Professional Documents
Culture Documents
On
“A study of Performance Appraisal System for
executives”
At Hindustan Aeronautics Limited, Bangalore.
Presented to
INDIAN BUSINESS ACADEMY
On
June 4 , 2007.
By
Ms. Puspanjali Das
FPB 0608/039
This report has not been previously submitted as part of another degree or
Diploma of any other Business School or University.
This report has not been previously submitted as part of another degree or
Diploma of any other Business School or University.
This report has not been previously submitted as part of another degree or
Diploma of any other Business School or University.
This is my original work and has not been previously submitted as a part of
any other degree or diploma of another Business school or University.
The findings and conclusions of this report are based on my personal study
and experience, during the tenure of my summer internship.
Preface:
Hindustan Aeronautics Limited (HAL) came into existence on 1st October 1964. The
Company was formed by the merger of Hindustan Aircraft Limited with Aeronautics
India Limited and Aircraft Manufacturing Depot, Kanpur. The Company traces its roots
to the pioneering efforts of an industrialist with extraordinary vision, the late Seth
Walchand Hirachand. Today, HAL has 16 Production Units and 9 Research and Design
Centres in 7 locations in India. My project included a thorough study of the performance
appraisal system of the company and give them feedbacks about the system. Mentor and
guide for this project was Mr. A.K Nanda, who was the chief manager P& A in the
company.
This report will be resourceful to those who intend to know the performance appraisal
system in practical. This project also emphasizes on the format followed in the company.
As this company followed a quarterly task setting and evaluation on a quarterly basis, so
it gives a detail analysis of the long procedure.
Study methodology:
Steps involved in this study:
1. Gathering of the required information for the analysis purpose.
2. Verifying the collected format with my mentor.
3. Clarifying my doubts regarding the system.
4. Interacting with some of the employees about their views about the system.
5. Giving detail of the feedback given my employees of the company to my mentor.
6. Identifying the loopholes and discussing them with my mentor.
Limitations:
1. Within a shorter period of time it is very difficult to study in depth about such a
vast topic.
2. Certain matters are confidential which is not revealed by the company.
3. Information may not be 100% accurate.
4. Analysis & comparison made by a student not a professional expert.
Completing a task is never one person’s effort. It is often the result of invaluable
contribution of a number of individuals in a direct or indirect way in shaping success and
achieving it.
I take this opportunity to thank various people who have made me sail through my
internship programme successfully with a project at Hindustan Aeronautics Limited,
Bangalore;
Mr. Manish Jain, Director, Indian Business Academy, Bangalore for providing me the
opportunity to have such a good experience of an internship programme.
Dr. Subhash Sharma, Dean, Indian Business Academy, Bangalore for extending support
at the beginning of the project.
Prof. Parul Goil, Internal Mentor, Indian Business Academy, Bangalore, for extending
support during the entire internship programme.
Prof. Arvind Dholakia, Asst. Dean cum faculty (HR), Indian Business Academy,
Bangalore, for his suggestions and whenever needed.
Mr. B.K. Mohanty, General manager Mkt, Hindustan Aeronautics Limited, Bangalore,
who made it possible for me to pursue my internship at Hindustan Aeronautics Limited,
Bangalore.
Mr. A.K Nanda, Chief Officer P&A, Hindustan Aeronautics Bangalore, who guided me
in a very cooperative way and provided all relevant information as far as possible.
Mr. P.K. Sahoo, Chief Manager P&A, Hindustan Aeronautics Limited, Bangalore, who
took keen intrest in the progress of the project and proved to be a excellent mentor for
me.
The short comings of the performance appraisal systems is the long quarterly procedure
which makes the entire procedure a long and tedious job. The attributes and traits are
different for different grade employees and moreover the qualitatively based description
makes the procedure a tough task.
The Company traces its roots to the pioneering efforts of an industrialist with
extraordinary vision, the late Seth Walchand Hirachand, who set up Hindustan Aircraft
Limited at Bangalore in association with the erstwhile princely State of Mysore in
December 1940. The Government of India became a shareholder in March 1941 and took
over the Management in 1942.
HAL's facilities are located throughout India including Nasik, Korwa, Kanpur, Koraput,
Lucknow and Hyderabad.
Adopting the slogan "Asia's Premier Aerospace Complex," India's aerospace and defence
major, Hindustan Aeronautics Limited (HAL), continues to take large strides in the sector
with every passing year. In size HAL is indisputably an Asian aerospace giant, with 16
production units and nine research and design centres spread across seven locations in
India.
Today, HAL has 16 Production Units and 9 Research and Design Centres in 7 locations
in India. The Company has an impressive product track record - 12 types of aircraft
HAL's supplies / services are mainly to Indian Defence Services, Coast Guards and
Border Security Forces. Transport Aircraft and Helicopters have also been supplied to
Airlines as well as State Governments of India. The Company has also achieved a
foothold in export in more than 30 countries, having demonstrated its quality and price
competitiveness.
HAL has been successful in numerous R & D programs developed for both Defence and
Civil Aviation sectors. HAL has made substantial progress in its current projects :
• Dhruv, which is Advanced Light Helicopter (ALH)
• Tejas - Light Combat Aircraft (LCA)
• Intermediate Jet Trainer (IJT)
• Various military and civil upgrades.
HAL has played a significant role for India's space programs by participating in the
manufacture of structures for Satellite Launch Vehicles like
• PSLV (Polar Satellite Launch Vehicle)
• GSLV (Geo Stationary Launch Vehicle)
• IRS (Indian Remote Satellite)
• INSAT (Indian National Satellite)
HAL has won several International & National Awards for achievements in R&D,
Technology, Managerial Performance, Exports, Energy Conservation, Quality and
Fulfillment of Social Responsibilities. HAL was awarded the “INTERNATIONAL
GOLD MEDAL AWARD” for Corporate Achievement in Quality and Efficiency at
the International Summit (Global Rating Leaders 2003), London, UK by M/s Global
Rating, UK in conjunction with the International information and management centre
(IIMC).
HAL was presented the International - “ ARCH OF EUROPE ” Award in Gold Category
in recognition for its commitment to Quality, Leadership, Technology and Innovation At
the National level, HAL won the "GOLD TROPHY" for excellence in Public Sector
Management, instituted by the Standing Conference of Public Enterprises (SCOPE).
OBJECTIVES
• To ensure availability of Total Quality People to meet the Organizational Goals
and Objectives.
STRATEGY
• To be in total alignment with Corporate Strategy
• Maintain Human Resource at optimum level to meet the objectives and goals of
the Company
• Be competent in Mapping, Analysis and Upgradation of Knowledge and Skills
including Training, Re-training, Multi-skilling etc
• Cultivate Leadership with Shared Vision at various levels in the Organization
• Focus on Development of Core Competence in High-Tech areas
• Build Cross-functional Teams
• Create awareness of Mission, Values and Organizational Goals through out the
Company
• Introduce / Implement personnel policies based on performance that would ensure
growth, Rewards, Recognition, Motivation
Identification of low performers and resultant corrective action through out the Company
would be given priority. Similarly, faster career growth opportunity would be provided to
high performers.
IV ) REWARD SYSTEM
The focus of the reward system in the Company is to promote team work and cultivate a
sense of achievement and excellence in the Organisation. This is in addition to the
existing scheme of reward for an individual who innovatively and creatively makes
exemplary contributions in the key thrust areas of the Company that would lead to its
In line with the above philosophy, among other initiatives like institutionalizing Learning
Centres in Divisions etc., HAL has also introduced the scheme for Learning and
Certification for executives as a starting point for building individual knowledge. The
scheme inter-alia provides an opportunity for the Junior and Middle Management Cadre
Executives to broaden their perspective by not only learning about all functions and
procedures in their respective disciplines but also in related areas and overall knowledge
about the Organization and its environment. So far, approximately, 45% (both for "O" &
"A" level) of executives have been certified (Annexure IV). It is proposed to expand the
coverage of this scheme further, if required, by linking the scheme to some kind of
reward mechanism.
Lastly, the HRD Plan will also include time-to-time OD Interventions to address specific
requirement of the Company.
1.1. The performance appraisal system was amended in 2000-01 year hence, assessment
of performance for the 2000-01 will be based on the evaluation for the remaining three
quarters viz. quarters ending 30th September 2000, 31st December 2000 and 31st march
2001. Required exercise of task setting for the 2nd quarter of the year (1st July to 30th
September 2000) would be done immediately between each appraisee and the concerned
initiating authority. For this purpose, copies of the quarterly task setting and assessment
sheets may be used till such time the formats are got printed.
1.2. Divisions/ officers have taken all necessary steps to implement the revised procedure
for the performance appraisal immediately.
3.1. The performance appraisal system envisages setting up of quarterly tasks between
the appraisee & IA. The set tasks would be recorded on the quarterly task setting and
assessment sheets. At the time of setting the tasks, the IA may also consult the RA also.
3.2. Quarters for the purpose of PAR would be as follows:
Quarter Period
I 1st April to 30th June
3.3. Task setting for each quarter would be done, jointly by the appraisee and the IA, by
the 7th of the first month of each quarter. The maximum marks of 100 would be
distributed among all the tasks, based on their relative weightage/ importance. Separate
task setting and assessment sheets are to be used for each quarter and the same would be
signed both by the appraisee and the IA. The task setting sheets would be prepared in
duplicate and one copy will be with the appraisee and the other with the IA.
3.4. The tasks set should, as far as possible, be quantitative or measurable, either in terms
of quantity or time limits.
3.5. The IA would evaluate the performance of the appraisee, by the 7th of the 1st month
of the subsequent quarter, after joint discussion with the appraisee, against the set tasks
and will award marks for each task, keeping in view the maximum marks decided for
each task at the beginning of the quarter.
3.6. Completed task setting and assessment sheet of each quarter would be retained by the
IA with him and the same would be attached by him with the annual/ probationary PAR
at the end of the assessment year/ period.
4. Self Appraisal:
4.1. All officers should assess themselves in Part B (B.1, B.2 & B.3) of the appraisal
format. Self-appraisal is aimed at providing officers an opportunity to assess their
performance against mutually agreed tasks. Self-appraisal should be brief and to the
point.
5.1. Levels of the IA & RA for officers in various grades would be as follows:
Grade of the Initiating Authority Reviewing Authority
Appraisee
I / II Minimum Grade III or above Minimum Grade V or above
III / IV Minimum Grade V or above Minimum Grade VI or
above
V / VI Minimum Grade VII or above Minimum Grade VIII or
above
VII / VIII Minimum Grade IX or above Minimum Grade X or above
IX / X MD / FD CH
Notes: i) While the levels of the IA & RA, in general, should be as above, if the appraisee
is reporting to officers at lower levels, the IA & RA can be in lower grades also.
ii) In case of the officers who are directly reporting to senior executives in Grade
VII / VIII / IX / X / MD / FD / CH and where there are no immediate officers, the
concerned senior executive will be the IA / RA, except in cases which has been
specifically mentioned.
6. Assessment Of Traits:
6.1. Skills required to be possessed by an officer vary as he moves from one level to the
next. Keeping this aspect in view, separate set of traits against each officers are to be
assessed have been devised. Marks have been allotted for each trait both by the IA & RA.
6.3 To remove ambiguity and difference in interpretation and understanding each state
has been defined in Part C.1 of the format. Further, the illustrative help matrix at
appendix- G could also be used for guidance, in general, for awarding marks against each
other (other than performance)
Scale Of Gradation:
The scale of gradation is as follows:
Total marks 100-90 89-80 79-50 Below 50
Performance Exceptional Above average Average Below average
rating
7.1. Both the IA & RA have to give a brief description of the appraisee at Part-D of the
format, as pen picture.
7.2. The pen picture should be written carefully highlighting all aspects of the personality
of the appraisee. By reading the pen picture, one should be in a position to get a clear
picture about the appraisee, his effectiveness and his personal qualities.
8.1. The IA & RA have to indicate the strengths and areas requiring improvements I
respect of the appraisee, with reference to his performance, at Part-E of the format. This
will enable the PRB to get a balanced picture about the appraisee & would also facilitate
positive HRD intervention.
8.2. Both the IA & RA have to indicate the “Management Review Categorisation” of the
appraisee, which forms the potential assessment area of the Performance Appraisal
system, as follows:
8.3. While indicating the Management Review Categorisation, the IA &RA should take
into account the educational qualifications of the appraisee, variety and richness of
experience, job knowledge, effectiveness, personal qualities and his performance on
various assignments.
9.1. Both the IA & RA should indicate specific areas to which the appraisee should be job
rotated as well as training to be given to prepare him for future advancements. An
illustrative list of areas of Training & Development is at Part-H of the PAR form.
10.1. Performance review board will be constituted at the divisional / complex / corporate
level (similar to the existing PRCs) for determining the final marks / performance rating
of the appraisee, taking into consideration the assessment made by the IA & RA. The
PRB will consult the IA & RA, where ever necessary, if they are not the members of
PRB.
10.4. In respect of complex offices, MDs will be the chairman of the PRB for officers in
grade I to IV also.
10.6. The marks and performance rating awarded by the PRB would be final.
11.1. GMs / MDs / FDs / CH would indicate their general remarks in Part- G of the
format.
12.1. Two performance appraisals are to be submitted, one at the end of the sixth month
and the other at the end of the eleventh month of the probationary period officers.
Formats to be used and system to be used and system to be followed for filling up of the
formats would be the same as in respect of annual reports.
12.2. Probationary performance appraisal reports would not be put up to the performance
review board. Marks / performance rating awarded by the RA would be final in respect of
these reports. These reports would, however, be put up to the higher authorities for their
remarks in Part- G.
12.4. The sixth / eleventh monthly performance appraisals would be the basis of
confirmation of the officers appointed / promoted. The report should therefore indicate
the suitability or otherwise of the officer for confirmation by the competent authority, in
the eleventh monthly report.
13.1. The activity chart on the operation of the performance appraisal system is shown in
Exhibit no. 10.
14.1. All officers who have scored final marks of below 50 and rated as below average
would be intimated in writing about the same, through the concerned division / office, as
follows:
Officers in grade To be intimated by
VII and above Corporate office
V / VI Complex office
I to IV Division / office
This communication would be signed by the head of the P&A department at the corporate
office / complex office / division / office.
14.2. In addition to the above, oral feedback by the appraisers, to the appraisee, on his
performance, should be an ongoing process. It is necessary to encourage progress and
14.3. The initiating authority should inform the appraisee in writing as and when the need
arises.
14.4. Further to the feedback / communication as at paras 14.1 to 14.3 above, the HRD
cell should ensure communication of the areas / traits for improvement, if any, to the
appraisee, after the report is completed by all concerned. Such communication would be
issued as follows:
i) For officers upto and including Grade IV:
The HRD cells of the respective divisions / officers would identify the cases where
feedback is required and would ensure that necessary communications are issued to the
officers, through the IA / RA.
ii) For officers in grades V & VI:
The HRD cell of the complex office will identify the cases where feedback is required to
be given and would communicate the same to the officers concerned through the
concerned division / office.
iii) For officers in grade VII & above:
Corporate office will identify the cases where feedback is required to be given and would
communicate the same to the officers concerned, through the concerned division / office,
with a copy to the complex office.
14.5.3 Competent authority as at para 14.5.2 would examine such representations on the
basis of the relevant records and material avalaible and may also consult the IA / RA. If
the competent authority is convinced that the observation was unjustified, he may order
expunging such observation from the officer’s report.
14.5.4. Where the General Manager himself is the IA / RA, the managing director /
functional director will be the competent authority to dispose the representation and the
chairman will be the competent authority if the IA / RA is the managing director /
Functional director.
14.5.5. Suitable remarks to the effect that such observations have been expunged are to
be made by the competent authority in the performance appraisal report, at the place
where the remarks are expunged.
14.5.6. The officer concerned would be intimated about expunging the remarks or
otherwise, by the HRD cell of the concerned division / complex / corporate office.
15.1. Completed performance appraisal reports of the officers in grade I & II will be
maintained by the concerned divisions. Complex offices will maintain reports in reports
in respect of officers in grade III to IV. PARs in respect of officers in Grade VI and
above should be sent to corporate office.
16.1.3. In respect of officers of vigilance department who are working under the heads of
vigilance in each division / office, executive director (Vigilance) would be the RA. In
respect of such officers in grade IV and above, chairman would endorse his views in part
G.4 of the format.
16.1.4. After the reports are filled in as at paras 15.1.1 to 15.1.3 above, executive director
( Vigilance) would also complete the column of evaluation by performance review board
at part – G of the report.
17.1. Head of systems audit at corporate office will be the IA in respect of heads of
systems audit cells in the divisions.
17.2. Head of systems audit at corporate office will also be the RA in respect of Head of
systems audit cell in the divisions who are in grades I to III. Director (Finance) will be
the RA in respect of Head of systems audit cell in the divisions in grades IV & above.
17.3. In respect of officers in systems audit who are working under the head of systems
audit cell in the divisions, head of systems audit at corporate office would be the RA. In
respect of such officers in Grade IV and above, Director (Finance) would endorse his
views in part G of the format.
17.4. After the reports are filled in as at paras 16.1 to 16.3 above, Head of systems audit
at corporate office would also complete the column of evaluation by performance review
board at part- G of the report.
17.5. Completed reports as at paras 16.1 to 16.4 would be sent back to the concerned
division / office by the head of systems audit at corporate office, for retention.
17.6. Administrative, heads of systems audit cells in the divisions / offices would
continue to report to the corporate general manager.
18.1. In respect of heads of finance, IMM and personnel & administration in grade VII
and above in the complex offices, managing director would be the IA and chairman
would be the RA. In respect of such officers in grade VI and below, concerned managing
director would be the IA & RA. In respect of heads of finance, IMM and personnel &
administration in the divisions, divisional head would be the IA and concerned managing
director would be the RA. In all such cases, the concerned functional director at corporate
office would indicate his remarks at part- G of the format.
19.2. In case of Airforce officers on deputation to HAL as test pilots, the following would
be the appraisal channel in the prescribed format of Indian Airforce
20. Maintenance of performance appraisal records:
20.1. An upto date bio-data of the officer should be kept as the first sheet in the
performance appraisal records of each officer. A recent passport size photograph should
be affixed on the inside front of the performance appraisal records.
20.3. This summary will provide at a glance, the gradation / marks/ rating given to the
officer right from the beginning of the service.
21.1. Part- I of the performance appraisal provides a check list to be checked and signed
by the officer in charge of the HRD cell. The officer checking the filling of the form
should check for discrepancies / inconsistencies, if any, guide the appraisers so that the
appraisal system serves the purpose for which it is instituted.
Note: While levels of the IA & RA, in general, should be done as above, if the appraisee
is reporting to officers at lower levels, the IA & RA can be in lower grades also.
Note: If there is variation in the marks awarded between the IA and the RA against
‘performance’ in part- C.1.1 above, the RA should indicate justification for such variation
also at column C.1.1.
G.1. Evaluation by performance review board (In case of annual reports only)
(To be recorded by the secretary of the performance review board. PRB to consult IA /
RA, wherever necessary, if they are not the members of PRB, before awarding final
marks/ performance rating. Final marks / performance rating to be awarded based on the
scale of gradation at part C.2)
Name: Signature:
G.3. Remarks of functional director (In case of HODs of functional departments namely
P&A, finance & IMM) (In case he is not IA / RA)
Name: Signature:
G.4 a) Remarks of Managing Director / Functional director (Only for Grade IV) (In case
he is not IA / RA)
b) Remarks of Chairman in case of officers of vigilance department (Only Grade IV)
(In case he is not IA / RA)
Name: Signature:
Note: While levels of the IA & RA, in general, should be as above, if the appraisee is
reporting to officers at lower levels, the IA & RA can be in lower grades also.
G.4 a) Remarks of Managing Director / functional director (In case he is not IA / RA)
b) Remarks of the chairman in case of officers of vigilance department (In case he is
not RA)
NOTE: while the levels of IA & RA, in general, should be as above, if the appraisee is
reporting to officers at lower levels, the IA & RA can be in lower grades also.
Note: If there is variation in the marks awarded between the IA and the RA against
‘performance’ at Part- C.1.1 above, the RA should indicate justifications for such
variation also at column C.1.1.
(For Part-C.2, D, E, F, G, H & I refer to exhibit no. 3, 4, 5, 6, 7, 8 & 9.)
APPENDIX- F
28. QUARTERLY TASK SETTING & ASSESSMENT SHEET
For the year 20__ to 20__
_____ Quarter ( From _____ to ______)
Note: i) More numbers of sheets can be used for each quarter, if required.
ii) Separate sheets to be filled up for each quarter.
iii) These sheets are to be enclosed to the Annual / Probationary PAR of the
appraisee, as the case may be.
Conclusion:
The complete performance appraisal is nevertheless a good transparent procedure but still
some areas need to be looked upon. The company irrespective of any problems
encountered conducts the appraisal system in due time. Mostly the performance of an
employee also depends on the overall performance of the particular division he is
employed. There is a quarterly procedure for task setting and assessment. All employees
including officers on probation, audit department and vigilance department have to go
through this performance appraisal system. Team building and time management is an
important in almost all grades. A person taking initiative to handle higher responsibilities
is given a space to grow in all fields. Apart from the skills acquired by the particular
employee the appraisal system also emphasizes on the ability of a person in encouraging
his subordinates to grow. There is a lacunae in the traits described to be included during
EXIHIBIT: 1
PART- A Summary of achievements of quarterly tasks
• Tasks setting and assessment to be done after joint discussion between the
Appraisee and the initiating authority, in the prescribed format. Task setting
and assessment sheets of all the four quarters are to be enclosed to the PAR
of the appraisee.
Summary of achievements against quarterly tasks as indicated in the “quarterly
task setting & assessment sheet” of each quarter
Quarter Maximum marks Marks scored
I 100
II 100
III 100
IV 100
Average score 100
EXHIBIT: 2
PART- B Self appraisal (Appraisee should fill up this part and submit to IA at
the end of the assessment year)
B.1. What would you consider as your most significant contribution(s) in the year
under review?
B.2. What in your opinion needs to be done (by way of training or job rotation) to
further improve your level of effectiveness on the job?
Name:
Designation: Signature:
Note: While filling in the form, the officer is requested to be brief and specific.
Highlight achievements in the context of annual tasks only. Routine / Normal tasks
carried out need not be mentioned.
EXHIBIT: 3
C.2. Scale of gradation:
EXHIBIT: 4
Part- D Qualitative assessment of the appraisee (Pen Picture)
EXHIBIT: 5
Part- E General assessment and management review categorization.
Assessment Strengths Areas requiring Management
authorities improvements review
categorization (ref.
note)
Reviewing
authority
Note: Cat – A: An officer who has high degree of potential for advancement.
Cat - B: An officer who has potential for limited advancement.
Cat- C: An officer who has no potential for advancement.
EXHIBIT: 6
Part- F Training / developmental needs
Reviewing authority
Name: Name:
Designation / grade: Designation / grade:
Department: Department:
EXHIBIT: 7
Part- G
G.1. Evaluation by performance review board (In case of annual reports only)
(To be recorded by the secretary of the performance review board. PRB to consult
IA / RA, wherever necessary, if they are not the members of PRB, before awarding
final marks/ performance rating. Final marks / performance rating to be awarded
based on the scale of gradation at part C.2)
Name: Signature:
EXHIBIT: 9
Part- I For use of HRD cell
Check list:
a) Have all relevant columns of the report been filled? : Yes / No
b) Any other remarks on the report : Yes / No
c) Feedback, if any, to be communicated to the appraisee : Yes / No
Name: Signature:
Designation: Date:
Note: i) To be checked and signed by the officer in-charge of the HRD cell of the
division / office.
Assessment by
RA by 20th
April
PERFORMANCE
Task setting for
APPRAISAL the second
Assessment of quarter &
4th quarter by CYCLE assessment of
7th April and first quarter by
completion of 7th July
report by IA
by 10th April
ANNUAL PROBATION I / II
I / II
ANNUAL Probation
For the period:_____To____
NAME EDUCATIONAL QUALIFICATIONS:
DESIGNATION
GRADE
DEPARTMENT
DATE OF BIRTH: DATE OF APPOINTMENT TO
PRESENT GRADE:
DATE OF SUPERANNUATION:
EXIHIBIT: 1
PART- A Summary of achievements of quarterly tasks
• Tasks setting and assessment to be done after joint discussion between the
Appraisee and the initiating authority, in the prescribed format. Task setting and
assessment sheets of all the four quarters are to be enclosed to the PAR of the
appraisee.
Summary of achievements against quarterly tasks as indicated in the “quarterly task
setting & assessment sheet” of each quarter
Quarter Maximum marks Marks scored
I 100
II 100
III 100
IV 100
Average score 100
EXHIBIT: 2
PART- B Self appraisal (Appraisee should fill up this part and submit to IA at
the end of the assessment year)
B.1. What would you consider as your most significant contribution(s) in the year under
review?
B.2. What in your opinion needs to be done (by way of training or job rotation) to further
improve your level of effectiveness on the job?
Name:
Designation: Signature:
Note: While filling in the form, the officer is requested to be brief and specific. Highlight
achievements in the context of annual tasks only. Routine / Normal tasks carried out need
not be mentioned.
EXHIBIT: 3
C.2. Scale of gradation:
EXHIBIT: 4
Part- D Qualitative assessment of the appraisee (Pen Picture)
The IA and RA to comment on:
• The appraisee’s attitude towards his work, his colleagues, superiors and sub
ordinates.
• His general demeanour, security consciousness, his sociability and co-curricular
activities.
• His reaction to the feedback on the areas of improvements; and improvements, if
any shown by him.
• Any other comments.
EXHIBIT: 5
Part- E General assessment and management review categorization.
Assessment Strengths Areas requiring Management
authorities improvements review
categorization (ref.
note)
Reviewing authority
Note: Cat – A: An officer who has high degree of potential for advancement.
Cat - B: An officer who has potential for limited advancement.
Cat- C: An officer who has no potential for advancement.
EXHIBIT: 6
Part- F Training / developmental needs
Reviewing authority
Name: Name:
Designation / grade: Designation / grade:
Department: Department:
EXHIBIT: 7
Part- G
G.1. Evaluation by performance review board (In case of annual reports only)
(To be recorded by the secretary of the performance review board. PRB to consult IA /
RA, wherever necessary, if they are not the members of PRB, before awarding final
marks/ performance rating. Final marks / performance rating to be awarded based on the
scale of gradation at part C.2)
Name: Signature:
EXHIBIT: 9
Part- I For use of HRD cell
Check list:
a) Have all relevant columns of the report been filled? : Yes / No
b) Any other remarks on the report : Yes / No
c) Feedback, if any, to be communicated to the appraisee : Yes / No
Name: Signature:
Designation: Date:
Note: i) To be checked and signed by the officer in-charge of the HRD cell of the
division / office.
Assessment by
RA by 20th
April
PERFORMANCE
Task setting for
APPRAISAL the second
Assessment of quarter &
4th quarter by CYCLE assessment of
7th April and first quarter by
completion of 7th July
report by IA by
10th April
ANNUAL PROBATION I / II
I / II
ANNUAL Probation
For the period:_____To____
NAME EDUCATIONAL QUALIFICATIONS:
DESIGNATION
GRADE
DEPARTMENT
DATE OF BIRTH: DATE OF APPOINTMENT TO
PRESENT GRADE:
DATE OF SUPERANNUATION:
Websites
www.hal-india.com
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Journals
Performance appraisal format of Hindustan Aeronautics Limited
HR magazines