V t r é ‘TsT’ ( 7 T 5 R W H )

a r U t o i f i r é r

% f i r ég r f t g r f t u n g ? J T ^ g r é ^ r f t r é t<\

Annual Performance Appraisal Report

For

Group 'A' & 'B' (Gazetted) Technical /Scientific Offìcers

3Ttt^>rtt W 5TT7T ----------------------

Name of thè Officer:-----------------

gtfr 3raftr ftrét ---------------Report of thè yearPeriod ending

3 ^ '<fT w é 'W' (TT3PTfàdT) cfr?TTféPb~ 3Tfò«blft'^ì #r foTkr cllf^ch f^ T T ^ T

3TFm^r?r U mÌ cLf\.......................-7f ----------------------------------d4i 3T^ÌtT % feTO"

Annual Performance Appraisal Report for Group ‘A’ & ‘B’ Technical & Scientific Officers of thè Central Ground Water Board

for thè period from----------------to--------------------------

J3TPT-I 3TcT Tra TT--------- *----CX-----TV-----------------

Section I - Basic InformationpreimPl<4> 3W3TFT/ fct8TPT J HT §T ortì' % fcttT )

(To be fllled in by thè administration division/personnel department)

1.3Tfó c iiD 377 STTJPT/ Name of thè appraise:

2.^T/ Service :

4. <tK4>l,0 pniTcTTT HTftS”ODate of entry into continuous Government Service :

5. feti** Date of Birth :

6. 0 cÌhi<H Present Grade :

7. a&RW R2T Present Post:

8. cii’Tles Date of appointment to present post :

9. yvrrM Awards / Honours* :

10.T .hÌT5.«*i tra- -JH J4ÌSTT 3Tfèl<tii-0 Reporting and reviewing officers

«iw 3Ìtr Name & Designation

ftMlféjl 3Tfà«b(<0 Reporting Offìcer

T ft TT 3TÌ I«t>i'0 Reviewing Offìcer

13. 3T^Tf^yÌrl 3131 Period of absence on leave, etc.

!I Period y«hk Type o

Remarksqr ( w qq

q^f )On leave (Specifytype_____________________3T^q (cpfcf q T) Others fspecify12. STPftoirtt Training Programs attended

HlftW ^ Datefrom di'TUsI d«ti Date to

Institute fct PT Subject

^TcfTfR Signature on behalf of

Qjoiich/ Date : «tiri W9fRTòT/ «tilfflchAdmn / Personnel Dept

•cfftcTT/ t||cfì ^cn TTc[ 3)ÌÌJ«t»c1 ìtéd ?nf^cT «h} I*includes medals for gallantry/meritorious Service and any other recognition earned.

3TRT-II

Section II - Self Appraisal

1. f^rr 7TTT qFTrzff 3T RfèpR(oRfSRT 100 ?T^f 3T^ ^ W ^ 3fyq^ c^RT fèffT óltì' 31 3T rf rT 3bRÌf WH g^ R W%)

Brief description of duties:(Objectives of thè position you hold and thè tasks you are required to perform, in about 100 words)

2. aiR«t> *t>i<4 <4Ìoiffii TJcT 3qcnf®tjqi Annual work pian and achievement:

3FiT ®3ftrr Tasks to be performed

1(1)Deliverables 1(1)

fll’t-clfàcb

f^tT RXT 2(2)ActualAccomplishment 2(2)

1. 3TRf§teT 3(3)lnitial 3(3)

<rk % # 4(4) Mid year 4(4)

Hi] Deliverables refer to quantitative or financial targets or verbal description of expected outputs.2(2] Actual accomplishment refers to achievement against thè specified deliverables in respect of each task (as updated atmid-year). No explanations for divergences are to be given in this table.

3[3j Initial listing of deliverables are to be finalìzed within 1 month of thè start of thè period under report.Am Mid year listing of deliverables are to be finalized within 6 months of thè start of thè period under report.

3. 3 7 W 3M'4‘fcT HtTT t o ' t o ' t o t ( 3 W W t o l t R - T%cT) ?Tcft

cfaTT * t o t i 1%^ W M Ì'«TOW qFT 3<rcltì ^ T IPlease indicate thè criticai assumptions made (including resources available to you) in

preparing thè above list of tasks and deliverables:

3.1 ^ % 3TTT3T Beginning of thè year:

4 .^ fènr j ii•/ oii'Tl 3tt5f1^r > «bi4ì 3>t «^U i<sDetails of unforeseen tasks accomplished/underway:

SF. t i . SI. No.

t o (a r to * t o *£r f t o )

Tasks (with date of start)w ti t o *FT xRW<S( t o t 3TtfW 3 r t o t£r

^ m rto t i )

Stage of accomplishment (at end of period under report)

1.

2.

3.4.5.

5.

f^Rft 3RmjRW tJ<h1cT M ^ -H ^ H d iq ^ W f^TT *FTT | ? 3FFfT q=ftf«3 <\ C\ Cv3c^sFfFr SFTPRT ^mTT f^TT 3FTT | ? (foRT% ^nfRxTT/O

«h ^ccìm^ errar sttrt |3 tt £r artr / 3F rtt r p t 3rtr r f r t # ^Rft | f éft)? *rfc

FT ?fr F ^ T rf^TRT czjta 100 cff £ iDuring thè period under report, do you believe that you have made any exceptional contribution, e.g. successful completion of an extraordinarily challenging task or major systemic improvement (resulting in significant benefits to thè public and/or reduction in time and costs)? If so, please give a verbal description (within 100 words):

*RTT 3raftr # 3TFf% cTRT ^TT 3 c ^ fè^TT 7FTT ^ ? S F jfa

6. 3TFT% # FFFR7 ^TT f ?What are thè factors that helped your performance?

7. órc-Tfr srfèr # 3n^ st# «ritrarr *ft g^ti What are thè factors that hindered your performance?

8. fW r t 3 T ^ r #r striar qr^cr aRrarat i t arnrò rtt #?srr | ? *ftt arar

rrtip- % fotir rr^rrcr £srr witFt ?What did you learn from thè experience during thè period under report? Can you suggest any specific systemic improvements?

9. +MÌII 3d SM SFT 3F<ftsT óTgT 3TFT yf?TSTW «hl-tfsb #T JTTt*OT 3" 3T^t ^hlóT £ 3?^ST

j£r arraw^uT £ iPlease indicate specific areas in which you feel thè need to upgrade your skills and attend

training programs:

.jmròT <h1ojci WìTCÌf % fppT For your current assignment

3TTq#7 8Tf% ^ f^CT For your future career

10.3fFT% gfcfKT 3TT^gTPlease mention specific training programs that you have opted for:

W TT zftz 3lfòfòpd ifl«Mdl /y% aP T # T r in ic i' / / f^jW f a ?

W «ftl-gl *<fèd ■ tre» fòt/jR d tfl'hldì # . 3TTT 5>t k,ch Ao^cM fòq*un*fWi 3Tfò<tnfl

gft 5 # ater ct^n tTì^ tt hi% P<tHuntfta grer 3rerqcra~ ftq ré ìm h ^

t£ | Please Note : You should send an updated CV, including additional qualifications acquired/ training programs attended/ publications/ special assignments undertaken, in a prescribed proforma, to thè cadre controlling authority, once in 5 years, so that thè records available with thè cadre controlling authority remain updated.11. Certification

ch^ll 3flMoì StdcH dH ÌFd SRT fàcROf P lR V ld W Q ' R d ll £

Flave you filed your immovable property return, as due

gdy «t^ì

Yes/No

-<HJT 3TTMo fè<f|d dì <J*ÌT #T3Ì<W R im e d i d lV <M d|ijì f ?Flave you undergone thè prescribed medicai check up w ithin thè last tw o years

f?T/ d ^ ì

Yes/NocFdT iHIMoì 'd i # 3 d fènr cgfàcfT d ìd d l c li lK

£ 3t r f td t fé d m f t o f r £ ?

Flave you set thè annual work pian fo r all officers for thè current year, in respect o f whom you are thè reporting authority

Yes/No

ERTI 3tm^ ^T3fr 3ffò+,|f>2Ìt # ch4’ P l^ lc ìd UMÌé q fl £R # 3TPT T HÌf2.J|

arfàéFrfr £ ^ c f t PiRHfàfàd difàw # f ìm w stcR ^ t)Have you compieteci thè Performance Appraisal reports o f all thè officers for whom you are thè reporting officer (if not, please indicate details in thè fo llow ing table)

j?T/ <H$Ì

Yes/No

S7T3T Name Hc;<r||cH Designation chl4 Q^MICioì .He-iilchtri òT

Sl't-dd ^ chK0! oReason for non-submission of

performance appraisal

Icrf^r ?f%cT arfèr^rnfr % bhrttw

Signature of appraise with date

STPT 111 P art III; Appraisal

ì.fW ré 3 T ^ r ^ cfaw, 3ttt% 3Tcr TT 3 r f ta f r ^ “r s & fà ( w n mitrar «rtttò

For how long has thè appraisee served under you during thè period under report (please specify thè dates)?

2. SRTT 3TFT 8TPT-II # 3^flf 3 ^ 1 ® ^ (q f^ ^floMT 3Tk 3TT^#a^ STRÌt ) £

f \ ^ ST t, dV gRxrf^F ®3fkr £|Please state whether you agree with thè responses relating to thè accomplishments (of thè work pian and unforeseen tasks) as fllled out in section II. If not, please furnish factual details.

3. f è w 3 r t o k t f W i t fonsft stt ^ t o t 3r o m w q k re rw % c n tq r 3rq^ft fècquft £ i

Please comment on thè claim (if made) of exceptional contribution by thè appraisee.

4. fèrq 3rfóqqfr stt 3rq^ qrrà # qrtf 3 R m n rr

q^cT | f £ Q id + i 3frq 3'rcftsr j r tt n t di<Rffàq>_ ®qkT £ iHas thè appraisee met with any significant failures in respect of his work? If yes, please furnish factual details.

5 q TT 3fTq?ra1?Icr3Tftlcr>l£l d TCT ifevlfèid t?TcT3o-oi<L|<d afra^qq^TT^TTf^TcT^Do you agree with thè skill up-gradation needs as identified by thè Officer? Yes/No

6. {ri-, cff arftRFifr ?r#fàR «+>i^ sh«ft snQn? ^rifT %r ferir ro n r w

«he\+il yR-cTif^cT «hc;<H 3>T 3e^HT «fA IIf Yes, please indicate thè specific steps taken/proposed to be taken to enable thè officer to attend thè relevant training programs.

7. ^ 5#, <fT 3TW7Tf r % «fcTUÌ IIf No, please indicate thè reasons for your disagreement.

8 .P M ÌQ d 3ìT 3il«hdd Assessment ofwork output*-

ftMÌféjl ynf^chi^ì Reporting Authority

TT FfòTT yTfò^rttReviewingAuthority

1. P lA lQ d «hl-4 <=hl Q^MIci^ Accomplishment of planned workll.31lchQ<H«h «hldt «hi Q^HICid Accomplishment of unforeseen tasksiii.^Rt «Muidcdi Quality of output

9. T M t 3>T 3li«hei«i Assessment o f AttributesO ftH Ìfèdl

arfèr^rfrReporting

officerReviewofficer

'FRftSTT

3 r f ^ r f f %

3ilCidUtK

Initials o f review officer

Acd RrHlcl tjut Personal attributes

1 d c d Q ^ ó l Credibility

2 ic d 'W Q c c l 3tT Sense o f responsibility

3 cdR -drc| Overall hearing and personality

4 d ciceri 3 Ììd d l Emotional stability

5 dcii-dK Innovativeness

6 Q u id £l<Hdl Decisiveness

7 # $M5.l Willingness to learn

8 chQ «tf Q A ìfà d «m A «fò- awefrAbility to pian and organize his work

9 ■MI«HI<>-d or|ldd«hdl General awareness

10 QQa-oi d ch<rfl«fìì «Ri oiM«hl^ì

Awareness o f thè various technological tools

11 HFT tfftc i' q V ’iJcTT

Ability to motivate and develop subordinates12 £ ld A 'cblfl' i l l u d i

Ability to work in a team13 AAU ^ R ld d l Inter-personal skills

14 ^t?TeT Orai communication skills

15 fe r f^ d cht^TèrW ritten communication skills

16 dHlRch 4 ) 1 ^ Citizen focus

17 3fqoì <b\A P |u ^ Sf,| * < A c6T

o-)Tclcb -MI6-H W $M5>IMoral courage and willingness to take aprofessional stand

18 «Adrcl $i<Hdi Leadership Qualities

19* c b i^ d i i è «tift <+>i’ # yc iQ

Flair for outdoor work

&B Functional competency20 ■ch'H'd / 9\-tw / -chi ’ idf\

Knowledge o f laws/rules/procedures21 ìtriidruri *\M <£l cfrlij <+)'t<rì cf>ì tti«Hd 1

Ability to act in a manner consistent w ith articulated policy

22 dfH°ì cf>ì d ct>(rflct> L'c) c*,\A Vlulldì d i -l

A a l ld ^ d lAwareness o f techniques and methodologies relating to his work

23 ^ m ^ J ld A W fl^ d t <A\ 3 ils jfàd <biA #

ST<Ff?IT ( te frz f , 3TO1 trg ^ irfld jì)

Ability to judiciously allocate resources (financial, human and material)

24 3dl<Hc % y fà 3tdchd ^d< 6 ÌU |o <\Ability to view an issue from different vantage points

25 dlc^blfelct) 44 Mci'lJHl-d L*ci fA ilcb<ulC\

Ability to anticipate and respond to emerging situations

$ This assessment should rate thè officer vis-à-vis his peers and not thè generai population. Grades should be assigned on a scale o f 1-10, in whole numbers, with 1 referring to thè lowest grade and 10 to thè best grade.

26 fcpsRTCR^ TfW Subject/sector specific knowledge

27 yìd^ìPl<£T ^ T c T £H<Hdl<\ **■IT skills and competency

28 Sl<Hdl Negotiating ability

29# 3TTTT ?T SféìcTT Locai language proficiency

30# T^Jl4 ì^ VT?TT3ff W # oUdchl^ì

Awareness o f thè locai norms and locai area31** TimTfà^ oHii* $T<Rdr (^ifà<F,

d ip id d , féltri, 3rtm^ t $cd ifè )

Ability to maintain social harmony (religious, caste, sectarian, linguistic, ethnic, etc.)

22 *** ch l^oflQ £i<Hdl Strategie planning ability

IO.'HHP-Koi Integrity

^RlddlA 3Ìfc 31?TTHT JFT S ITd f T 3TfèPFT?T # #T ?R tJ # f ò ^ l ì ^ \

Please comment on thè in tegrity o f thè officer, keeping in mind both his financial in tegrity and his moral integrity:

11.3R*ffì)d 3Trf^-/ ddollfà Attitude towards SC/STo <s

a r ft fa r f f 3 i ° w fò n z jrfdz i ? w ^ ' # w fò z t t w fè ^ w fr /c <\

Please comment on thè officer's attitude towards thè SC/ST__________________

12. 3THfa>Tft c»ciKi frtq- Pen Pictureis] by Reporting Officer

cT?m?r 100 t i f a # arfèterrtr w r t fà?faHT3tf ^ ?M »!r sfa f a 3tr£ t ^Tct

% f a \ a rfiw ^ T q r arq^fr f è ^ f r £ iPlease comment (in about 100 words) on thè overall qualities o f thè officer and his

performance tha t you feel has not been adequately highlighted through thè attributes and work assessment given above.

1 3 . *TTR T « lu f ta K U l ( 1 - 1 0 %

<HM *-K)

Overall Grade* [6]On a scale o f 1-10

fèsrrer fWrféTT 3fteifr #7 f cnw,Signature of Reporting Officer with date

5[s] This is meant to be a qualitative supplement to thè quantitative assessments made in this section.6[6] This should be on a scale o f 1-10, with 1 referring to thè poorest grade and 10 to thè best. It is expected that a grade o f 9 or 10 and o f 1 or 2 would be a rare occurrence. Hence these should be adequately justified through specific achievements or specific failures. The grade should be in whole numbers (integers) and not in decimals or fractionS.

3sTg IV: ^TTfteTT/ Part IV : Review

1. 3T^tr #7 f e r ò wr^r #7 ferir 3rfe7Tfr ^ 3tft% anfor ^ f e r ì | ( ^ htt

?rrfr?sr èr)For how long has thè appraise served under you during thè period under report (Please specify datesj?

2. 3RCT 3TFT TsT^-3 £ cRIT fè fe s r #7 yQl^dd 3Tfe7Tft

STRI f e t W a^Rlhf»VT £ f ? *PTT 3TTT 3ffàif7Ffr 3RTTORW

3RèTfìtrz#, JH^rdHUÌ 3RTORRT3# % ^FRtT # f e f ^ Rc^TT^T f ?

(3Tfè: 3TPT yfà3d<H 3Tfe7T?r 2^RT fè^T ^uff #7 f e f r dfe4l'cJRF7 R c TÌT^T *T

W ^ c T £ Ht ^RTT 3RRT flp ric fTR fTT #7 fa à ’ 3H7 ^RR3T # £ cRiT

ù fà fS fc 371 S fR R IT C R ^ t ) |

Do you agree with thè assessment made by thè Reporting Officer with respect to thè work output and various attributes In Part III ? Do you agree with thè assessment of thè Reporting Officer in respect of extraordinary achievements and / or significant failures of thè appraise ?( In case you do not agree with any of thè numerical assessments of attributes please record your assessment in thè column provided for you in that section and initial your entries).

3. cttort 100 arfU^rfr i£r f^KHT3# #7 «nft f i apRft fèrauft èriPlease record a pen-picture pi of thè appraisee in about 100 words. ____________________

* R R T ^u H ch ^u r (1 - 1 0 ^7

wr qr)Overall Grade r]On a scale o f 1-10

ferrar arf rrrfr %Signature of Reviewing Officer, with date

7[7)This is also meant to be a qualitative supplement to thè quantitative assessments made in this section8(8] This should be on a scale of 1-10, with 1 referring to thè poorest grade and 10 to thè best. It is expected that a grade of 9 or 10 and of 1 or 2 would be a rare occurrence. Hence these should be adequately justified through specìfic achievements or specific failures. The grade should be in whole numbers (integers) and not in decimals or fractions.

3T5ratr- l/An nexu re-l------9 ----------------- ---------------------------^uffaTur #r tpfttranT sr^- Tratr

Guidelines regardinu filling up of APAR with numerical gradine

1. rtT3TTT TR3T RRTORfr 3fR R21T W p-cI TRRT Z à fTCT §R^ts OxU^TTIThe Columns in thè APAR should be filled in w ith due care and attention and after devoting adequate time

2. R|T 3TRTT # 3TRfT £ fèf 1 3ftrar 2 % fèRfr c|4Ì4RU| ( M h ^ RT f ^ ìW 3 #

R f <RT fà'HIRR ^ u fl^ u i #T gl^mRT) TTf fàfSR? .ìm h R ^R Ì % TratJ £ Tftf TFR

fipir dlk'JIII 1-2 3RJRT 9-10 f%TcT éftfr £ 3TR: 3^TT 3l1RlcR f^T 3TRf *£f

oRRcf £"1 TnfèRRT yc*M c r ^ ^ rr ytc)c)c;<ri tRT '-Mfci<Hlcb<ri yifèl<+>iURlO *3fèRfr sffò^ rfr rt ^ufr f ? t t M 3R% anfr^r w srt cRforar ?r ^ r h

T T F ^ R r t RÒR7T ?r RRRT Rlfèl» Ilt is expected that any grading o f 1 or 2 (against work output or attributes or overall grade) would be adequately justified in thè pen picture by way o f specific failures and similarly, any grade o f 9 or 10 would be justified w ith respect to specific accomplishments. Grades o f 1-2 or 9-10 are expected to be rare occurrence and hence thè need to justify them. in awarding a numerical grade thè reporting and reviewing authorities should rate thè officer against a larger population o f h is/ner peers tna i rnay be currently working under them.

3. WrtT3fR 4R 8 Tt 10 % cRffeRUT "3c<h^" RRT dIURI RRT 'd^cRUT/ y ì^ f à %C <NfeHT TfrpTcT giRTRF # RO'Ml RR T % fetTT yimi«b 9 fèTRT 3TKRTTIAPARs graded 8-10 w ill be rated as " outstanding" and will be given a score o f 9 for thèpurpose o f calculating average scores for empanelment/ promotion.

4. U%T3fTT RiT 6 HRT 8 $ tjR l RT iflR RR R?ffRRCTT "R^R 3Tm 5T" R1RT onTTRT RRTOyrvdi«b 7 fèRT GTTWIAPARs graded between 6 and short o f 8 w ill be rated as "very good" and w ill be given a score o f 7.

5. WP731R RR 4 cfRT 6 Tf ttìZJ % ifRf RT "3RT5T" RTRT bfk'«MI cfRT

RTRIÌRi 5 fèfRT GHIRI fiAPARs graded between 4 and 6 short of 6 will be rated as “good” and given a score of 5.

6. XPfpT3TR RR 4 Tf RìTT RR R^Ur RTT "?R R" RTRT GfRlRTI

APARs graded below 4 will be given a Score of "Zero".