Hkkjrh; [ksy izkf/kdj.

k
eq[; dk;kZy;] ubZ fnYyh
SPORTS AUTHORITY OF INDIA
HEAD OFFICE, NEW DELHI

Okkf’kZd dk;Z fu’iknu fjiksVZ

Annual Performance Appraisal Report for

ofj’B oS;fDrd lgk;d

Senior Personal Assistant

oS;fDrd lgk;d
Personal Assistant

vk”kqfyfid xzsM ^?k*

Steno Grade ‘D’

MkVk ,aVªh vkWijsVj

Data Entry Operator

vf/kdkjh dk uke ……………………………………………………………………………………………………………….

……………………...…………………………………………………………...… dks lekIr gksus okys o’kZ@vof/k dh fjiksVZ

Name of Officer ……………………………………………………………………………………………..………………...

Report for the year/period ending …………………………………………………………………………..……………….

 Hkkjrh; [ksy izkf/kdj.k
SPORTS AUTHORITY OF INDIA

izi=@Form
Hkkjrh; [ksy izkf/kdj.k ds ofj’B oS;fDrd lgk;d] oS;fDrd lgk;d] vk”kqfyfid xzsM ^?k*] MkVk ,UVªh
vkWijsVj dh okf’kZd dk;Z fu’iknu ewY;kadu fjiksVZ ……………………...……………….… dks lekIr
gksus okys o’kZ@vof/k dh fjiksVZ ……………….……………………………………
Annual Performance Appraisal Report of Senior Personal Assistant/Personal
Assistant/Steno Grade ‘D’/ Data Entry Operator of Sports Authority of India
………………………………………………………………………... Report for the year/period
ending………………………………………………….

oS;fDrd rF;
Personal Data
Hkkx & 1
Part -1

¼ea=ky;@foHkkx@dk;kZy; ds lEcfU/kr iz”kklfud vuqHkkx }kjk Hkjk tk,½

(To be filled by the Administrative Section of the concerned Ministry/Department /Office)

1- vf/kdkjh dk uke@inuke……………...........................................................................................
Name of the Officer/Designation………………………………………………………………
2- tUe frfFk % fnu@ekg@o’kZ …………............... ¼”kCnksa es½a ………………………………………
Date of birth: DD/MM/YYYY…..../……../……….(In words)……………………………….
3- /kkfjr in dk uke ………………………………………………………………………………..
Designation of post held ……………………………………………………………………….
4- orZeku in rFkk ml ij fu;qfDr dh rkjh[k fnukad............. dSMj ……...........
Date of continues appointment in the Present Date………... Cadre……......
cadre
5- ml vf/kdkjh dk uke vkSj inuke ftlds lkFk vf/kdkjh dk uke ...................... vkSj
fjiksVkZ/khu vof/k ds nkSjku lEc) rkjh[k ……… ftlls lEc) jgsA
Name of the Officer with designation with whom Name of Officers ………………. and
attached during the period under report. Date …………. from which attached
6- o’kZ ds nkSjku Nqêh] izf”k{k.k bR;kfn ij jgus ds dkj.k
M~;wVh ls vuqifLFkfr dh vof/k
Period of absence from duty on leave, training etc.
during the year.
Hkkx & 2
Part - 2

ml vf/kdkjh }kjk Hkjk tk,] ftldh fjiksVZ fy[kh tkuh gS

¼d`Ik;k izfof’V;ksa dks Hkjus ls igys vuqns”kksa dks /;ku ls i<+a½s
To be filled in by the Officer reported upon
(Please read carefully the instructions before filling the entries)

1- ---------------------------------ls ----------------------------------- rd ds o’kZ@vof/k ds nkSjku vkids }kjk fd, x, dk;Z dk

laf{kIr lkj o`Rr ¼fn;k tkus okyk lkj&o`Rr 100 “kCnksa ds vf/kd uk gks½
Brief resume of the work done by you during the year/period from ……………….. to
………………….. (The resume to be furnished should be limited to 100 words)

2- —Ik;k os ensa n”kkZ;s]a ftlesa egRoiw.kZ mPprj miyfC/k;ka jgh gksa vkSj muesa vkidk D;k ;ksxnku
jgk A
Please also indicate items in which there have been significantly higher achievements
and your contribution thereto.

3- —Ik;k dk;ksZa dks djus ds fy, vkids }kjk fd, x, iz;Ruksa esa dfe;ksa vkSj muds dkj.k] ;fn dksbZ
gks] dks la{ksi esa crk,aA
Please state, briefly, the shortfalls in your input and reasons therefore, if any.

4- —Ik;k crk,a fd D;k iwoZorhZ dSys.Mj o’kZ dh vpy laifRr okf’kZd fooj.kh fu/kkZfjr frfFk vFkkZr~
dSy.s Mj o’kZ ls mRrjorhZ o’kZ dks 31 tuojh rd ntZ djk nh xbZ FkhA ;fn ugha] rks fooj.k ntZ
djkus dh frfFk nh tk,A
Please state whether the annual return on immovable property for the preceding
calendar year was filed within the prescribed date i.e. 31st January of the year following
the calendar year. If not, the date of filing the return should be given.

LFkku@Place ………………... vf/kdkjh] ftldh fjiksVZ fy[kh tkjh gS] ds gLrk{kj

fnukad@Date …………………. Signature of officer reported upon
Hkkx & 3 ewY;kadu
Part -3 APPRAISAL

1- D;k fjiksVZ fy[kus okyk vf/kdkjh Hkkx&2 esa fn, x, fooj.k ls lger gS \ ;fn ugha] rks vlgefr
fdl lhek rd gS vkSj blds D;k dkj.k gSa \
Does the Reporting Officer agree with the statement made in part 2? If not, the extent
of disagreement and reasons thereof.

2- fjiksVZ fy[kus okys vf/kdkjh }kjk izR;sd xq.k@fo”ks’krk dh lkaf[;dh; dksfV dk fu/kkZj.k fd;k
tk,xk tksfd 1&10 iSekus ij gksuh pkfg, ftlesa 1 dk rkRi;Z fuEure dksfV ls vkSj 10 dk rkRi;Z
mPpre dksfV ls gSA
Numerical grading is to be awarded for each of the attribute by the reporting authority
which should be on a scale of 1-10, where 1 refers to the lowest grade and 10 to the
highest.

¼d½ dk;Z fu’iknu dk ewY;kadu ¼bl Hkkx dk Hkkj 40% gksxk½

¼—i;k izfof’V;ksa dks Hkjus ls igys vuqns”kksa dks /;ku ls i<+ ysa½

(A) Assessment of work output (weightage to this Section would be 40%)

(Please read carefully the instructions before filling the entries)
dksfV@Grading
1- dk;Z dh xq.koRrk
Quality of output
2- O;kolkf;d dkS”ky dk Lrj
Level of professional skill
3- xqIr vkSj ijexqIr ekeyksa vkSj dkxtkrksa ij dk;Z djus esa fo”olh;rk
Trust worthiness in handling secret and top secret matters and papers
4- fofu;kstu Mk;jh dk j[kj[kko vkSj cSBdksa] lk{kkRdkj bR;kfn ds fy, vko”;d dkxtkr izLrqr
djukA
Maintenance of engagement diary and timely submission of necessary papers for
meetings, interviews, etc.
^^fd, x, dk;Z** dh lexz dksfV ¿1 ls 4À@4 ½
Overall Grading on ‘Work Output’ (Total {1 to 4}/4)
 ¼[k½ O;fDrxr fo”ks’krkvksa dk ewY;kadu ¼bl Hkkx dk Hkkj 30% gksxk½
(B) Assessment of personal attributes (weightage to this section would be 30%)
dksfV@Grading
1- dk; ds izfr vfHk:fp
Attitude of Work
2- cqf)erk] mRldqrk
Intelligence, Keenness
3- vuq”kklu cuk, j[kuk
Maintenance of Discipline
4- ftEesnkjh dk cks/k
Analytical ability
5- lEizs’k.k dkS”ky
Sence of responsibility
6- ny esa dk;Z djus dh ;ksX;rk
Ability to work in team
7- le;&lhek dk ikyu djus dh ;ksX;rk
Ability to meet deadline
8- gkftjh esa fu;ferrk vkSj le; ikcanh
Reglarity and Punctuality in attendance
oS;fDrd fo”ks’krkvksa ij dqy feykdj Js.khdj.k ¼dqy ¿1 ls 8À@8 ½
Overal Grading on ‘Personal Attributes’ (Total {1 to 8}/8)

¼x½ dk;kZRed n{krk dk ewY;kadu ¼bl Hkkx dk Hkkj 30% gksxk½

(C) Assessment of functional competency (weightage to this section would be 30%)
dksfV@Grading
1- vk”kqfyfi dk;Z esa n{krk vkSj “kq)rk
Proficiency and accuracy in Stenographic work
2- varoSZ;fDrd
Inter-personal relations
3- leUo; ;ksX;rk
Coordination ability
4- izHkkodkjh LkEidZ] igy vkSj VsyhQksu ij ckr djus vkSj vkxarqdksa ls ckr djus esa O;ogkj dq”kyrk
Effective liaison, Intiative and tact in dealing the with telephone call & visitor
^^ dk;kZRed n{krk** dh lexz dksfV ¿1 ls 4À@4 ½
Overal Grading on ‘Work Output’ {1 to 4}/4)

fVIi.kh % lexz xzsfMax] fu/kkZfjr dh xbZ rjthg ds vuqiky esa ladsrdksa ds izR;sd lewg ds ek/k~e eku ds ;ksx ij vk/kkfjr gksxhA
Note : The overall grading will be based on addition of the mean value of each group of indicators in proportion to weightage assigned.
 lkekU;@GENERAL
Hkkx & 4
Part – 4
1- turk ds lkFk laidZ ¼tgka dgha ykxw gks½
¼—Ik;k turk dh vf/kdkjh rd igqap dh ;ksX;rk vkSj mudh t:jrksa ds izfr mRrjknkf;Ro ij fVIi.kh nsa½
Relations with the public (wherever applicable)
(Please comment on the officer’s accessibility to the public and responsiveness to their needs)

2- izf”k{k.k ¼—Ik;k vf/kdkjh dh dkjxkjrk vkSj dk;Z {kerk esa lq/kkj ykus gsrq Hkfo’; dh n`f’V ls izf”k{k.k dh flQkfj”k nsa½
Training (Please give recommendations for training with a view to future improving the effectiveness and
capabilities of the officer)

3- LokLF; dh fLFkfr
State of Health

4- lR;fu’Bk ¼—Ik;k vf/kdkjh dh lR;fu’Bk ij fVIi.kh nsa½

Integrity (Please comment on the integrity of the officer)

5- {kerkvksa vkSj derj {kerkvks]a vlk/kkj.k miyfC/k;ks]a egRoiw.kZ foQyrkvksa rFkk detksj oxksZa ds izfr vfHko`fRr ds {ks= lfgr
vf/kdkjh ds lexz xq.kksa ij fjiksVZ fy[kus okys vf/kdkjh }kjk “kCn fp= ¼yxHkkx 100 “kCnksa es½a
Pen Picture by Reporting Officer (in about 100 words) on the overall qualities of the officer including area of
strengths and lesser strength, extraordinary achievements, significant failures and attitude towards weaker
sections.

6- fjiksVZ ds Hkkx&3 esas [kaM ^d*] ^[k* rFkk ^x* esa nh xbZ rjthg ds vk/kkj ij lexz vkafdd xzsfMax
Overall numerical grading on the basis of weightage given in Section A,B and C in Part-3 of the Report.

izfrosnu vf/kdkjh ds gLrk{kj

Signature of the Reporting Officer

LFkku % uke eksVs v{kjksa esa %

Place………………… Name in Block Letter………………………………………
inuke %
Designation…………………………………………………
fnukad fjiksVZ %
Date :……………………… During the period of Report……………………………….
 vuqns”k@ INSTRUCTIONS

1- okf’kZd fu’iknu ewY;kadu fjiksVZ ,d egRoiw.kZ nLrkost gS] ;g vf/kdkjh ds dk;Z fu’iknu dk ewY;kadu djus ds fy, vkSj mlds
dSfj;j esa vkxs dh c<+ksrjh ds fy, egRoiw.kZ tkudkjh miyC/k djokrk gSA vr% og vf/kdkjh ftldh fjiksVZ fy[kh tk jgh gS vkSj
fjiksVZ fy[kus okys vf/kdkjh vkSj leh{kk vf/kdkjh dks cM+h ftEesckth ds lkFk bl QkeZ dks Hkjus dh ftEesokjh fuHkkuh pkfg,A
The Annual Performance Appraisal Report (APAR) is an important document. It provides the basic and vital inputs
for assessing the performance of an officer and for his/her further advancement in his/her career. The Officer reported
upon, the Reporting Officer and the Reviewing Officer and the should, therefore, undertake the duty of filling out the
form with a high sense of responsibility.

2- fjiksVZ fy[kus okys vf/kdkjh dks ;g eglwl djuk pkfg, fd bldk mís”; vf/kdkjh dk fodkl djuk gS] rkfd og viuh
okLrfod lkeF;Z dks igpku ldsAa ;g ,d =`fV <aw<us okyh izf Ø;k ugha gS] cfYd ,d fodklkRed izfØ;k gSA fjiksVZ fy[kus okys
vf/kdkjh vkSj leh{kk vf/kdkjh dks] ml vf/kdkjh] ftldh fjiksVZ fy[kh tkuh gS] ds dk;Z fu’iknu] vfHk:fp vFkok lexz O;fDrRo
dh dfe;ka viuh fjiksVZ esa fy[kus ls ladksp ugha djuk pkfg,A
Reporting officer should realize that the objective is to develop an officer so that he/she realizes true potential. It is not
meant to be a fault-finding process but a developmental one. The Reporting Officer and the Reviewing Officer should
not shy away freom reporting shortcomings in performance, attitudes or overall personality of the officer reported
upon.

3- ;s ensa leqfpr /;ku ls vkSj Ik;kZIr le; nsdj Hkjh tkuh pkfg,A fjiksVZ dks vkdfLed rkSj ij vFkok Åijh rkSj ls Hkjs tkus dk
dksbZ Hkh iz;kl mPp vf/kdkfj;ksa dks Li’Vr% irk py tk,xkA
The items should be filled with due care and attention and after devoting adequate time. Any attempt to full the report
in a Casual or superficial manner will be easily discernible to higher authorities.

4- izR;sd mRrj o.kZukRed :Ik esa fn;k tk,A dsoy mls NksM+dj tgka l[;kRed dksfV nh tkuh gksA miyC/k djok;k x;k LFkku
mRrj dh visf{kr n”kkZrk gSA “kCnksa vkSj inca/kksa dks /;kuiwoZd pquk tk, vkSj ;g mRrj fjdkWMZ djus okys vf/kdkjh ds bjkns dks
lgha <ax ls n”kkZ,A lqLi’V vkSj lk/kkj.k Hkk’kk iz;ksx fd;k tk,A
Every Answer shall be given in a narrative form except where numerical grading is to be awarded. The space provided
indicates the desired length of the answer. Words and phrases should be chosen carefully and should accurately reflect
the intention of the officer recording the answer. Unambiguous and simple language may be used.

5- fjiksVZ fy[kus okys vf/kdkjh] ml vf/kdkjh ftldh fjiksVZ fy[kh tkuh gS] dks o’kZ ds “kq: esa o’kZ esa iwjs fd, tkus okys y{;
lkSaisxkA ;fn dksbZ vf/kdkjh fjiksVkZ/khu o’kZ ds fy, u;k in lEHkkyrk gS] rks bl rjg ds y{; u;k in lEHkkyus ds le; r;
fd, tk,axsA dk;Z@y{; nksuks]a lEcfU/kr vf/kdkfj;ksa }kjk Li’V :Ik ls tkus vkSj le>s tkus pkfg,A
The Reporting Officer shall, in the beginning of the year, assign targets to each of the officers will report to whom he is
required to report upon for completion during the year. In the case of an officer taking up a new post in the course of
the reporting year, such targets/goals shall be set at the time of assumption of the new change. The tasks/targets set
should clearly be known and understood by the both the officers concerned.

6- ;|fi fu’iknu ewY;kadu o’kZ esa lekIr gksus okyk vH;kl gS vkSj ;g fd ;g ekuo lalk/ku fodkl dk ,d dkjd cu ldrk gS]
vr% fjiksVZ fy[kus okys vf/kdkjh dks fu;fer vUrjky ij fu’iknu dk ewY;kadu djuk pkfg, vkSj lykg bR;kfn ds ek/;e ls
lq/kkjkRed dne mBkus pkfg,A
Although performance appraisal is a year-end exercise, in order that it may be a tool for human resource development;
the Reporting Officer should at regular intervals the performance and take necessary corrective step by way of advice
etc.
7- izR;sd ewY;kadudRrkZ dk ;g iz;kl gksuk pkfg, og ewY;kadu fd, tkus okys vf/kdkjh ds dk;Zfu’ikn] vkpj.k] O;ogkj vkSj
lkeF;Z dh Hkh ;FkklaHko okLrfod rLohj izLrqr djsaA
It should be the endevaour of each appraiser to present the truest possible picture of the appraise in regard and his/her
performance, conduct, behavior and potential.

8- ;g ewY;kadu] ewY;kadu fd, tkus okys vf/kdkjh ds dk;Zfu’iknu ds ckjs esa fjiksVkZ/khu vof/k rd gh lhfer gksuk pkfg,A
Assessment should be confined to the appraisee’s performance during the period of report only.

9- ;g mEehn dh tkrh gS fd 1 rFkk 2 dh dksbZ Hkh dksfV dk ¼fd, x, dk;Z vFkok xq.k vFkok lexz xzsM ds fy,½ fo”ks’k dfe;ksa ds
ek/;e ls pfj= vkdyu esa Ik;kZIr :Ik ls vkSfpR; Bgjk;k tk,A blh izdkj 9 rFkk 10 xzsM dk] fd, x, fo”ks’k dk;ksZa ds lEcU/k esa
vkSfpR; Bgjk;k tk,A 1&2 ds xzsM vkSj 9&10 ds xzsM fojys ekeyksa esa gksx
a s] vr% mudk vkSfpR; crkus dh vko”;drk gSA
lkaf[;dh xzsM fn, tkus ds lEcU/k esa fjiksVZ fy[kus okys vkSj leh{kk djus okys vf/kdkjh dks vius deZpkfj;ks]a tks mlds varxZr
dk;Z dj jgsa gSa] dh ,d cM+h la[;k dh rqyuk esa dksfV djuh pkfg,A
It is expected that any grading of 1 or 2 (against work output or attributes or overall grade) would be adequately
justified in the pen-picture by way of specific failures and similarly,’ any grade of 9 or 10 would be justifies with
respect to specific accomplishments. Grades of 1-2 or 9-10 are expected to be rare occurrences and hence the need to
justify them. In awarding a numerical grade the Reporting and Reviewing Authorities should rate the officer against a
larger population of his/her peer that may be currently working under them.

10- isuy cukus@inksUufr ds fy, vkSlru izkIrkadksa dh x.kuk djus ds iz;kstu ls] fuEufyf[kr xzsMksa ij fopkj fd;k tk,xkA
For purpose of calculating average scores for empanelment/promotion, the following grades will be considered.

,ih,vkj xzsM dksfV izkIrkad] ftl ij fopkj fd;k tkuk gS

APARs graded Grading Score to be considerd
8 vkSj 10 dh chp mRd`’V
9
Between 8 and 10 Outstanding
6 vkSj 8 dh chp cgqr vPNk
7
Between 6 and 8 Very Good
4 vkSj 6 dh chp vPNk
5
Between 4 and 6 Good
4 ls uhps
0
Below 4

fVIi.kh@NOTE
LkR;fu’Bk ls lEcfU/kr en dks Hkjus esa fuEufyf[kr izfØ;k dk ikyu dju pkfg, %&
The following procedure should be followed in filling up the item relating to integrity :

¼i½ ;fn vf/kdkjh dh lR;fu’Bk lansg ls ijs gSa] ,sls crk;k tk,A
If the officer’s integrity is beyond doubt, it may be so stated.

¼ii½ ;fn dksbZ langs gS] en dks [kkyh NksM+ fn;k tk, vkSj fuEukuqlkj dkjZokbZ dh tk, %
If there is any doubt of suspicion, the item should be left blank and action taken as under.
¼d½ ,d vyx xqIr fVIi.kh ntZ dh tk, vkSj ckn dh dkjZokbZ dh tk,a fVIi.kh dh ,d izfr xksiuh; fjiksVZ ds lkFk vxys
ofj’Bre vf/kdkjh dks Hkh Hkst nh tk,, tks ;g lqfuf”pr djsxk fd vuqorhZ dkjZokbZ “kh?kz dh tkrh gSA tgka lR;fu’Bk dks
izekf.kr djuk ;k xqIr fVIi.kh dks fyfic) djuk lEHko ugha gSa] fjiksVZ vf/kdkjh ;g lwfpr djs fd lqLi’V fu.kZ; djus ds
fy, vf/kdkjh ds dk;Z dks ns[kus esa Ik;kZIr le; ugha Fkk ;k mlus vf/kdkjh ds f[kykQ dqN lquk ugha] tSlh Hkh fLFkfr gksA
(a) A separate secret note should be recorded and followed up. A copy of the note should also be sent together with,
b the APAR 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 has heard nothing
against the officer, as the case may be.

¼[k½ ;fn] vuqorhZ dkjZobZ ds ifj.kkeLo:Ik lansg nwj gks tkrs gSa] vf/kdkjh dh lR;fu’Bkizekf.kr dj nsuh pkfg, vkSj rn~ul
q kj
,d izfof’V xksiuh; fjiksVZ esa dj nh tk,A
(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.

¼x½ ;fn lansg dh iqf’V gks tkrh gS] rF; Hkh fyfic) dj fn, tkus pkfg, vkSj M~;wVh] lEcfU/kr vf/kdkjh dks lalwfpr dj
nh tk,A
(c) If the doubts or suspicions are confirmed, this fact should also be recorded and dully communicated to the
officer concerned.

¼?k½ ;fn vuqofrhZ dkjZokbZ ds ifj.kkeLo:i] lansg nwj ugha gksrs gSa vkSj u gh mudh iqf’V gksrh gS] vf/kdkjh ds vkpj.k dks
vxyh vof/k ds nkSjku ns[kk tkuk pkfg, vkSj mlds ckn mi;qZDr ¼[k½ vkSj ¼x½ ij ;FkkfufnZ’V dkjZokbZ dh tkuh pkfg,A
(d) 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

¼x`g ea=ky; dk dk;kZy; Kkiu la0 51@4@84&LFkk-¼d½ fnukad 21-06-1965½

(Ministry of Home Affairs OM No. 51/4/84-Estt (A) dated 21-06-1965