GOVERNMENT OF PAKISTAN
Genl. 131/Rev.
PAKISTAN RAILWAYS FA & CAO/ Name of Service ACCOUNTS.
(Name of the Ministry/Division/Department/Office)
PERFORMANCE EVALUATION REPORT
FOR THE PERIOD ------------- TO --------------
PART I
1. Name (in block letters) NAJEEBULLAH
2. Date of Birth 20/11/1984 Date of entry in Service ___ 08-09-2009
3. Grade with present pay B-11____________________
4. Post held during the period JUNIOR AUDITOR __________
5. Academic Qualifications B.A ________________
6. Knowledge of Languages (Please indicate proficiency in Speaking(S), Reading(R) and Writing (W)__
_English (S: Good) (R Good) (W: Good) Urdu (S: Good) (R: Good) (W: Good)
7. Hobbies ___Cricket, Study Books, Newspaper Reading___________________________
8. Training Received:
Dates
Name of Institution and
Name of course attended. country
From To
9. Job Description (Set out broadly in order of importance the main duties performed. Also mention as special
work assigned during the period)
Computer work relating to Accounts Department
MS-EXCEL
10. Period served:
(a) In present post -------------- (b) under reporting officer ---------------
11. Date of last annual medical check up ----------------
S.B.HASSAN
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The rating in Part II, III & IV should be recorded by initialling the appropriate box. The ratings denoted
by alphabets is as follows:-
‘AI’ Very Good, ‘A’ Good, ‘B’ Average, ‘C’ Below Average ‘D’ Poor.
For uniform interpretation of qualities listed in those parts two extreme shades are mentioned against
each item. Please see para. 7 of instruction.
PART II.
PERSONAL QUALITIES
AI A B C D
Exceptionally bright; Excellent
1. Intelligence comprehension.; Dull, slow
Exceptionally confident and
2. Confidence and will Uncertain: hesitant.
resolute.
power
Mature, Unstable immature.
3.Emotional stability
balanced ...
4. Adaptability Alert & highly responsible Rigid inflexible.
5. Understanding & Lacks ability to
tolerance. Considerate & Co-operative appreciate other’s
point of view unsym-
pathetic.
6.Appearance and bear- Creates excellent impression Clumsy: unimpres-
ing sive.
7. OVERALL GRADING IN PART II.
PART III.
ATTITUDE.
Narrow and super-
1.*Knowledge of Islam Well read ...
ficial
2. *Attitude towards
Indifferent : in-
Islamic ideology. Deeply motivated: enlightened
tolerant
3. Integrity .. Irreproachable ... Unscrupulous.
a) General ..
Honest & straight forward .. Devious: Sycophant
b) Intellectual ..
Reluctant to take
Always prepared to take on on responsibility:
4. Acceptance of res- responsibility even in difficult will avoid it
ponsibility case. whenover possi-
ble.
Full of ideas: always comes up
5. Ability to produce con- with ingenious solution to prob- Dull; has to be
structive ideas. lems Fertile. told what to think.
*In case of non-Muslims the entries will refer to their own religion.
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AI A B C D
Anticipates problems and plans Handles problems
6. Foresight ..
ahead. only after they arise.
7. Initiative & Drive .. Bold and enterprising, dynamic Timid and diffidant.
8. Reliability under pres- Imperturbable and exceptionally Confused and eas-
sure. Reliable at all time. ily flustered even
under normal pres-
sures.
9. Judgment Makes consistently sound pro- Lacks balance and
Posal/decisions. consistency: Imma-
ture.
10. Financial Responsibility Exercises due care discipline Irresponsible.
11. Perseverance and devo- Resolute: carries a task through Negligent and dis-
tion to duty. to the end. interested.
12. Relations with: Un-co-operative:
(a) Superiors .. Co-operative: well liked and does not inspire
trusted. confidence.
(b) Colleagues .. Works well in a team Difficult colleague.
Brusque & intoler-
(c) Subordinates .. Courteous and effective: inspires
ent : does not earn
confidence.
respect.
Haughty: unsym-
13. Behaviour with public Courteous and helpful .. pathetic and ill be-
haved.
14. OVERALL GRADING IN PART III.
PART IV
PROFICIENCY IN JOB
.
1. Power of Expression ..
(a) Written .. Clumsy & vague.
Always precise, clear and well
set out.
(b) Oral ..
Puts across convincingly & con- Ineffective.
cisely.
2. Knowledge of work .. Has a through grasp of the Does not know
knowledge relevant to his job. enough about the
present job.
3. Analytical ability .. Picks out the essentials without Seldom sees below the
wasting time on irrelevant de- surface of a
tails. problem.
Organises & uses staff and other
Lacks control: In-
4. Supervision & Guidance resources effectively.
effective.
5. Ability to take decision Very logical and decisive. Indecisive va-
Cillating.
6. Work (a) Output .. Always behind
Always up to date: accumulates
schedule: very slow
no arrears.
disposal.
(b) Quality .. Always produces work of ex-
Generally produces
ceptionally high quality.
work of poor quality.
7. OVERALL GRADING IN PART IV.
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PART V.
(a) Pen-Picture.- Please comment on any particularly strong or weak points without repeating
earlier parts of the report. Also indicate the future posting considered must suitable for the officer.
(b) Counselling.- Was the officer advised to improve vide instruction No.4 during the period
under report. If so, on what aspects and with what results?
(c) Assessment of performance.-Please comment on how effective the officer has been in
performing the duties mentioned at S. No.9 in Part I. Also comment on the officer’s contribution to
the overall performance of your office / organization especially in the light of any numerical measure e.g.
examination results for teaching staff or other applicable index such as profitability project
implementation tax collection, etc. In other cases give your assessment of relative proportion of (i)
routine cases (ii) complicated cases / situations (iii) policy cases crisis situations dealt with by the officer.
Also indicate whether further training is required for increasing his effectiveness and if so in which area.
(d) Inspection of Subordinate Officers.- Please indicate whether inspections were carried out
regularly by the officer and inspection reports were completed properly in-time. Please comment on steps taken
for implementation of inspection reports and guidance provided to his subordinates.
(e) Field Tours.- Please comment on interest taken by the officer in systematic and regular
field tours.
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PART VI.
Comparing him with other officers of the same level and keeping in view the overall gradings in Parts
II, III and IV give your general assessment of the officer by initialling the appropriate box below:
(a) Overall Grading.
By Reporting By Countersign-
Officer ing Officer
(i) Equalled by very few officers (very Good) ..
(ii) Better than the majority of officers (Good) ..
(iii) Equals the majority of officers (Average) ..
(iv) Meets bare minimum standards. (Below Average) ..
(v) Unsatisfactory (Poor) .. ..
(b) Fitness for promotion.
By Reporting By Countersign
Officer ing Officer
(i) Fit for accelerated promotion .. ..
(ii) Fit for promotion in his turn .. ..
(iii) Not yet fit for promotion .. ..
(iv) Unlikely to progress further .. ..
Name of the Reporting Officer _____ Signature_______ ____
(Capital letters)
Designation Date_________________ ___________
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PART VII.
(a) REMARKS OF THE COUNTERSIGNING OFFICER.
Please report on the aspects not touched upon by the reporting officer. If you disagree with the
assessment of the Reporting Officer, please give reasons therefore. You should also indicate how
frequently you have seen work of the officer reported upon. If the officer has been assessed fit for
promotion would you be prepared to accept him in the higher grade, if no, please give your reasons.
Name Signature
(Capital letters)
Designation Date
(b) REMARKS OF THE SECOND COUNTERSIGNING OFFICER IF ANY.
Name Signature
(Capital letters)
Designation Date
PART VIII.
1. Adverse remarks if any, communicated vide _______________________________
Date ___________________.
2. Decision on representation if any
INSTRUCTIONS FOR FILLING UP THE ACR FORMS.
1. (i) ACR is the most important record for the assessment of an officer. At the same time
the quality of ACR is a measure of the competence of the Reporting Officer and Countersigning
Officer. It is, therefore, essential that utmost care is exercised by all Reporting and Countersigning
Officers.
(ii) The Reporting and Countersigning Officer should be.
(a) as objective as possible and.
(b) Clear and direct, not ambiguous or evasive in their remarks.
(iii) The over-riding importance of Part IV should be clearly understood in the overall
grading.
(iv) Over-rating should be as showed by all Reporting / Countersigning Officers.
(v) Vague impressions based on inadequate knowledge or isolated incidents should be
avoided.
2. The forms are to be filled in duplicate. Part I will be filled by the officer being reported
upon and should be type written. Parts II to VI will be filled by the Reporting Officer and Part VII by
the Countersigning Officers. Both the Reporting Officer and Countersigning Officer should give
their assessment of the officer reported upon in respective boxes in Part VI. The Ministry /
Division / Department concerned will fill Part VIII, if any adverse remarks are recorded in the report.
3. Assessment in the ACR should be confined to the work done by the officer
reported upon during the period covered by the report.
4. Reporting Officer is expected to counsel the officer being reported upon about his
weak points and advise him how to improve. Adverse remarks should normally be recorded when
the Officer fails to improve despite counseling.
5. The ACR form should be filled in a neat and tidy manner. Cuttings / erasures should
be avoided and must be initialed, where, made.
6. The ratings in Part II, III, IV & VI should be recorded by initialing the appropriate box.
7. For uniform interpretation of qualities, etc., listed in Parts II, III and IV the two extreme
shades are mentioned against each item. For example an exceptionally bright officer with excellent
comprehension will be rated ‘AI’ in Intelligence (box I of Part II). A dull and slow officer will merit a
‘D’ rating. A, B & C ratings will denote shades between two shades i.e. between ‘Very Good’ and
‘Good’ or ‘Average’ or Average and ‘Below Average’.
8. The ratings should be clear and given in one of the boxes provided for the purpose
in Parts II, III, IV & VI. Do not grade an officer between two shades i.e., between ‘Very
Good’ and ‘Good’ or ‘Average’ or Average and ‘Below Average’.
9. The Countersigning Officers should weigh remarks of the Reporting Officer against
his personal knowledge of the officer being reported upon compare him with other officers of the
same grade working under different Reporting Officers but under the same Countersigning
Officer and then give his overall assessment in Part VI and remarks in Part VII (a). In
certain categories of cases remarks of a second Countersigning Officer may also be required to be
recorded. The Establishment Division will identify such cases, from time – to - time and also
designate an officer as the Second Countersigning Officer for each category. The Second
Countersigning Officer will record his remarks in Part VII (b).
10. If the Countersigning Officer differs with the grading or remarks given (in parts other than
Part VI) by the Reporting Officer he should score it out and give his own grading in red ink. In
Part VI he is required to give his own assessment in addition to that of the Reporting Officer.
11. The Countersigning Officer should underline, in red ink, remarks which in his opinion
are adverse and should be communicated to the officer reported upon.
