reviewing Officer on the next working day. Similarly, the Reviewing Officer shall also forfeit his right to enter any remarks in the

APAR beyond 25th

June, and shall submit all APAR held by him to HRD on the next working day.

5.3 In case the remarks of the Reporting officer/Reviewing Officer as the case may be have

not been entered in the APAR due to the concerned officer forfeiting his right to make any entry as per provision in Para 5. 2 above, a certificate to this affect shall be added in their APAR for the relevant period. In case both the Reporting officer and Reviewing officer had forfeited their rights to enter any remarks, the APAR format with the self appraisal given by the officer to be reported upon will be submitted to the Accepting Authority.

5.4 Where there is any gap in the APAR during a particular reporting period, it is

the responsibility of HRD Department to place a no report certificate indicating the

reasons, e.g. the officer has not worked for minimum 3 months under a reporting officer;

he was on leave/training during the period; he was on unauthorized absence if it is a fact;

the APAR could not be completed by lapse of the time limit for making remarks by the retired reporting/reviewing officer etc.

5.5 In case of any interpretation to APAR, DOPT guidelines on APAR will be referred.

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Annex-I

TIME SCHEDULE FOR PREPARATION/COMPLETION OF APAR

(Reporting year- Financial year)

Sl. No.

Activity

Date by which to be completed

1. Distribution of blank APAR proforma through BIS intranet to all concerned

31st

March. .

2. Submission of APAR by officer reported upon to reporting officer

25th

April.

3. Submission of APAR by reporting officer to reviewing officer

25th

May

4. Submission of APAR by Reviewing Officer

to HRD.

25th

June

5. Submission of APAR to Accepting Authority

by HRD

10th

July

6. Submission of APAR by Accepting Authority

to HRD.

10th

Aug

7. Disclosure of APAR to the officer reported

upon

25th

Aug

8. Receipt of representation, if any, on APAR by the officer reported upon

15 days from the date of receipt of communication

9. Disposal of representation by the Accepting Authority

Within one month from the date of receipt of representation.

10. Communication of the decision of the Accepting Authority on the representation by HRD Department

Within 15 days of the Decision of

the Accepting Authority on

the representation.