ANNEXURE - I

INSTRUCTIONS FOR THE PERFORMANCE REPORT

OBJECTIVES OF THE APPRAISAL SYSTEM
The Human Resources of IRCON are the key asset of our Organization that gives us an
edge in a highly competitive industry that we operate in. The overall objectives of
IRCON's Performance Appraisal System are to ensure that all our human resources are
managed in such a fashion that they make maximum possible contribution to the
Organization and at the same time experience satisfaction and personal growth for
themselves. The Performance Appraisal System is not only to appraise the performance
of employee but also to use it as a tool for his development. To achieve these objectives,
the Performance Appraisal System & the Performance Report (APR Form) is designed to
provide a basis for decisions regarding:

(i) Placement of the employee keeping the organizational requirements and the
employee's competency and experience in view.

(ii) Development of the employee so that he can assume higher responsibility and

(iii) Evaluation of the employee's suitability for higher position.

(iv) Further, the Performance Appraisal System & the Performance Report has
been designed in a manner that allows the employees being reported upon to
Clearly understand their roles in the Organization.
Effectively perform their role against well-defined objectives.
Develop their skills, knowledge and capabilities both to their own to the
organizations advantage,
Seek and achieve growth of their career in the Organization.
(v) To assess relative performance of the employee for Performance Related
Payments as per DPE Guidelines.


TERMS USED:

(i) Appraisee: The Officer whose Annual Performance Report (APR) is being filled
up/whose Performance for the year is being assessed.

(ii) Appraiser: The Officer to whom the "Officer Being Reported Upon" i.e. the
Appraisee reports to. In case of transfer of the Appraisee during the assessment
year, the APR will be filled by all the officers to whom the "Appraisee" reported
to for a period of more than 3 months. Therefore, in case the "Appraisee" is
transferred in an assessment year and serves for more than three months at each of
the location, all the officers to whom the "Appraisee" reported during that period
shall fill the separate APR. In case the Appraiser has retired/demitted office next
higher authority should take role of Appraiser

(iii) Coordinating / ED: The Project coordinating GM /ED at Corporate Office or the
Project Director in the capacity other than Project Head.

(iv) Reviewing Committee: Committee nominated by the CMD for reviewing the
Performance of the Appraisee.

(v) Accepting Authority: Accepting Authority for DGM and above is Chairman and
3



Managing Director, for AM, DM and Manager is Concerned Director, for non-
executives is Executive Director.

(vi) Regional Head - Incharge of Regional Office (North Zone/South Zone/East
Zone/West Zone)

(vii) Departmental Head on Project - Head of Functional Department on a project not
below the rank of J t. General Manager.

(viii) Functional Head means Head of Department in Corporate Office not below the
rank of Addl. General Manager.


(ix) In case of any Doubts, the matter may be got clarified from the Confidential
Cell, Corporate Office

CRITICAL ATTRIBUTES/COMPETENCIES DEFINITIONS

Ability to plan and organize work - Ability to mobilize, coordinate and direct
various resources and to delegate adequate responsibility and appropriate
authority.
The ability to draw up series of activities for economical and efficient utilization
of resources necessary to achieve a specific goal.

Amenability to Discipline Adherence to accepted norms and agreed systems,
respect for others time and exercise self-control.

Analytical Ability: The ability to break down data and see how various elements
fit with each other and the way they relate to other elements.

Attitude towards work - dedication, motivation and commitment to objectives,
willingness to learn and systematize work. Priority of work for allocation of time.

Business Acumen Understands the tie between and revenue and expenses,
utilize financial data and information to make sound business decisions that
promote cost consciousness, profitability, revenue and growth. Demonstrates
comprehensive business and environment awareness including related laws and
rules, develops/aligns self and team to the long term business strategy and overall
organizational vision.

Communication Skills: The ability to convey and express ideas and ability to
formulate and present facts, conciseness, persuasiveness, thoughts and feelings
accurately, both verbally and in written form. This will also include presentation
skills in case of middle Management and above.

Decision making Ability to analyze data / problem, develop alternative
solutions, evaluate each alternatives and taking decision aligned with goals
Considers multiple factors while taking decisions for long term organization
impact.

Ethical Behavior Demonstration of honesty and sincerity in every action and
application of sound business and professional ethics.

Fairness & Transparency Work performance in a fair and transparent manner
in line with the set policies and procedures.
4




Integrity: An uncompromising adherence to a code of moral and other values,
utter sincerity, honest and candour, avoidance of deception, expediency,
artificiality or shallowness of any kind, and honest and just approach in all
dealings.

Inter-personal relations with sub-ordinates, colleagues and superiors.

Involvement & Collaboration Dedication and commitment to work, build
commitment by encouraging wide participation in decision making process,
sensitive to concerns and KRAs of others, honour commitment, encourage team
work across departments/functions.

Job Specific Functional / Technical Skills J ob knowledge and technical ability
specific to the job assigned to him. Producing result / output with high
performance level.

Leadership abilities Providing direction and support to the team, Ability to
guide, train, motivate sub-ordinates, inspire confidence, obtaining willing support,
interpersonal group dynamics and leading others by own example.

Motivational Ability: The ability to elicit enthusiasm, commitment and effective
behavior on the part of subordinates and colleagues for achievement of goals.

Organizing Ability - Ability to mobilize, coordinate and direct various resources
and to delegate adequate responsibility and appropriate authority.

Personal characteristics level of fitness, strength of character, reliability and
resilience. Amenable to discipline, setting example for others.

Planning Ability: The ability to draw up series of activities for economical and
efficient utilization of resources necessary to achieve a specific goal.

Planning and Organizing Ability to plan and organize own as well as team
activities with optimum resources, prioritize and handle contingencies to meet set
goals and objects within defined timelines.

Punctuality Punctual in attendance and timely completion of assigned work.
Sensitivity to adherence to time and timelines.

Result orientation- Organizing getting things done in time, enlisting support,
establishing systems, monitoring work output, quantity, quality, customer focus,
cost effectiveness.
Team Work - Willingness to participate and cooperate wholeheartedly with other
members of the team. Sensitive to KRAs of others, sharing of resources. The
ability to nurture the team and carry it along with sense of pride and enthusiasm.
To create synergy in the organization.

Technical /Professional qualification - Professional / Technical qualification in
the function area of his post.

Technical Competence: The Term Technical competence measures the following
traits of the "Appraisee".

5



Job knowledge: The extent of knowledge about the various factors of the job held
by the persons like relevant technology and regular updations various standards
and specifications, equipments and materials to be used, rule, responsibilities,
authority, manpower equipment and materials to be used, relationship with other
jobs, goals to be achieved, etc.

Technical Ability: The extent of technical knowledge and capacity to apply that
knowledge effectively in the particular technical discipline to which the person
belongs.

Trust Trustworthiness leading to confidence and reliability. Keep the promises.

GUIDELINES FOR USING THE PERFORMANCE REPORT FORM.

1) The Performance Appraisal System is critical process for the Organization & the
Annual Performance Report 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 the organization. All concerned should, therefore, undertake the
duty of filing out the form with a high sense of responsibility.

2) The performance appraisal is for the period 1st April to 31
st
March.

3) Performance appraisal is used as a tool for human resource development. It should
be appreciated that the one of the prime objective of the Performance Appraisal
System is to develop an officer so that he/she realizes his/her true potential. It is not
meant to be a faultfinding process but a development one. Those responsible
for appraising the performance should not shy away from reporting
shortcomings in performance, attitudes or overall personality of the officer
reported upon.

4) Rating to be given in Part III, IV, V of the APR format on 5 point scale will be as
under:
Well Below Par expectation : 1
Requires improvement in certain areas : 2
Meets the requirement of the job : 3
Better than majority and beyond normal
expectation
: 4
Distinctly exceptional : 5

5) APR should be written so that overall grading reflects Bell Curve as per DPE
Guidelines.

6) The appraisal should be based on sufficient evidence shown during the entire
period of reporting.

7) The tendency to over-rate or under-rate should be guarded against in all fairness
to the official being reported upon, his colleagues and the Organization.

8) Each factor should be rated independently of the rating on other factors.

9) Evaluations should never be based on individual incidents of either effectiveness /
ineffectiveness of the official being reported upon, which are not typical.

10) The procedure laid down regarding the level of Officers for writing APRs should
be followed meticulously.
6



7


11) All the columns should be filled with due care and attention, devoting adequate
time. Any attempt to fill the report in a casual or superficial manner will be easily
discernible to the higher authorities.

12) Words and phrases should be chosen carefully and should accurately reflect the
intention of the authority recording the performance. Please use unambiguous
and simple language.

13) The KRAs should be as specific, measurable and as significant as possible and
should naturally relate to the objectives of the Organization as per the guidelines
circulated separately in this regard. In case an officer takes up a new assignment
in the course of the reporting year, fresh KRAs shall be set at the time of
assumption of the new assignment.












IRCON INTERNATIONAL LIMITED
(A Govt. of India Undertaking)

ANNUAL PERFORMANCE REPORT (APR)
(Please read guidelines/instructions carefully uploaded on irconnet.com before filling)
FOR E1 E 7

YEAR From To

PART I
PERSONAL DATA

Name
Category SC ST OBC GEN
Emp. Code Grade
Designation Date of birth D D M M Y Y Y Y
Project/Unit Department
Dt. of joining
IRCON
D D M M Y Y Y Y
Dt. of J oining
present posting
D D M M Y Y Y Y
Qualifications Academic

Professional

Passport No. Valid upto
Name of
Appraiser
Designation
Brief Description of Duties:





Details of leave availed during the year (except Casual Leave (CL))
Period S.
No.
Type of Leave
From To
No. of days Unauthorized/
Dies-non etc.



Date of filing of Property Return:
D D M M Y Y Y Y
Any award or punishment during the year





Signature of Appraisee

Emp.Code: Name:. Design: .................................. Year:

2
APR E1 to E 7
PART II
PERFORMANCE PLANNING / YEAR END REVIEW
(Col. 2 - 4 to be filled at the beginning while setting KRAs and signed by both Appraisee and Appraiser,
Col.5 to be filled at end of the year by Appraisee and Col. 6 & 7 by the Appraiser while finalizing APR.
No enclosure to be attached)




S.
No.



Key Result Areas
T
a
r
g
e
t
s

M
a
x
.

M
a
r
k
s

A
c
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v
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m
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t
s

a
g
a
i
n
s
t

T
a
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g
e
t
s


(
c
o
l
.
3
)

A
c
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i
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t

b
y

A
p
p
r
a
i
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e
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M
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s

b
y

A
p
p
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a
i
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M
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s

b
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R
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v
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C
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m
m
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e
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(1) (2) (3) (4) (5) (6) (7)

1
2
3
4
5
6
7
8
9
10
Total

100


Signature of Appraisee
(at beginning of the year)
Date


Signature of Appraiser
(at beginning of the year)
Date:
Signature & date of Appraisee
(to be signed after filling Col.5)

To be filled and signed by the Appraiser after filling col. 6
& 7
Appraiser

Review
committee

= Marks obtained = Total marks
(Pro-rated total marks of 50) 2

Signature of Appraiser
Date


Emp.Code: Name:. Design: .................................. Year:

3
APR E1 to E 7

PART III
COMPETENCY ASSESSMENT & POTENTIAL APPRAISAL
Note: Ratings Outstanding: 5 (Distinctly Exceptional), Very Good:4 (Better than the majority and
beyond normal expectations), Good:3 (Meets the requirements of the job), Fair:2 (Requires
improvement in certain areas), Below Par:1 (Below Par and well below expectations)

To be filled by the Appraiser at end of the year
Ratings By S.No. Competencies
Appraiser
(1-2-3-4-5)
Review
committee
(1-2-3-4-5)
FUNCTIONAL / TECHNICAL COMPETENCIES
(Competencies for successful performance of Appraisees present job)
1. Relevant Qualification

2. J ob Specific Functional / Technical Skills

3. Planning and Organizing skills

4. Quality of output

MANAGERIAL COMPETENCIES

5. Effective communication skills (Written & Oral)
6. Team Working

7. Business Acumen

8. Decision making

VALUES
9
Transparency and Ethical Behavior Work
performance in a fair and transparent manner with
integrity in line with the set policies and procedures and
application of sound business and professional ethics.


10
Amenability to Discipline Adherence to accepted
norms and agreed systems, respect for others time and
exercise self-control.


11
Trust Trustworthiness leading to confidence and
reliability, relate to others on the basis of mutual respect,
courage to stand by convictions.




Emp.Code: Name:. Design: .................................. Year:

4
APR E1 to E 7
Ratings By S.No. Competencies
Appraiser
(1-2-3-4-5)
Review
committee
(1-2-3-4-5)
12
Involvement & Collaboration Dedication and
commitment to work, build commitment by encouraging
wide participation in decision making process, sensitive
to concerns and KRAs of others, honour commitment,
encourage team work across departments/functions.


POTENTIAL APPRAISAL
(Appraisal for lateral movement and for higher post)
13. Technical /Professional qualification


14. Level of physical fitness,


15. Personal characteristics Strength of character, reliability
and resilience.


16. Effective communication skills.


17. Strategic orientation and alignment with organizational
objectives.


18. Leadership abilities
Total

Total Marks =Marks obtained
Appraiser

Review
committee
(Pro-rated to 45marks) 2


Appraisers comments on Potential Suitability:
(The Appraiser may indicate suitability of the Appraisee for lateral movement in
different functions/suitability for any particular area of work in which the Appraisee is
interested and fitness for higher positions).




Signature of Appraiser

Date:
Emp.Code: Name:. Design: .................................. Year:

5
APR E1 to E 7
PART IV
GENERAL

To be filled up by the Appraiser at end of the year
Rating by
S.No. Item Max.
Marks
Appraiser Reviewing
Committee
1 Special Achievements Winning
Awards

1
2 jktHkk"kk esa dk;Z djus dh {kerk (Working
knowledge in Raj Bhasha)

1
3 Submission of Self APR (Column 5 of
Part II) by due date.

2
4 Availability of valid Passport as on 31
st

March
(1
st
page of Passport is to be enclosed)

1
5 Performance as an Appraiser:
Negative marks, in case the officer
reported upon as an Appraiser has not
submitted APRs of employees reporting
to him/her in time and following relevant
guidelines of DPE.

-2
6. Negative marks for punishment
/warning/ adverse remarks
communicated during the period, if any.
(-)2 for written warning
(-3) for minor/major penalty

-3
7. Negative marks for non-submission of
Immovable Property Return by 31
st
J an.
(copy is to be enclosed).
-1
Total (total marks can be negative based
on item 5, 6 & 7)




Signature of Appraiser

Date:
Emp.Code: Name:. Design: .................................. Year:

6
APR E1 to E 7

PART V
GENERAL

To be filled up by the Appraiser at the end of the year
Marks by PART Components Max.
Marks
Appraiser Review Committee
PART II Performance 50
PART III Competency &
Potential Appraisal
45
PART IV General 5
Total 100

Integrity (Beyond Doubt /Nothing adverse
received /Doubtful) (If the integrity is doubtful, a
separate sheet should be attached giving full details).




Name of Appraiser:
Designation:
Signature:
Date:
Remarks & Signature of Coordinating Officer /ED



Comments of Review Committee:



Overall Classification (by the Reviewing
Committee) Outstanding/Very Good/Good/Fair/Below Par




Signature:


Signature:


Signature:
Name: Name: Name:
Designation: Designation: Designation:
Date: Date: Date:

Comments of Accepting Authority:


Name:
Designation:

Signature :
Date:
Emp.Code: Name:. Design: .................................. Year:

7
APR E1 to E 7
POSTINGS & TRAINING

SERVICE HISTORY DURING LAST 5 YEARS PRECEDING THE YEAR OF APR:
Designation Name of project/unit Broad Functional Areas From To









TRAINING PROGRAMS ATTENDED DURING THE YEAR:
*Appraiser to indicate the effectiveness of the training based upon the interaction with the
Appraisee and general observation of his / her working.

To be filled in by the Appraisee To be filled in by
the appraiser*
Dates / period
From To
Institution Title of program Grade
awarded, if
any
To indicate if training
has been effective/not
effective.

















Identification of training required may be indicated on the next page.


Signature of Appraisee

Emp.Code: Name:. Design: .................................. Year:

8
APR E1 to E 7

S.NO. IDENTIFICATION OF AREAS IN
WHICH TRAINING INPUTS ARE
REQUIRED
BY THE
APPRAISEE
BY THE
APPRAISER
BY THE
REVIEWING
COMMITTEE

A. MANAGEMENT
1 Project Management (Skills required for
Project Head)

2 Management Development Programme
3 Quality Management
4 Vigilance Management
B CIVIL ENGINEERING
1 Project Management
2 P.Way / Track
3 Bridges and Structures
4 Concrete Technology - Pre-stressed
concrete

5 Construction Material
6 Quantity Survey including billing aspects
C FINANCE
1 Management Accounting
2 Finance for non-finance officers
3 Project Evaluation
4 IFRS and Accounting Standards
5 Taxation
D ELECTRICAL
1 OHE
2 Training on Railway TRD
3 Sub-Stations and Transmission Line
4 Protection and Relays for EHV Sub-
stations

5 General Electrical Services
E SIGNAL & TELECOMMUNICATION
1 Signaling SSI
2 Telecom
3 Mobile communication
4 Equipment Course in Electronic
interlocking

F COMPUTER & IT
1 Computerized Project Management
2 Computer Aided Design
3 Basic Computing (MS Word, MS Excel)
4 Presentation Skills, Power Point
5 ERP
G HRM
1 Labor Laws and Industrial Relations
2 DAR, Vigilance and Legal Aspects
H QUALITY MANAGEMENT
1 Implementation of ISO 9000,
Environment and Safety



1
APR NE-1 to NE-3

IRCON INTERNATIONAL LIMITED
(A Govt. of India Undertaking)

ANNUAL PERFORMANCE REPORT (APR)
(Please read guidelines/instructions carefully uploaded on irconnet.com before filling)
For NE-1 to NE-3

YEAR From To

PART I
PERSONAL DATA

Name
Category SC ST OBC GEN
Emp. Code Grade
Designation Date of birth D D M M Y Y Y Y
Project/Unit Department
Dt. of joining
IRCON
D D M M Y Y Y Y
Dt. of J oining
present posting
D D M M Y Y Y Y
Qualifications

Passport No. Valid upto
Name of
Appraiser
Designation
Brief Description of Duties:






Details of leave availed during the year (except Casual Leave (CL))
Period S.
No.
Type of Leave
From To
No. of days Unauthorized/
Dies-non etc.



Any award or punishment during the year






Signature of Appraisee

Emp.Code: Name: . Design: .................................... Year:

2
APR NE-1 to NE-3

PART II

PERFORMANCE

Note: Ratings Outstanding: 5 (Distinctly Exceptional), Very Good:4 (Better than the majority and
beyond normal expectations), Good:3 (Meets the requirements of the job), Fair:2 (Requires
improvement in certain areas), Below Par:1 (Below Par and well below expectations)

Sl.
No.
Performance
Appraiser
(1-2-3-4-5)
Review Committee
(1-2-3-4-5)
1. Educational Qualification


2. J ob specific Skills


3. Regularity and Punctual in
Attendance




4. Timely completion of assigned
work and dedication to the work





5. State of health



Total Marks (25)


Marks out of 100





Signature of Appraiser

Dated:
Emp.Code: Name: . Design: .................................... Year:

3
APR NE-1 to NE-3
To be filled up by the Appraiser at the end of the year
PART Components Max.
Marks
Appraiser

Review
Committee

PART II Performance 100
Total 100

Integrity (Beyond Doubt /Nothing adverse
received/ Doubtful)
(If the integrity is doubtful, a separate sheet should be
attached giving full details).




Name of Appraiser:
Designation:
Signature:
Date:
Remarks & Signature of Coordinating Officer /ED



Comments of Review Committee:



Overall Classification (by the Reviewing Committee)
Outstanding/Very Good/Good/Fair/Below Par




Signature:


Signature:


Signature:
Name: Name: Name:
Designation: Designation: Designation:
Date: Date: Date:

Comments of Accepting Authority:



Name:
Designation:

Signature :
Date:
Emp.Code: Name: . Design: .................................... Year:

4
APR NE-1 to NE-3
POSTINGS & TRAINING

SERVICE HISTORY DURING LAST 5 YEARS PRECEDING THE YEAR OF APR:
Designation Name of project/unit Broad Functional Areas From To









TRAINING PROGRAMS ATTENDED DURING THE YEAR:
*Appraiser to indicate the effectiveness of the training based upon the interaction with the Appraisee
and general observation of his / her working.

To be filled in by the Appraisee To be filled in by
the appraiser*
Dates / period
From To
Institution Title of program Grade
awarded, if
any
To indicate if training
has been effective/not
effective.

















Identification of training required may be indicated on the next page.


Signature of Appraisee

Emp.Code: Name: . Design: .................................... Year:

5
APR NE-1 to NE-3

Sl.No. Performance Ratings
(1-2-3-4-5)
1. Educational Qualification

2. J ob specific Skills

3. Regularity and Punctual in Attendance

4. Timely completion of assigned work and
dedication to the work

5. State of health

Total Marks (25)

Marks out of 100



1
APR NE- 4 to NE-5


IRCON INTERNATIONAL LIMITED
(A Govt. of India Undertaking)

ANNUAL PERFORMANCE REPORT (APR)
(Please read guidelines/instructions carefully uploaded on irconnet.com before filling)
For NE-4 to NE-5

YEAR From To

PART I
PERSONAL DATA

Name
Category SC ST OBC GEN
Emp. Code Grade
Designation Date of birth D D M M Y Y Y Y
Project/Unit Department
Dt. of joining
IRCON
D D M M Y Y Y Y
Dt. of J oining
present posting
D D M M Y Y Y Y
Qualifications

Passport No. Valid upto
Name of
Appraiser
Designation
Brief Description of Duties:






Details of leave availed during the year (except Casual Leave (CL))
Period S.
No.
Type of Leave
From To
No. of days Unauthorized/
Dies-non etc.



Any award or punishment during the year






Signature of Appraisee
Emp.Code: Name: . Design: .................................... Year:

2
APR NE- 4 to NE-5


PART II

PERFORMANCE

Note: Ratings Outstanding: 5 (Distinctly Exceptional), Very Good:4 (Better than the majority and
beyond normal expectations), Good:3 (Meets the requirements of the job), Fair:2 (Requires
improvement in certain areas), Below Par:1 (Below Par and well below expectations)


Sl.No. Performance
Appraiser
(1-2-3-4-5)
Review
committee
(1-2-3-4-5)
1. Educational Qualification

2. J ob specific Technical Skills

3. Basic Computer literacy

4. Regularity and Punctual in Attendance

5. Maintenance of Records and Registers.

6. Ability to plan and organize

7. Timely completion of work and Quality of
output

8. Commitment and dedication to the work.

9. Dependability/Trustworthiness and Team
Working

10. State of health

Total Marks (50)

Marks out of 100





Signature of Appraiser

Dated:
Emp.Code: Name: . Design: .................................... Year:

3
APR NE- 4 to NE-5

To be filled up by the Appraiser at the end of the year
PART Components Max.
Marks
Appraiser

Review
committee
PART II Performance 100
Total 100

Integrity (Beyond Doubt /Nothing adverse
received/ Doubtful)
(If the integrity is doubtful, a separate sheet should be
attached giving full details).




Name of Appraiser:
Designation:
Signature:
Date:
Remarks & Signature of Coordinating Officer /ED



Comments of Review Committee:



Overall Classification (by the Reviewing Committee)
Outstanding/Very Good/Good/Fair/Below Par




Signature:


Signature:


Signature:
Name: Name: Name:
Designation: Designation: Designation:
Date: Date: Date:

Comments of Accepting Authority:



Name:
Designation:

Signature :
Date:
Emp.Code: Name: . Design: .................................... Year:

4
APR NE- 4 to NE-5

POSTINGS & TRAINING

SERVICE HISTORY DURING LAST 5 YEARS PRECEDING THE YEAR OF APR:
Designation Name of project/unit Broad Functional Areas From To









TRAINING PROGRAMS ATTENDED DURING THE YEAR:
*Appraiser to indicate the effectiveness of the training based upon the interaction with the Appraisee
and general observation of his / her working.

To be filled in by the Appraisee To be filled in by
the appraiser*
Dates / period
From To
Institution Title of program Grade
awarded, if
any
To indicate if training
has been effective/not
effective.

















Identification of training required may be indicated on the next page.


Signature of Appraisee


Emp.Code: Name: . Design: .................................... Year:

5
APR NE- 4 to NE-5



1
APR NE-6 to NE-8

IRCON INTERNATIONAL LIMITED
(A Govt. of India Undertaking)

ANNUAL PERFORMANCE REPORT (APR)
(Please read guidelines/instructions carefully uploaded on irconnet.com before filling)
For NE-6 to NE-8

YEAR From To

PART I
PERSONAL DATA

Name
Category SC ST OBC GEN
Emp. Code Grade
Designation Date of birth D D M M Y Y Y Y
Project/Unit Department
Dt. of joining
IRCON
D D M M Y Y Y Y
Dt. of J oining
present posting
D D M M Y Y Y Y
Qualifications Academic

Professional

Passport No. Valid upto
Name of
Appraiser
Designation
Brief Description of Duties:





Details of leave availed during the year (except Casual Leave (CL))
Period S.
No.
Type of Leave
From To
No. of days Unauthorized/
Dies-non etc.



Any award or punishment during the year






Signature of Appraisee
Emp.Code: Name: . Design: .................................... Year:

2
APR NE-6 to NE-8
PART II
PERFORMANCE PLANNING / YEAR END REVIEW
(Col. 2 - 4 to be filled at the beginning while setting KRAs and signed by Appraisee and Appraiser,
Col.5 to be filled at end of the year by Appraisee and Col. 6 & 7 by the Appraiser while finalizing APR.
No enclosure to be attached)




S.
No.



Key Result Areas
T
a
r
g
e
t
s

M
a
x
.

M
a
r
k
s

A
c
h
i
e
v
e
m
e
n
t
s

a
g
a
i
n
s
t

T
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(1) (2) (3) (4) (5) (6) (7)

1
2
3
4
5
6
7
8
9
10
Total

100



Signature of Appraisee
(at beginning of the year)
Date
Signature of Appraiser
(at beginning of the year)
Date:

Signature & date of Appraisee
(to be signed after filling Col.5)


To be filled and signed by the Appraiser after filling col. 6 & 7
= Marks obtained X 6 =
Appraiser

Review
committee
Total marks
(Pro-rated total marks of 60)
10
Signature of Appraiser
Date


Emp.Code: Name: . Design: .................................... Year:

3
APR NE-6 to NE-8
PART III
COMPETENCY ASSESSMENT
Note: Ratings Outstanding: 5 (Distinctly Exceptional), Very Good:4 (Better than the majority and
beyond normal expectations), Good:3 (Meets the requirements of the job), Fair:2 (Requires
improvement in certain areas), Below Par:1 (Below Par and well below expectations)

A. FUNCTIONAL / TECHNICAL COMPETENCIES
(Competencies for successful performance of Appraisees present job)
To be filled by the Appraiser at end of the year
S.No. Competencies
Appraiser
(1-2-3-4-5)
Review committee
(1-2-3-4-5)
1. Relevant Functional/Technical knowledge
2. J ob Specific Functional / Technical Skills
3. Ability to plan and organize work
4. Result orientation
Total

Total marks =Marks obtained =
(Pro-rated total marks of 10) 2


B. BEHAVIOURAL TRAITS
(Competencies having direct significant relevance to the Appraisees area of responsibilities)

S.No. TRAITS
Appraiser
(1-2-3-4-5)
Review committee
(1-2-3-4-5)
1. Timely completion/submission of assignments
2. Punctuality
3 Attitude towards work (dedication, motivation and
commitment to objectives)

4. Willingness to learn and to take initiatives
5. Inter-personal relations with sub-ordinates,
colleagues and superiors.

Total

Total marks = Marks obtained =
(Pro-rated total marks of 5) 5



Signature of Appraiser
Date:

Total Marks
Appraiser
(1-2-3-4-5)
Review committee
(1-2-3-4-5)
Functional/Technical competencies 10
Behavioral Traits 5
Total Marks 15
Emp.Code: Name: . Design: .................................... Year:

4
APR NE-6 to NE-8

PART IV
V A L U E S
(Values demonstrated by the Appraisee in day-to-day activities)

Note: Ratings Outstanding: 5 (Distinctly Exceptional), Very Good:4 (Better than the majority and
beyond normal expectations), Good:3 (Meets the requirements of the job), Fair:2 (Requires
improvement in certain areas), Below Par:1 (Below Par and well below expectations)

To be filled by the Appraiser at end of the year
S.No. Core Values
Appraiser
(1-2-3-4-5)
Review committee
(1-2-3-4-5)
1.
Fairness & Transparency Work performance in
a fair and transparent manner in line with the set
policies and procedures.


2.
Team Work Ability to work in cohesiveness
with other team members and encourage team work
across departments/functions.


3.
Amenability to Discipline Adherence to
accepted norms and agreed systems, respect for
others time and exercise self-control.


4.
Trust Trustworthiness leading to confidence and
reliability, relate to others on the basis of mutual
respect, honesty and sincerity.


5.
Involvement & Collaboration Dedication and
commitment to work, willing to share resources
and sensitive to concerns and KRAs of others.


Total


Total marks = Marks obtained x 4 =
(Pro-rated to 10 marks) 10



Signature of Appraiser

Date:



Emp.Code: Name: . Design: .................................... Year:

5
APR NE-6 to NE-8
PART V
POTENTIAL APPRAISAL
(Appraisal for lateral movement and for higher post)
Note: Ratings Outstanding: 5 (Distinctly Exceptional), Very Good:4 (Better than the majority and
beyond normal expectations), Good:3 (Meets the requirements of the job), Fair:2 (Requires
improvement in certain areas), Below Par:1 (Below Par and well below expectations)

To be filled by the Appraiser at end of the year
S.No. Potential Appraisal
Appraiser
(1-2-3-4-5)
Review committee
(1-2-3-4-5)
1. Qualification


2. Communication skills (ability to communicate
effectively in writing and orally including computer
literacy.


3. Alignment with the organization objectives.


4. Physical fitness for strenuous work.


Total


Total Marks =Marks obtained =
(Pro-rated to 10 marks) 2


Appraisers comments on Potential Suitability:
(The Appraiser may indicate suitability of the Appraisee for lateral movement in
different functions/suitability for any particular area of work in which the Appraisee is
interested and fitness for higher positions).









Signature of Appraiser

Date:

Emp.Code: Name: . Design: .................................... Year:

6
APR NE-6 to NE-8

PART VI
GENERAL

To be filled up by the Appraiser at end of the year
S.No. Item Max.
Marks
Appraiser

Review committee

1. Special Achievements Winning Awards

1
2. jktHkk"kk esa dk;Z djus dh {kerk (Working
knowledge in Raj Bhasha)

2
3. Submission of achievements by the
Appraisee in time (Column 5 of Part II).

2
4. Negative marks for punishment /warning/
adverse remarks communicated during
the period, if any.
(-)2 for written warning
(-3) for minor/major penalty

-3
Total (total marks can be negative based on item 4)




Signature of Appraiser

Date:

Emp.Code: Name: . Design: .................................... Year:

7
APR NE-6 to NE-8
PART VII
GENERAL

To be filled up by the Appraiser at the end of the year
PART Components Max.
Marks
Appraiser

Review committee

PART II Performance 60
PART III (A+B) Competency Assessment 15
PART IV Values 10
PART V Potential Appraisal 10
PART VI General 5
Total 100

Integrity (Beyond Doubt /Nothing adverse received/
Doubtful)
(If the integrity is doubtful, a separate sheet should be
attached giving full details).




Name of Appraiser:
Designation:
Signature:
Date:
Remarks & Signature of Coordinating Officer /ED


Comments of Review Committee:



Overall Classification (by the Reviewing Committee)
Outstanding/Very Good/Good/Fair/Below Par




Signature:


Signature:


Signature:
Name: Name: Name:
Designation: Designation: Designation:
Date: Date: Date:

Comments of Accepting Authority:



Name:
Designation:

Signature :
Date:
Emp.Code: Name: . Design: .................................... Year:

8
APR NE-6 to NE-8

POSTINGS & TRAINING

SERVICE HISTORY DURING LAST 5 YEARS PRECEDING THE YEAR OF APR:
Designation Name of project/unit Broad Functional Areas From To









TRAINING PROGRAMS ATTENDED DURING THE YEAR:
*Appraiser to indicate the effectiveness of the training based upon the interaction with the Appraisee
and general observation of his / her working.

To be filled in by the Appraisee To be filled in by
the appraiser*
Dates / period
From To
Institution Title of program Grade
awarded, if
any
To indicate if training
has been effective/not
effective.

















Identification of training required may be indicated on the next page.


Signature of Appraisee


Emp.Code: Name: . Design: .................................... Year:

9
APR NE-6 to NE-8

S.NO. IDENTIFICATION OF AREAS IN
WHICH TRAINING INPUTS ARE
REQUIRED
BY THE
APPRAISEE
BY THE
APPRAISER
BY THE
REVIEWING
COMMITTEE

A. MANAGEMENT
1 Project Management (Skills required for
Project Head)

2 Management Development Programme
3 Quality Management
4 Vigilance Management
B CIVIL ENGINEERING
1 Project Management
2 P.Way / Track
3 Bridges and Structures
4 Concrete Technology - Pre-stressed
concrete

5 Construction Material
6 Quantity Survey including billing aspects
C FINANCE
1 Management Accounting
2 Finance for non-finance officers
3 Project Evaluation
4 IFRS and Accounting Standards
5 Taxation
D ELECTRICAL
1 OHE
2 Training on Railway TRD
3 Sub-Stations and Transmission Line
4 Protection and Relays for EHV Sub-
stations

5 General Electrical Services
E SIGNAL & TELECOMMUNICATION
1 Signaling SSI
2 Telecom
3 Mobile communication
4 Equipment Course in Electronic
interlocking

F COMPUTER & IT
1 Computerized Project Management
2 Computer Aided Design
3 Basic Computing (MS Word, MS Excel)
4 Presentation Skills, Power Point
5 ERP
G HRM
1 Labor Laws and Industrial Relations
2 DAR, Vigilance and Legal Aspects
H QUALITY MANAGEMENT
1 Implementation of ISO 9000,
Environment and Safety