RESTRICTED AIR FORCE ORDER BY AIR CHIEF MARSHAL ARUP RAHA PVSM AVSM VM...

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AIR FORCE ORDER BY

AIR CHIEF MARSHAL ARUP RAHA PVSM AVSM VM ADC

CHIEF OF THE AIR STAFF ---------------

NO. 12 / 2015 ----------------

AIR HEADQUARTERS

NEW DELHI, DAY THURSDAY, 12 FEBRUARY 2015 (Valid for 10 years from date of issue)

APPRAISAL REPORTS : AIRMEN AND NCs (E)

Appendices:- A Details of Revised AR Attributes and Attributes linked with Skill Level - Airmen

B Appraisal Report Warrant Officers

C Appraisal Report Warrant Officers (Sportsmen / Coaches)

D Appraisal Report Sgts

E Appraisal Report Sgts (Sportsmen / Coaches)

F Appraisal Report Cpl and below

G Appraisal Report Cpl and below (Sportsmen / Coaches)

H Transit Cover for Airmen

J Flying Data Proforma

K Counseling Register

L Executive Report Proforma Airmen

M Adverse Report Airmen

N Appraisal Reports NCs (E)

O Appraisal Report NCs(E) (Sportsmen)

AA Transit Cover for NCs(E)

AB Executive Report NCs(E)

AC Adverse Report NCs(E)

INTRODUCTION 1. Appraisal Report is an important document which provides useful information regarding an individual for various administrative and organisational

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requirements. Importance of impartial and objective assessment of each airman needs no emphasis. All IOs / ROs / SROs have a responsibility to assess their subordinates impartially and objectively.

AIM

2. The aim of this AFO is to lay down guidelines for raising Appraisal Reports of airmen and NCs(E).

SCOPE

3. This AFO covers the following:- (a) Part – l : Appraisal Reports - Airmen (b) Part - II : Appraisal Reports - NCs(E)

PART – I : AIRMEN

Introduction 4. This part of the AFO stipulates instructions for rendering Appraisal Reports in respect of airmen. 5. The number of attributes for all ranks have been revised and rationalised to 11 i.e. Professional (six attributes) and Behavioural (five attributes) to bring parity in assessment system of airmen. In order to make assessment more objective and render emphasis and recognition to professionalism, certain professional attributes have been linked with Skill Grade. The details of revised attributes and attributes linked with Skill Grade are placed at Appendix A. With the implementation of revised provisions, clubbing of tech and non-tech airmen and percentage guidelines has been discontinued. 6. The airmen have been placed in following three categories (based on Acting Paid / Substantive ranks) for the purpose of raising appraisal reports. The various AR forms for each category of airmen have been mentioned against each.

(a) Warrant Officers. (i) Warrant Officers are to be assessed on IAFF(P)-12 (AR-W). A specimen is placed at Appendix B.


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(ii) Warrant officers (Sportsmen & Coaches only) are to be assessed on IAFF(P)-12 (AR-W*). A specimen is placed at Appendix C.

(b) Sgts.

(i) Sgts are to be assessed on IAFF(P)-12 (AR-S). A specimen is placed at Appendix D. (ii) Sgts (Sportsmen & Coaches only) are to be assessed on IAFF(P)-12 (AR-S*). A specimen is placed at Appendix E.

(c) Cpls and below.

(i) Cpls and below are to be assessed on IAFF(P)-12 (AR-C). A specimen is placed at Appendix F. (ii) Cpls (Sportsmen & Coaches only) are to be assessed on IAFF(P)-12 (AR-C*). A specimen is placed at Appendix G.

Transit Cover 7. Transit Cover containing instructions and guidelines for completion of above mentioned AR forms for respective categories of Airmen is placed at Appendix H. The appraisal reports shall be rendered in accordance with the guidelines given in the Transit Cover as well as the instructions contained in this order. Purpose of Appraisal 8. The purpose of appraisal is to evaluate and record the performance of all airmen for: -

(a) Grant of Acting / Substantive Promotions.

(b) Selection of personnel for various postings.

(c) Honours and Awards including Honorary Commission.

(d) Courses, Deputation and Assignments Abroad.

(e) Extension of Service.

(f) Remustering.

(g) Commissioning.

(h) Award of GCB pay.

(j) Employment in other Government Organisations / Agencies.


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Occasions for Raising the Reports : Warrant Officers 9. The appraisal reports are to be raised for all Warrant Officers held on the posted strength (based on TORS) of a unit as on 01 Jul, on the following occasions: -

(a) Annual. Annual ARs are to be raised every year for the period from 01 Dec (previous year) to 30 Nov (current year). Annual Report is not required to be raised if a report has been rendered between 01 Jul and 30 Nov due to any of the reasons mentioned in succeeding sub paras (b) to (f).

(b) On Posting Out of the Appraisee. AR is to be raised on posting from one unit to another. If the date of TORS is after 01 Jul, the despatching unit is to raise the AR. The period of report in such cases will be from 01 Dec to the day prior to reporting to new unit and this will be considered as annual report. For the purpose of calculating period, enroute leave / joining time etc would be reckoned as part of stay in despatching unit. In case the date of TORS is on or before 01 Jul, the receiving unit is to raise the report. Care should be taken while raising AR in the following categories:-

(i) More than One Posting During Assessment Year. In case an appraisee is posted out and reports to a unit on or before 01 Jul and further posted out to another unit before 30 Nov, he should be assessed by the unit where he had longest stay during the assessment year. The period of report in such cases will be the period spent at that unit and this report will be considered as annual report. (ii) On Posting (Reporting through Transit Camp). In case an appraisee is posted out and reports to a transit camp on or before 01 Jul and his TORS at the receiving unit is after 01 Jul, his report is to be raised by the receiving unit provided he has served under IO for minimum period of three months. If required, raising the report can be delayed by an appropriate period to complete the three months period under the IO. (iii) On Deputation / Posting Abroad. In case an appraisee is attached to a transit unit e.g. AF Stn New Delhi / 3 Wing on or before 01 Jul, for pre-departure formalities, for onward routing on deputation / posting abroad, and the actual date of departure is after 01 Jul, his report is to be raised by the receiving unit provided he has served under the IO for a minimum period of three months. If required, raising of the report can be delayed by an appropriate period to complete the three months period. Similar procedure is to be followed on repatriation from deputation / posting abroad as well as on routing back to unit on cancellation of deputation / posting abroad.


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(c) On Posting out / Retirement of the IO. AR is to be raised on the posting out / retirement of the Initiating Officer, provided it takes place after 01 Jul. This report will be treated as annual. (d) On Discharge / Superannuation of the Appraisee. AR is to be raised on discharge / superannuation of the appraisee provided it takes place after 01 Jul. This report will be treated as annual. No AR is required to be raised in case appraisee proceeds on discharge / superannuation before 01 Jul. (e) Any Time the Reporting Officer Wishes to Render an Adverse Report. Adverse report may be raised when deterioration in the performance or conduct of the appraisee is observed by any of the reporting officers in the chain i.e. IO, RO or SRO. Adverse report may be initiated any time during the Annual appraisal period. The procedure for rendering the adverse report should meet provisions specified at paras 34 to 36 of this AFO. (f) When Specifically Called for by Air HQ / AFRO. This may be combined with the annual report if it falls within the due date of rendition of the annual report and annotated as such on the first page of the AR form.

Occasions for Raising the Reports : Sgts 10. The appraisal reports are to be raised for all Sgts held on the posted strength (based on TORS) of a unit as on 01 Apr, on the following occasions: -

(a) Annual. Annual ARs are to be raised every year for the period from 01 Sep (previous year) to 31 Aug (current year). Annual Report is not required to be raised if a report has been rendered between 01 Apr and 31 Aug due to any of the reasons mentioned in succeeding sub para (b) to (f). (b) On Posting Out of the Appraisee. AR is to be raised on posting from one unit to another. If the date of TORS is after 01 Apr, the despatching unit is to raise the AR. The period of report in such cases will be from 01 Sep to the day prior to reporting to new unit and this will be considered as annual report. For the purpose of calculating period, enroute leave / joining time etc would be reckoned as part of stay in despatching unit. In case the date of TORS is on or before 01 Apr, the receiving unit is to raise the report. Care should be taken while raising AR in the following categories:-

(i) More than One Posting During Assessment Year. In case appraise is posted out and reports to a unit on or before 01 Apr and further posted out to another unit before 31 Aug, he should be assessed by the unit where he had longest stay during the assessment year. The period of report in such cases will be the


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period spent at that unit and this report will be considered as annual report. (ii) On Posting (Reporting through Transit Camp). In case appraise is posted out and reports to a transit camp on or before 01 Apr and his TORS at the receiving unit is after 01 Apr, his report is to be raised by the receiving unit provided he has served under IO for minimum period of three months. If required, raising the report can be delayed by an appropriate period to complete the three months period under the IO. (iii) On Deputation / Posting Abroad. In case appraisee is attached to a transit unit e.g. AF Stn New Delhi / 3 Wing on or before 01 Apr, for pre-departure formalities, for onward routing on deputation / posting abroad, and the actual date of departure is after 01 Apr, his report is to be raised by the receiving unit provided he has served under the IO for a minimum period of three months. If required, raising of the report can be delayed by an appropriate period to complete the three months. Similar procedure is to be followed on repatriation from deputation / posting abroad as well as on routing back to unit on cancellation of deputation / posting abroad.

(c) On Posting out / Retirement of the IO. AR is to be raised on the posting out / retirement of the Initiating Officer, provided it takes place after 01 Apr. This report will be treated as annual. (d) On Discharge / Superannuation of the Appraisee. AR is to be raised on discharge / superannuation of the appraisee provided it takes place after 01 Apr. This report will be treated as annual. No AR is required to be raised in case appraise proceeds on discharge / superannuation before 01 Apr. (e) Any Time the Reporting Officer Wishes to Render an Adverse Report. Adverse report may be raised when deterioration in the performance or conduct of the appraisee is observed by any of the reporting officers in the chain i.e. IO, RO or SRO. The procedure for rendering the adverse report should meet provisions specified at paras 34 to 36 of this AFO. (f) When Specifically Called for by Air HQ / AFRO. This may be combined with the annual report if it falls within the due date of rendition of the annual report and annotated as such on the first page of the AR form.


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Occasions for Raising the Reports : Cpls and below 11. The appraisal reports are to be raised for all Cpls and below held on the posted strength (based on TORS) of a unit as on 01 Jan, on the following occasions: -

(a) Annual. Annual ARs are to be raised every year for the period from 01 Jun (previous year) to 31 May (current year). Annual Report is not required to be raised if a report has been rendered between 01 Jan and 31 May due to any of the reasons mentioned in succeeding sub para (b) to (f).

(b) On Posting Out of the Appraisee. AR is to be raised on posting from one unit to another. If the date of TORS is after 01 Jan, the despatching unit is to raise the AR. The period of report in such cases will be from 01 Jun to the day prior to reporting to new unit and this will be considered as annual report. For the purpose of calculating period, enroute leave / joining time etc would be reckoned as part of stay in despatching unit. In case the date of TORS is on or before 01 Jan, the receiving unit is to raise the report. Care should be taken while raising AR in the following categories:-

(i) More than One Posting During Assessment Year. In case appraise is posted out and reports to a unit on or before 01 Jan and further posted out to another unit before 31 May, he should be assessed by the unit where he had longest stay during the assessment year. The period of report in such cases will be the period spent at that unit and this report will be considered as annual report. (ii) On Posting (Reporting through Transit Camp). In case appraisee is posted out and reports to a transit camp on or before 01 Jan and his TORS at the receiving unit is after 01 Jan, his report is to be raised by the receiving unit provided he has served under IO for minimum period of three months. If required, raising the report can be delayed by an appropriate period to complete the three months period under the IO. (iii) On Deputation / Posting Abroad. In case appraisee is attached to a transit unit e.g. AF Stn New Delhi / 3 Wing on or before 01 Jan, for pre-departure formalities, for onward routing on deputation / posting abroad, and the actual date of departure is after 01 Jan, his report is to be raised by the receiving unit provided he has served under the IO for a minimum period of three months. If required, raising of the report can be delayed by an appropriate period to complete the three months. Similar procedure is to be followed on repatriation from deputation / posting abroad as well as on routing back to unit on cancellation of deputation / posting abroad.


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(c) On Posting out / Retirement of the IO. AR is to be raised on the posting out / retirement of the Initiating Officer, provided it takes place after 01 Jan. This report will be treated as annual. (d) On Discharge / Superannuation of the Appraisee. AR is to be raised on discharge / superannuation of the appraisee provided it takes place after 01 Jan. This report will be treated as annual. No AR is required to be raised in case appraise proceeds on discharge / retirement before 01 Jan. (e) Any Time the Reporting Officer Wishes to Render an Adverse Report. Adverse report may be raised when deterioration in the performance or conduct of the appraisee is observed by any of the reporting officers in the chain i.e. IO, RO or SRO. The procedure for rendering the adverse report should meet provisions specified at paras 34 to 36 of this AFO. (f) When Specifically Called for by Air HQ / AFRO. This may be combined with the annual report if it falls within the due date of rendition of the annual report and annotated as such on the first page of the AR form.

12. Airmen Posted to Training Institutes for Course of Instruction / Training. Airmen (Sgt and below) posted to training institute to undergo training will be assessed only for character on AR. No AR is to be raised for warrant officers undergoing training. 13. Appraisal of Non-Effective Airmen. Airmen on the posted strength of PHS on becoming non-effective due to AWL, Hospitalisation, Commissioning, Imprisonment etc. are not to be assessed. However, airmen on the strength of PHS due to deputations are to be assessed as applicable for other airmen. Chain of Reporting

14. The following chain of reporting for raising reports of all airmen shall be followed: -

(a) The IO for MWO / WO will be a Commissioned Officer, normally the Section Commander. The IO for JWOs will be WO IC Section (MWO / WO), who has been directly supervising / overseeing the work of the appraisee. The IO for Sgt and below will be the WO IC Section (MWO / WO / JWO) directly supervising / overseeing the work of the appraisee. In the absence of any warrant officer, the Officer IC Section will be the IO. The RO will be the officer senior to the IO and higher in the chain of command. The SRO will be the officer senior to RO and higher in the chain of command (in most cases he will be the CO/ Branch Head / Stn Cdr / AOC). In case Stn Cdr / AOC are not the SRO, but he wishes to make appraisal of an individual, he can do so as Next Senior Reviewing Officer


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(NSRO). Filling up of NSRO column is optional. However, grading awarded by SRO / NSRO will be final. (b) Airmen Posted to Lodger Unit and Working with Station Pool. The IO of an airman posted to a lodger unit and working in Station pool will be the Senior Most Warrant Officer / Officer directly supervising the appraisee. RO / SRO will be officer senior to IO / RO in the chain of command. (c) Airmen Posted to Inter-Service Organisations. In case of inter service organisations where a warrant officer (from IAF) is not available, IO will be a Commissioned Officer. Civilian Gazetted Officer himself will be the IO in respect of airmen working directly under him (not below the rank of Jt Dir / Dy Dir). RO / SRO will be officer senior to IO / RO in the chain of command. Following are not permitted to initiate a report:-

(i) JCO of Army and his equivalent from Navy.

(ii) Civilian Section Officer / Private Secretary.

(d) Airmen Posted to Civil Organisations. Airmen posted or deputed to civil organizations and wherever clarity on chain of reporting is required, AFRO shall specify the chain of reporting.

15. Chain of Reporting while on Attachment. To ensure that chain of reporting is well defined with approval of competent authority in respect of airmen working on attachment to non-service organisations under transient arrangements, the following system is to be adhered to:-

(a) Attachments of airmen to any unit / organisation / other civilian offices are not to be executed without approval of CO / Stn Cdr / AOC / Command HQ or AFRO, as applicable. (b) The competent authority sanctioning the attachment will mandatorily spell out the appraisal chain viz. IO / RO and SRO in respect of the individual for whom the sanction is being given. The concerned airman is to be intimated the chain of reporting during the period of assignment. (c) The CO / Stn Cdr / AOC will be responsible for initiation of correct ARs and adherence to appraisal chain for all airmen on posted strength.

16. While on Courses of Instruction. The chain of reporting for airmen posted to units to undergo training / courses will be as under:- (a) Posted to TIs for Training.

(i) IO - Instructor / Course Supervisor.


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(ii) RO - Course Supervisor / Officer Senior in chain of command. (iii) SRO - The officer senior to RO in chain of Command / CO.

(b) Posted to AF units for Undergoing Courses in Civil Institutes. The Adjutant of the unit will be the IO. The RO column is to be scored out and SRO will be the officer senior in chain of command.

17. Part IV. This part of the report is to be filled by the RO. He will give his remarks on primary and secondary duties of the appraisee based on his numerical assessments made in Para 11 and 12 of Part II. The reason for variation in numerical assessments, if any, shall be qualified by the RO in the pen picture.. 18. Part V. This part of the report is to be filled by the officer reporting in his capacity as SRO. The reason for variation in numerical assessments, if any, shall be qualified by the SRO in the pen picture. 19. Part VI. This part of the report may be filled by the Station Commander / Air Officer Commanding as NSRO, if he is not the SRO. Filling up this column is optional. NSRO column is to be filled up when NSRO is at variance / disagrees with SRO. In such cases he should mandatorily award numerical marks in all attributes specified under para 11 & 12 and sign below the grading column in Part II. The reason for variation in numerical assessments, if any, shall be qualified by the NSRO in the pen picture. 20. Part VII. This part of the report is to be filled by the Branch Head at Command HQ / PSO at Air HQ in respect of all ARs, which are either adverse or when specially called for review. 21. Sportsmen / Coaches. Airmen who are posted as sportsmen / coaches for Sports Duties (under SS Code) are to be assessed on AR forms specified for them. The chain of reporting will be as follows:-

(a) Sportsmen and coaches representing AF / Services / Nationals will be assessed by IO, RO & SRO at nodal centre where they are posted / attached. They are to be assessed on the basis of their proficiency / achievements in their respective field of sports. However, in the attributes under heading Behavoural Attributes, sportsmen / coaches are to be assessed independent of their performance in sports. All ARs of sportsmen / coaches are to be forwarded to AFSCB for completion of Part II (Para 11 to 13) & Part VII and onward submission to AFRO. (b) Command / Unit level sportsmen / coaches not held under SS code, are to be assessed for their performance in respective trade duties, with due weightage to their level of performance in sports, on relevant AR forms as applicable. AFSCB / Command SCBs are to ensure that notable achievements of such airmen are given in the form of a feedback to their


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parent units, so that necessary consideration is given by IO / RO / SRO, at the time of their assessment. In case of T/D or attachment exceeding five months, an Executive Report as specified at para 32 is to be obtained while raising the report. However, an airman would require to work in a unit for at least three months (including leave / T/D) excluding the period spent on Sports T/D). In case an airman is not available in a unit for a minimum period of three months due to sports T/D, then the AR is required to be initiated either by the coach or by the Warrant Officer / Officer-in-Charge under whom the appraisee has spent maximum period. (c) The reporting channel in case of AR for sportsmen / coaches is as follows: -

(i) Command / Unit level players

IO Coach / Warrant Officer / Officer under whom appraisee has spent maximum period.

RO Stn Sports Offr / Officer senior to the IO and higher in the chain of command.

SRO Secy, CSCB / Officer senior to RO and higher in the chain of command.

NSRO Chairman AFSCB / AOC / Stn Cdr of parent unit (optional).

(ii) Air Force / Services / National players

IO AF & above level coach (as applicable).

RO OIC Nodal centre / Stn Sports Offr (in case OIC Nodal centre is not detailed).

SRO Secretary / Jt Secy AFSCB.

NSRO Chairman AFSCB (Optional).

(iii) Command Coaches

IO OIC Nodal Centre / Stn Sports Officer (In case OIC Nodal Centre is not detailed).

RO Secretary, CSCB.



(iv) Air Force & above level Coaches

IO OIC Nodal Centre / Stn Sports Offr (In case of OIC Nodal Centre is not detailed).

RO / SRO

Jt Secy / Secy AFSCB.


Note :- Optional indicates at the discretion of AOC / Stn Cdr / Chairman AFSCB.


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General Instructions for Objective Appraisal 22. The career profile and progression of airmen, i.e. promotion, placement, training and career planning would depend upon the periodic assessments made on them. Responsibility of raising AR for a specific period is the responsibility of the appraisee. All appraisees are to generate AR online from AFRO website and sign on all the pages of the AR as applicable. In exceptional cases where access to AFRO website is not feasible, appraisee shall use the relevant AR forms placed at Appendix B to G (as applicable) and complete part –I of the AR. Airmen aircrew are to fill the flying data (as per Appendix J to this AFO) and attach with the AR form. All appraisers should ensure to have objective assessment of airmen placed under them. Following must be observed while raising the reports: -

(a) Assessment should be confined to the actual performance of the individual during the reporting period only. The appraisers must not be influenced by incidents or happenings outside the period of report.

(b) In all cases, minimum two levels of assessment should be available wherever three levels are not possible. In such cases the two levels would be those of IO & SRO with the RO column being left blank / scored out. Single level AR will NOT (R) NOT be accepted by AFRO. An IO cannot give IK report but RO or SRO can give IK report. However, both RO and SRO cannot give IK at the same time as minimum two levels of assessment should be available. In exceptional circumstances, if required, RO / SRO may delay the report for an appropriate period but not exceeding three months. In following cases the column meant for RO is to be scored out and the report is to be sent directly to the SRO:-

(i) IO is the CO himself.

(ii) IO is working directly under the Stn Cdr / AOC.

(c) AR-W / AR-W* is not to be raised in respect of the JWOs who attain their rank after 01 Jul. In these cases AR-S / AR-S* meant for Sgts will be raised. Similarly, AR-W / AR-W* pertaining to warrant officers is to be raised in respect of those Sgts who attain the rank of the JWO on or before 01 Jul. In these cases AR-S / AR-S* will not be raised. (d) AR-S / AR-S* is not to be raised in respect of the Sgts who attain their rank after 01 Apr. In these cases AR-C / AR-C* meant for Cpls will be raised. Similarly, AR-S / AR-S* pertaining to Sgts is to be raised in respect of those Cpls who attain the rank of the Sgt on or before 01 Apr. In these cases AR-C / AR-C* will not be raised.

(e) The numerical grading for an attribute is to be given in whole numbers on nine point rating scale provided for this purpose. Decimals or fractions will not be used in numerical grading. Transit cover is placed at Appendix H for reference.


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(f) There should normally be no occasion to rewrite or change the marks. However, in exceptional circumstances, if rewriting by any of the Reporting / Reviewing Officer becomes inescapable, then the numerical grading should be circled, fresh marks awarded and initialed by the same officer. Overwriting or use of whitener is prohibited.

23. Counselling Register. Performance counselling for all airmen shall be carried out once in every quarter of the appraisal period. A record of such counselling shall be maintained in a register (as per Appendix K), so that the past performance record of an individual in a unit is always available. It is essential that the records are maintained in the proper format for future reference. Strengths / limitations of an individual are to be brought to his notice. IO and RO should ensure strict compliance of conduct of counselling sessions and maintaining a record for the same. Maintaining a record of an individual’s performance is IO’s responsibility. These performance counselling registers will be checked by the visiting / inspection teams by DASI / DMI / DAI / Command HQ. The Performance counselling Register is to be maintained as a classified document.

24. Action on Refusal by Appraisee to Fill AR Form. Refusal by appraisee to complete Part-I of AR will invite disciplinary / administrative action which should be preceded by a Show Cause Notice (SCN). The IO will thereafter take the following actions: -

(a) Endorse in Red Ink on the first page of the report that APPRAISEE REFUSED TO FILL AND SIGN THE AR FORM. (b) Attach a copy of SCN issued to the individual concerned with the AR and forward to RO / SRO for completion of report.

Assessment of Character and General Behaviour (Sgt and Below) 25. Assessment of character and general behaviour is a very important part of the AR. An airman assessed less than Very Good automatically becomes ineligible for grant of GCB pay. Assessment of character also has a direct bearing on the career profile of an airman such as promotion, specialist courses, extension of service, remustering etc. Therefore, unless there are sufficient reasons to give lower assessment of character (i.e. Good or below), as specified at Para 22 to 27 below, airmen should normally be assessed as Very Good (V) in their character. Assessment of character and general behaviour are to be entered in the appropriate column in the following terms only:-

(a) Very Good to be written as V.

(b) Very Good* to be written as S.

(c) Good to be written as G.

(d) Fair to be written as F.


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(e) Indifferent to be written as I.

(f) Bad to be written as B.

26. The CO of an airman may assess an airman’s character as Very Good* once during his career although he might have been punished and such punishment has rendered him ineligible for V, but eligible for Good. This privilege is granted in order that an airman should not by one slip forfeit the rewards due, in an otherwise unblemished record. It will be allowed only if the CO is entirely satisfied with the behaviour, conduct and the work of the airman during the period for which the assessment is made, apart from the offence in question, and that the airman has not been assessed, lower than V on any previous occasion during his career. However, before awarding Very Good*, the eligibility criteria as mentioned above is to be ascertained by CO from AFRO. 27. S will be regarded as equivalent to V for all purposes. However, it is to be ensured by SRO that an airman does not receive this special consideration more than once during his service. 28. A higher character than Good will not be given to an airman, except as provided at para 22 above, if he is being discharged from service under the clause Services no longer required / unsuitable for retention in the IAF or if during the period for which his character is being assessed, he has been awarded any of the following punishments:-

(a) Reverted, reduced in rank or deprived of seniority for misconduct.

(b) Forfeiture of Good Conduct Badge.

(c) Sentenced to field punishment, detention or imprisonment (including imprisonment awarded by civil power) for period up to but not exceeding 20 days in aggregate.

29. A higher character than Fair will not be given to an airman, if during the period for which his character is being assessed, he has been sentenced to field punishments, detention or imprisonment (including imprisonment awarded by civil power) for 21 days or more but not exceeding 60 days in aggregate. 30. A higher character than Indifferent will not be given to an airman, if during the period for which his character is being assessed, he has been sentenced to field punishments, detention or imprisonment (including imprisonment awarded by civil power) for a period of 61 days or more in aggregate. 31. An airman holding the rank of Cpl or above will not be assessed as B in character on any occasion. NCOs awarded more than two red ink entries in the year of assessment should not be assessed higher than Fair but not lower than Indifferent. Character assessment B can be given to ACs and LACs only, if so warrant.


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Executive Reports 32. An Executive Report is required to be raised in case an appraisee is away on attachment / temporary duty (including sports T/D) or undergoing type training course at TETTRA / TTCU for a period exceeding five months. The format of Executive Report is given at Appendix L to this AFO. It is to be raised in two copies by the Warrant Officer / Officer under whom the appraisee has served during the period of attachment / temporary duty or course. The Executive Report will be reviewed by the officer who is higher in the chain of command to the Warrant Officer / Officer who raises the Executive Report. Thereafter, one copy of the Executive Report will be forwarded directly to AFRO and the other copy is to be dispatched to the CO of the parent unit of the individual who is to keep the contents of the Executive Report in mind while raising the Appraisal Report as and when due. The Executive Report is to be treated as Confidential and is to be attached with Appraisal Report by the parent unit. In case the Executive Report is adverse in nature, the procedure as stipulated in Para 34 to 36 below is to be followed. Adverse Reports 33. The following will be treated as adverse report: -

(a) Numerical Gradings. When awarded 2 or less marks in any of the attributes at Para 11 to 12 in Part II of Appraisal Report or if the grand total of attributes at Para 11 to 12 in Part II is less than 40 marks.

(b) Negative Remarks. Any unqualified remark / comment in the pen picture/ remarks column at Para 14 / 16 / 17 / 18 / 19 (Para 20 for sportsmen or coaches only) of the report, which conveys a definite and clear negative trait.

34. Action by Unit on Adverse Report. Following actions will be taken by the units before initiating an adverse report: -

(a) Issue warning letter as soon as the failings are observed, in order to give the individual a chance to improve himself well before the AR is due. The failings are also to be recorded in the performance counselling register by the IO. When failings are observed very near to the due date of rendition of the report, thereby denying reasonable time for issue of a warning and watching any improvement in appraisee, the rendition of the report may be delayed upto four weeks allowing time for the issue of warning letter and to ascertain improvement, if any, by such airman.

(b) If assessed Adverse, appraisee should have been given at least two warnings in the preceding 12 months. There should be a gap of at least one month between the two warnings, so as to give him an opportunity to improve his performance. The warning administered to the individual should be within the period of report.


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(c) If, at the time of rendition of the report, it is felt that the warning(s) received by the individual has / have been of no avail, Adverse Report as per Appendix M is to be raised. The same is to be specifically mentioned in the respective remarks column in AR by IO / RO / SRO / NSRO. (d) Appraisal Report of an appraisee adversely reported upon should contain copies of Adverse Report duly signed by the appraisee along with copy (s) of warning letters issued. In case, an appraisee who has been adversely reported upon refuses to sign the certificate, it should be annotated on the certificate in Red ink as follows:-

‘Appraisee refused to sign Adverse Report’.

(e) Adverse ARs when raised shall be processed through Command HQ (SPSO / CPSO) or Air HQ (ACAS / PSO as applicable) for review before submission to AFRO (CP Wing).

35. Action by RO / SRO / NSRO on Adverse Reports. If the overall assessment by the IO is adverse and the same is not notified to the appraisee, the RO must inform the IO and arrange for the appraisee to be notified in writing. The AR must be reviewed by the AOC / Stn Cdr / CO as SRO / NSRO. The RO and SRO / NSRO must scrutinise the reports and their enclosures to check the correctness of the adverse report and ensure that all actions as specified at para 34 above have been taken. In the covering letter to AFRO, details of disciplinary / administrative action taken / initiated against the individual are to be mentioned. 36. Action by Air HQ / Command HQ on Adverse Reports. On receipt of Adverse ARs from units, appropriate PSO at Air HQ (for units directly under Air HQ) / Comd HQ should scrutinize the reports and their enclosures to check the correctness of the adverse report and action taken by the unit. Part VII (of other than sportsmen) / VIII of sportsmen / coaches is to be completed by Air HQ / Comd HQ as applicable and forwarded to AFRO (CP Wing). In the covering letter Air HQ / Comd HQ as applicable will include the details of disciplinary / administrative action taken / initiated against the individual. Skill Level 37. Five of the professional attributes of Warrant Officers, four of Sgts and three of Cpls and below have been linked with skill level. IOs / ROs / SROs are to ensure that the peak grading envisaged for respective skill level is not to be exceeded while assessing an appraisee in such professional attributes. In case the actual demonstrated performance of the airman, in specified professional attributes, during the period of report is not commensurate with the skill level held, IO / RO / SRO may award lower numerical assessments and the same be justified in the pen picture. The modality in awarding marks in professional attributes linked with skill level is explained in suceeding sub-paragraphs.


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(a) USTAD. This is the highest rating of skill grade. Airmen with skill level USTAD may be assessed with 9 marks or lower in each of the professional attributes linked to skill grade.

(b) Skill A. The peak grading of assessment for airmen having Skill Grade A is 8. Airmen with skill level A may be assessed with 8 marks or lower in each of the professional attributes linked to skill grade.

(c) Skill B. The peak grading of assessment for airmen having Skill Grade B is 7. Airmen with skill level B may be assessed with 7 marks or lower in each of the professional attributes linked to skill grade. Such appraisee is to be counselled to upgrade his skill level. (d) Skill C. The peak grading of assessment for airmen having Skill Grade C and below is 6. Airmen with skill level C and below may be assessed with 6 marks or lower in each of the professional attributes linked to skill grade. Such appraisee is to be counselled to upgrade his skill level.

Note:- Flying Category A, B, C, D in respect of Airmen Aircrew shall be treated equivalent to Skill Level USTAD, A, B, C respectively, as applicable to ground duty airmen.

Grading 38. The performance in different attributes is graded on nine point rating scale. Guidance for graded description is given as part of Transit Cover for completion of respective AR forms. In order to achieve objectivity in appraisal process, it is mandatory that all appraisers use these standards as yardsticks for evaluation. Based on the total marks obtained by an appraisee as mentioned below, the grading will be as follows:-

(a) Airman who scores 85 to 99 marks is to be awarded the grading EXCEPTIONAL to be written as EX. (b) Airman who scores 70 to 84 marks is to be graded as ABOVE AVERAGE to be written as AA. (c) Airman who scores 60 to 69 marks is to be graded as HIGH AVERAGE to be written as HI AV. (d) Airman who scores 50 to 59 marks is to be graded as AVERAGE to be written as AV. (e) Airman who scores 40 to 49 marks is to be graded as BELOW AVERAGE to be written as BA. This grading will be given to an airman whose performance is below average.


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(f) Airman who scores 39 and below is to be graded as INFERIOR to be written as INF. This grading will imply that the individual’s retention in trade is questionable. In such case it is mandatory to take necessary action as per Para 263 and 264 of Regulations of Air Force 1964. This grading will be construed as an Adverse Report and Adverse Report is required to be raised as per Appendix M. It must be ensured that the procedure mentioned at para 34 to 36 above have been followed by the IO / RO / SRO before awarding this grade i.e. below 40 marks.

Transmission of ARs 39. Action by Parent Unit. The Adjutant will ensure that entries filled in Part-I are correct and column for medical category is completed with the date, duly signed by Medical Officer. The punishment(s) awarded during assessment year and the skill level obtained by an airman are recorded at appropriate column of the AR. Additionally, he is to scrutinize all the ARs and ensure that: -

(a) Entries filled by appraisee are correct before their transmission to obviate any discrepancy.

(b) The Appraisal reports duly completed in all respects are to be forwarded in a sealed cover marked Confidential and despatch to AFRO every year by the dates as mentioned against each: -

(i) Cpls and below – Latest by 30 Jun.

(ii) Sgts - Latest by 30 Sep

(iii) Warrant Officers - Latest by 31 Dec

(c) If due to unforeseen reasons any Appraisal Report has not been raised because of hospitalization / pre-release course or any other reason, units are to indicate such cases separately in the covering letter while forwarding the ARs to AFRO. It is to be ensured that airmen proceeding on annual leave, courses of long duration or T/D, submit their ARs to their respective Section Commanders / IOs, if due, before they proceed on leave / courses etc. i.e. Warrant Officer on or after 01 Jul, Sgts on or after 01 Apr and Cpls and below on or after 01Jan each year. (d) Blank Appraisal Reports or Insufficient Knowledge (IK) reports not assessed at minimum of two levels are not to be forwarded to AFRO. (e) ARs in respect of Warrant officers posted out during the period from 01 Jul to 30 Nov, Sgt between 01 Apr to 31 Aug and Cpls and below between 01 Jan to 31 May are completed by IO / RO / SRO and forwarded to AFRO at the earliest.


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(f) He is to ensure that no airman is left un-assessed. A fortnightly progress report from the month of Aug in respect of Cpls and below, Nov for Sgts and Feb for Warrant Officers should reach AFRO through Comd HQs by 15th & 25th of every month till submission of all ARs. The reports submitted to AFRO two months beyond the due date should be accompanied with a detailed delay report, fixing responsibility, if any.

40. Actions by Command / Air HQ. A Progress Report on all cases, where ARs have not been despatched to AFRO, is to be forwarded by Command HQ (SPSO / CPSO) / Air HQ ( PD / BCO) to AFRO as per the following: -

(a) First progress report to reach AFRO by 15th Jul for Cpls and below, 15th Oct for Sgts and 15th Jan of following year for Warrant Officers.

(b) Subsequent progress reports are to be forwarded to AFRO every fortnight till completion of all outstanding reports. (c) Command HQ / Air HQ is to forward the details of all cases wherein the ARs have been unduly delayed i.e. beyond three months from the due date.

Review of Assessment 41. A completed Appraisal Report is a confidential document. The report will not be shown to appraisee reported upon and no copies are to be made. Assessments made by a SRO / NSRO are independent of previous assessments given to an airman. Appeals from airmen to change the assessment on the plea that they had received higher assessments in the past will not be entertained by AFRO. Thus, ARs once submitted to Air Force Record Office are NOT (R) NOT to be recalled for a review at any level.

PART – II : NCs(E) Introduction 42. The Part-IV of AFO stipulates instructions for rendering Appraisal Reports in respect of NCs (E). The ARs are to be raised on following forms:- (a) IAFF(P)-12 (AR-N) - For NCs(E) placed at Appendix N.

(b) IAFF(P)-12 (AR-N*) -For NCs(E)(Sportsmen) placed at Appendix O.


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Transit Cover 43. The AR forms mentioned above are accompanied by appropriate Transit Cover which contains detailed instructions and guidelines for completion of reports. The Transit Cover is placed at Appendix AA. Appraisal reports will be rendered in accordance with the guidelines given in the Transit Cover as well as the instructions contained in this order. Purpose of Appraisal Report 44. The purpose of appraisal is to evaluate and record the performance of all NCs (E) for:-

(a) Promotion.

(b) Selection for various postings.

(c) Selection for deputation within and outside India.

(d) Recruitment as an airman.

(e) Grant of Honours & Awards.

(f) For employment in Civil / Govt offices.

Occasions for Raising the Report 45. The Appraisal reports are to be raised in respect of all NCs(E) held on the posted strength (based on TORS) of a unit as on 01 Aug on the following occasions :-

(a) Annual. Annual ARs are to be raised every year for the period from 01 Jan to 31 Dec. Annual report is not required to be raised if a report has been rendered between 01 Aug to 31 Dec due to any of the reasons mentioned in succeeding sub Paras (b) to (f).

(b) On Posting out of the Appraisee. AR is to be raised on posting from one unit to another. If the date of TORS is after 01 Aug, the despatching unit is to raise the AR. The period of report in such cases will be from 01 Jan to the day prior to reporting to new unit and this will be considered as annual report. Enroute leave / joining time etc would be counted as part of assessment period by the despatching unit. In case the date of TORS is on or before 01 Aug, the receiving unit is to raise the report. Care should be taken while raising AR in the following categories:-

(i) More than One Posting During Assessment Year. In case an NC (E) is posted out and reports to a unit on or before 01 Aug and further posted out to another unit before 31 Dec, he should be assessed by the unit where he had longest stay during the assessment year. The period of report in such cases will be the


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period spent at that unit and this report will be considered as annual report. (ii) On Posting (Reporting Through Transit Camp). In case an NC (E) is posted out and reports to a transit camp on or before 01 Aug and his TORS in the receiving unit is after 01 Aug, his report is to be raised by the receiving unit. (iii) On Deputation Abroad. In case an NC (E) is attached to a transit unit e.g. AF Stn New Delhi, 3 Wing etc., on or before 01 Aug, for pre-departure formalities, for onward routing on deputation / posting abroad, and the actual date of departure is after 01 Aug, his report is to be raised by the receiving unit provided he has served under the IO for a minimum period of three months. If required, raising of the report can be delayed by an appropriate period to complete the three months under the IO. Similar procedure is to be followed on repatriation from deputation / posting abroad as well as on routing back to unit on cancellation of deputation / posting abroad.

(c) On Posting out / Discharge of the IO. AR is to be raised on the posting out / retirement of the Initiating Officer, provided it takes place after 01 Aug. This report will be treated as annual.

(d) On Discharge / Superannuation of the Appraisee. AR is to be raised on discharge / superannuation of the appraisee provided it takes place after 01 Aug. This report will be treated as annual. No AR is required to be raised in case appraisee proceeded on discharge / superannuation before 01 Aug. (e) Any Time the Reporting Officer wishes to Render an Adverse Report. Adverse report may be raised when deterioration in the performance or conduct of the appraisee may be observed by any of the reporting officers in the chain i.e. IO, RO or SRO. The procedure for rendering the adverse report should meet provisions specified at paras 57 and 58 of this AFO. (f) When Specifically Called for by Air HQ / AFRO. This may be combined with the annual report if it falls within due date of rendition of the annual report and annotated as such on the first page of the AR form.

46. AR of Non-effective NCs(E). NCs(E) held on the posted strength of PHS on becoming non-effective due to AWL, Hospitalisation, Imprisonment, undergoing ab-initio training to become airman etc. are not to be assessed. However, NCs (E) held on the strength of PHS due to deputations are to be assessed as applicable for other NCs(E).


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Chain of Reporting 47. The IO for each appraisee will be the senior most Warrant Officer directly supervising / overseeing the work of the appraisee. In the absence of Warrant officers, the Officer IC Section will be the IO. The RO will be the officer senior to the IO and higher in the chain of command. The SRO will be the officer senior to RO and higher in the chain of command. However, if the AR is adverse in nature, then the AOC / Stn Cdr / CO must be SRO. An AR once initiated by an IO should be commented upon by the next officer in chain of command. 48. In all cases, minimum two levels of assessment should be available whenever three levels are not possible. In such cases the two levels would be those of IO & SRO with the RO column being left blank / scored out. Single level AR will NOT (R) NOT be forwarded to AFRO under any circumstances. 49. In case of inter service organisations where a warrant officer (from IAF) is not available, IO will be a Commissioned Officer. Civilian Gazetted Officer himself will be the IO in respect of NCs(E) working directly under him (not below the rank of Jt Dir / Dy Dir in case of Air HQ). Following are not permitted to initiate a report:-

(a) JCO of Army and his equivalent from Navy.

(b) Civilian Section Officer / Private Secretary.

50. AR of Sportspersons. Sportsmen representing AF / Services / National level are to be assessed on AR for sportsmen IAFF(P)-12(AR-N*) as per Appendix O to this AFO. The main aspects are as follows:-

(a) NCs(E) representing AF / Services / Nationals as sportspersons will be assessed by IO, RO and SRO at nodal centre where the individual is posted/ attached. They are to be assessed on the basis of their proficiency / achievements in the field of sports. However, in the attributes of ‘Drive & Determination’, ‘Turnout Bearing and Attitude to Military Life’, ‘Character, Honesty, Integrity and Loyalty’ the sportsmen are to be assessed independent of their performance in sports. All Sportsmen Appraisal Reports are to be forwarded to AFSCB for completion of Part IV and onward submission to AFRO.

(b) Command / Unit level sportsmen are to be assessed for their performance in their respective trade duties, with due weightage to their level of performance in sports, on the Appraisal Report format applicable to all NCs (E). AFSCB / Command SCBs are to ensure that notable achievements of such NCs (E) are given in the form of a feed-back to their parent units, so that necessary consideration is given by IO / RO / SRO, at the time of their assessment. In case of T/D or attachment exceeding five months, an Executive Report as specified at para 55 is to be obtained while raising the report. However, NC(E) would require to work in a unit for at least three months (including leave / T/D) excluding the period spent on


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Sports T/D). In case NC(E) is not available in a unit for a minimum period of three months, then the Appraisal Report is required to be initiated either by the coach or by the Warrant Officer / Officer under whom the appraisee has spent maximum period. (c) The reporting channel in case of Appraisal Report for Sportsmen is as follows: -

(i) For Command /Unit level Players

IO Coach / Warrant Officer under whom appraisee has spent maximum period.

RO Stn Sports Offr / Officer senior to the IO and higher in the chain of command.

SRO Secy, CSCB / Officer senior to RO and higher in the chain of command.

(ii) For Air Force / Services/ Nationals Players

IO AF & above level coach (as applicable).

RO OIC Nodal centre / Stn Sports Offr (in case OIC Nodal centre is not detailed).


(iii) For Command Coaches (if applicable)

IO OIC Nodal Centre / Stn Sports Officer (In case OIC Nodal Centre is not detailed).

RO Secretary, CSCB.


(iv) For AF & above level Coaches (if applicable)

IO OIC Nodal Centre / Stn Sports Offr (In case of OIC Nodal Centre is not detailed).

RO /SRO Jt Secy / Secy AFSCB.

(d) Specialisation. The Part III of Appraisal Report of NC(E) provides information on specialization in sports and level of participation.

General Instructions for Objective Appraisal 51. The career profile and progression of NCs(E) i.e. promotion, placement, training and career planning would depend upon the periodic assessments made on them. Responsibility of raising AR for a specific period is the responsibility of the appraisee. All appraisees are to generate AR online from AFRO website and sign on all the pages of the AR as applicable. In exceptional cases where access to AFRO website is not feasible, appraisee shall use the relevant AR forms placed at Appendix N and O (as applicable) and complete part –I of the AR. The Following must be observed while raising the reports: -

(a) Assessment should be confined to the actual performance of the individual during the reporting period only. The appraisers must not be influenced by incidents or happenings outside the period of report.


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(b) In all cases, minimum two levels of assessment should be available whenever three levels are not possible. In such cases the two levels would be those of IO & SRO with the RO column being left blank / scored out. Single level AR will NOT (R) NOT be accepted by AFRO. An IO cannot give IK report but RO or SRO can give IK report. However, both RO and SRO cannot give IK at the same time as minimum two levels of assessment should be available. In exceptional circumstances, if required RO / SRO may delay the report for an appropriate period but not exceeding three months.

(c) The numerical grading for an attribute is to be given in whole numbers on 10 point rating scale provided for this purpose. Decimals or fractions will not be used in numerical gradings. Transit cover is placed at Appendix AA for reference. (d) There should normally be no occasion to rewrite or change the marks. However, in exceptional circumstances, if rewriting by any of the Reporting / Reviewing Officer becomes inescapable, then the numerical grading should be circled, fresh marks awarded and initialled by the same officer. Overwriting or use of whitener is prohibited. (e) In case IO is posted out after 01 Aug of the year and there are no Warrant Officers in the chain of command, then the Officer-in-Charge having direct knowledge of the appraisee can become IO. In case, there is no other Warrant Officer / Officer-in-Charge, then the IO, before proceeding on posting is to raise the AR.

52. Action on Refusal by Appraisee to Fill AR Form. Refusal by appraise to complete Part I will invite disciplinary / administrative action which should be preceded by a SCN. The IO will thereafter take the following actions:-

(a) Endorse in Red Ink on the first page of the report that APPRAISEE REFUSED TO FILL AND SIGN THE AR FORM. (b) Attach a copy of SCN issued to the individual concerned with the AR and forward to RO / SRO for completion of report.

53. Specialisation. The Part III of Appraisal Report of NC (E) provides information on Specialization, Work Experience and Fitness for VIP Duties (other than sportsmen). NCs (E) are selected for various important assignments such as abroad posting, VIP duties etc., based on their specialized professional abilities and certain additional qualities. These are:- (a) Gardener

(b) Painter

(c) Carpenter

(d) Driver (Possesses driving license through service or civil)


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(e) Comn Sqn Duties

(f) In-flight Steward Duties

(g) Cook.

(i) Chinese Cook

(ii) Continental Cook

(iii) Any other (To be specified)

(h) Sportsman.

(i) Golfer

(ii) Cricketer

(iii) Any other sports (To be specified)

(j) Dog Handler

(k) Work Experience.

(i) Officers’ Mess

(ii) SNCOs’ Mess

(iii) Airmen Mess 54. The RO and SRO are also to award numerical grading at Part IV of AR. Executive Reports 55. An Executive Report is required to be raised in case an appraisee is away on attachment / temporary duty (including sports T/D) or undergoing a course for a period exceeding five months. The format of Executive Report is given at Appendix AB to this AFO. It is to be raised in two copies by the IO under whom the appraisee has served during the period of attachment / temporary duty or course. The Executive Report will be reviewed by the officer who is higher in the chain of command to the officer who raises the Executive Report. Thereafter, one copy of the Executive Report will be forwarded directly to AFRO and the other copy is to be dispatched to the CO of the parent unit of the individual who is to keep the contents of the Executive Report in mind while raising the Appraisal Report as and when due. The Executive Report is to be treated as Confidential and is to be attached with Appraisal Report by the parent unit. In case the Executive Report is adverse in nature, the procedure as stipulated in Para 56 to 58 below is to be followed. Adverse Reports 56. An AR will be treated as adverse report in respect of NCs (E) in case the appraisee is awarded ‘Below Average’ (less than total 42 marks) in attributes at Part IV of AR.


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57. Action by Unit on Adverse Report. Following action will be taken by the units before initiating adverse report in respect of an NC (E): - (a) Issue warning letter as soon as the failings are observed, in order to

give the individual a chance to improve himself well before the AR is due. When failings are observed very near to the due date of rendition of the report, thereby denying reasonable time for issue of a warning and watching any improvement in appraisee, the rendition of the report may be delayed by 3 to 4 weeks allowing time for the issue of a warning and watching its results. (b) If assessed ‘Below Average’ (below 42 marks), NC (E) should have been given at least two warnings in the preceding 12 months. There should be a gap of at least one month between the two warnings, so as to give him an opportunity to improve his performance. The warning administered to the individual should be within the period of report and not later.

(c) If, at the time of rendition of the report, it is felt that the warning(s) received by the individual has / have been of no avail, ‘Adverse Report’ as per Appendix AC is to be raised.

(d) Appraisal Report of an appraisee adversely reported upon should contain copies of Adverse Report duly signed by the appraisee along with copy (s) of warning letters issued. In case, an NC (E) who has been adversely reported upon refuses to sign the certificate, it should be annotated on the certificate in Red ink as follows :-

‘NC (E) refused to sign Adverse Report’.

58. Action by RO / SRO on Adverse Reports. If the overall assessment by the IO is adverse and the same is not notified to the appraisee, the RO must inform the IO and arrange for the appraisee to be notified in writing. The AR must be reviewed by the AOC / Stn Cdr / CO as SRO. The RO and SRO must scrutinise the reports and their enclosures to check the correctness of the adverse report and ensure that all actions as specified at para 57 above have been taken. In the covering letter to AFRO, details of disciplinary / administrative action taken / initiated against the individual are to be mentioned. Grading 59. The performance in different attributes is graded on 10 point rating scale. Guidance for graded description is given as part of Appendix AA (Transit Cover) for AR-N / AR-N*. In order to achieve objectivity in appraisal process, it is mandatory that all appraisers use these standards as yardsticks for evaluation. 60. Based on the total marks obtained by an NC (E) as mentioned below, the grading will be as follows :-


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(a) NCs(E) who score 81 to 100 marks are to be awarded the grading of EXCEPTIONAL to be written as EX. It must be ensured that this grading is awarded to an outstanding NC (E) both in natural capacity and efficiency in the performance of his duties. (b) NCs (E) who score 62 to 80 marks are to be graded as ABOVE AVERAGE to be written as AA. This grading is to be awarded to an NC (E) who is above the average in the qualities being assessed. (c) NCs (E) who score 42 to 61 marks are to be graded as AVERAGE to be written as AV. This grading is awarded to an NC (E) who performs his duties satisfactorily. (d) NCs(E) who score below 42 marks are to be graded as BELOW AVERAGE to be written as BA. This grading will be awarded to the NC (E) whose performance is below average. This grading will be construed as an Adverse Report and Adverse Report as per Appendix AC is to be raised. The procedure mentioned at 57 and 58 above should have been followed by the IO before awarding this grade i.e. below 42 marks.

Instructions for Adjutant 61. The Adjutant will ensure that Part I (Personal Data) and Part II (Medical Details / Punishment Entries) of Appraisal Report form are completed in all respect. 62. In case an NC(E) proceeds on attachment for course etc. and the period of attachment is likely to exceed beyond the date of submission of ARs, the individual be instructed to raise his Appraisal Report before proceeding on attachment and hand over to the Adjutant. This Appraisal Report is also to be sent along with other Appraisal Reports by 31 Jan each year. It is also to be ensured that no NC(E) is left un-assessed in the Unit / Stn.

CONCLUSION 63. Appraisal of personnel is important activity both from the point of view of the organization as well as the individual. The importance of fair and objective appraisal hence needs no emphasis. All appraisers must ensure that the appraisal system meets its purpose towards better human resource development. 64. Considering the technological advancement and relevant enhancement in the networking capabilities within the IAF, the format of ACR forms may be reviewed at this HQ with the approval of AOP on as required basis.


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65. The provisions stipulated in the AFO will be effective from the assessment

year 2015-16 onwards.

66. This AFO supersedes AFO 19/2011. Case No. Air HQ/40657/PA (CPC) (Arup Raha) Air Chief Marshal Chief of the Air Staff


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Appendix A (Refers to para 5 of AFO12/2015)

DETAILS OF REVISED AR ATTRIBUTES AND ATTRIBUTES LINKED WITH SKILL LEVEL - AIRMEN

1. Professional Attributes (Other Than Sportsmen).

Sl No. Warrant Officers

Sgts

Cpls and below

(a) Professional Competence

Level of Professional Knowledge


(b) Job Performance and Skill

Job Performance and Skill Level


(c) Leadership Qualities Co-operation and Team spirit

Co-operation and Team spirit

(d) Ability to impart knowledge

Care and Guidance of subordinates

Learning Aptitute

(e) Management of Resources

Utilization of Resources

Work Output

(f) Judgement and Decision Making

Communication Skill Communication Skill

2. Professional Attributes Airmen (Sportsmen).


Sgts

Cpls and below

(a) Coaching Ability and / or Professional Competence in Technique / Tactics of the Game

Knowledge of / Skill in the Game


(b) Performance and Skill Level in the games / Participation Level.

Performance / Achievement / Participation Level


(c) Physical Endurance / Sports Psychology

Physical Fitness / Endurance / Commitment / Sports Psychology

Physical Fitness / Endurance / Commitment

(d) Ability to Synergise Team Spirit, Confidence in the team and Mental Toughness.

Team / Sportsman Spirit / Drive & Determination

Team / Sportsman Spirit / Drive & Determination


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Utilisation of Resources


(f) Commitment towards game including selecting and grooming New Players / coaches.

Urge to Excel / Dedication towards Game

Dedication towards Game

3. Behavioural Attributes(For All Airmen Including Sportsmen).


Sgts

Cpls and below

(a) Integrity and Loyalty Honesty and Integrity

Honesty and Integrity

(b) Stability under stress Discipline, Appearance and Bearing

Discipline, Appearance and Bearing

(c) Human Relations Inter-personal relations

Inter-personal relations

(d) Initiative Initiative Reliability

(e) Motivating Ability Motivation Motivation

4. Professional Attributes Linked with Skill Level (Other Than Sportsmen).

Sl No. Warrant Officers Sgts Cpls and below




(b) Job Performance and Skill



(c) Ability to impart knowledge


Communication Skill

(d) Management of Resources

Communication Skill

(e) Judgement and Decision Making

5. Professional Attributes Linked with Skill Level (Sportsmen).

Sl No. Warrant Officers Sgts Cpls and below

(a) Coaching Ability and / or Professional Competence in Technique / Tactics of the Game



(b) Performance and Skill Level in the games / Participation Level.




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Physical Fitness / Endurance / Commitment / Sports Psychology

Physical Fitness / Endurance / Commitment

(d) Management of Resources

Utilisation of Resources

(e) Commitment towards game including selecting and grooming New Players / coaches.


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Appendix B (Refers to para 6 (a(i)) of AFO12 / 2015)

CONFIDENTIAL

(WHEN FILLED) IAFF (P) 12 (AR- W)

APPRAISAL REPORT: WARRANT OFFICERS (TO BE PRINTED ON BOTH SIDES OF THE PAGE)

From ________________ To _________________

Annual On Posting On Posting/ On Discharge/ Special

Retirement of IO Superannuation

PART I - PERSONAL DATA

1. (a) Full Name (in BLOCK CAPITAL letters)

(e) Decoration(s)/ Commendations (with year)

(b) Service Check Number Suffix

(c) Rank Date

Actg Paid ……. ……….

Sub ……. ……….

(d) Trade

2.(a) Date of Birth

(b) Date of Enrolment

(c) Date RE Expiry

(d) Parent Unit & Code

(e) Command (f) Date of Posting (TORS)

(g) Marital Status

(h) Edn Qualification (if POR taken)

QUALIFICATIONS / COURSES UNDERGONE

3. (a) Service Courses Date Completed (last 7 years)

(i) ……………………… …………………

(ii) ……………………… ………………..

(iii) …………………….. ………………..

(iv) …………………….. ………………..

(v) …………………….. ………………..

(vi) …………………….. ………………..

(vii) …………………….. ………………..

(b) Computer Literacy Level : Advance Basic Nil

(i) Service Courses Undergone Date Gained POR Taken

(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No

(ac) ………………………… …..……. Yes/No

(ii) Civil Courses Undergone Date Gained POR Taken

(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No

(ac) ………………………… …..……. Yes/No

4. Languages known (other than English) with examination passed

(a) Indian : (b) Foreign

5. (a) AFWWA Membership No. _______________

(b) Aadhar No. __________________________

6. Signature of Appraisee_____________ Date ___________

7. Medical Details :

(a) Height - (b) Weight - (c) Obesity Grade - (d) Medical Category - Date : Sig of Med Offr

8. Skill Level Details:

(a) Skill Level Grade - (Write appropriate skill level i.e. Ustad / A / B / C / D or E)

(b) Year of Passing - Date : Sig of Adjt

CONFIDENTIAL


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CONFIDENTIAL

2

Signature of Appraisee ……………………………… Service No. …………..........

SELF APPRAISAL (To be recorded by the Appraisee)

9. Give your Job Description (what you have been doing)

(a) Primary Duties: (State tasks being performed)

(b) Secondary Duties:

Signature of Appraisee ………………………………… Service No....……………....... Name in Block Capitals: …………………………………. Rank ………………..………...... Comments by the IO

Signature of IO ..............……………………………............. Service No....……………........ Name in Block Capitals: …………………………………….. Rank ………………..………......

CONFIDENTIAL


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CONFIDENTIAL

3

Signature of Appraisee …………………………………… Service No. …........……

RECORD OF PERFORMANCE COUNSELLING

10. (a) Dates on which the Performance Counselling was conducted for the appraisee during the

Appraisal period :- (i)______________(ii) ____________(iii) ____________(iv) ______________

(b) Details of strengths and limitations brought to the notice of the appraisee verbally or in writing during the counselling sessions.

Signature of Appraisee …………………………………..... Service No....……………...................

Name in Block Capitals: …………………………………….. Rank ………………..………....................

(To be signed after counselling)

Signature of IO .............…………………………………..... Service No....……………..................

Name in Block Capitals: …………………………………….. Rank ………………..………................... CONFIDENTIAL


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CONFIDENTIAL

4

Signature of Appraisee ………………………… Service No. ............………

PART II PERSONAL ASSESSMENT

Note:- (a) Give numerical grading between 1 to 9.

(b) No decimal / fractional grading is to be awarded. (c) The individual is to be assessed in the rank in which he is serving which is…....(To be filled by IO)

11. PROFESSIONAL ATTRIBUTES

Attributes Marks to be filled by

IO RO SRO NSRO (Optional)


(b) Job Performance & Skill Level

(c) Leadership Qualities

(d) Ability to Impart Knowledge


(f) Judgement and Decision making

Total Marks

12. BEHAVIOURAL ATTRIBUTES



(a) Integrity & Loyalty

(b) Stability under Stress

(c) Human Relation

(d) Initiative

(e) Motivating Ability

Total Marks

Grand Total (Para 11+12)

Grading

Signatures

13.

Fitness for Instructional Duties

IO Specially Suitable Suitable Unsuitable

RO Specially Suitable Suitable Unsuitable

SRO Specially Suitable Suitable Unsuitable

NSRO Specially Suitable Suitable Unsuitable

CONFIDENTIAL


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CONFIDENTIAL

5 Signature of Appraisee …………………………………… Service No. .... …………

PART III (TO BE FILLED BY IO)

14. Brief Pen Picture

(a) Job Performance on Primary Duty (Appointments held)

(b) Job Performance on Secondary Duties

(c) Personal Characteristics

15. Initiating Officer’s Certificate

(a) I certify that assessment on this report has been made from personal knowledge. During the period of report, he has served under me for _________ months.

(b) Flying data attached / Not Applicable. (In case of Airmen Aircrew only) Signature______________________Rank____________Name___________________________________ Service No.____________ ______ Appointment___________________ Unit______________ Date _____

CONFIDENTIAL


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CONFIDENTIAL

6

Signature of Appraisee …………………………………… Service No. ......………

PART IV (TO BE FILLED BY RO)

16. Remarks by Reviewing Officer (Not applicable if he himself has completed as IO in Part II & III)

Signature______________________Rank____________Name____________________________________

Service No.________________ Appointment________________ Unit______________ Date ________

PART V (TO BE FILLED BY SRO)

17. Remarks by Senior Reviewing Officer


Service No.____________ ______ Appointment_______________ Unit______________ Date _________

PART VI (MAY BE FILLED BY NSRO)

18. Remarks by Next Senior Reviewing Officer (Optional)


Service No.____________ ______ Appointment___________________ Unit___________ Date ________

CONFIDENTIAL


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CONFIDENTIAL

7

Signature of Appraisee …………………………………… Service No. ........…………

PART VII

19. Remarks by Air HQ/Command HQ (As applicable) (In case of Adverse Report. Refers to para 36 of AFO 12/2015)


Service No.____________ ______ Appointment___________________ Unit______________ Date _______

PART VIII (FOR OFFICIAL USE AT AFRO)

Total Marks Grading

Scrutiny by Checker (Sig): ______________Date______________ Ser No., Rank & Name___________________________________ Scrutiny by Supervisor (Sig): ____________Date______________ Ser No., Rank & Name___________________________________ Sig of Data Entry Opr : _________________Date ______________ Ser No., Rank & Name___________________________________ Sig of Verifier : ______________________Date ______________ Ser No., Rank & Name___________________________________

CONFIDENTIAL


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Appendix C (Refers to para 6 (a) (ii) of AFO 12 / 2015

CONFIDENTIAL (WHEN FILLED)

IAFF (P) 12 (AR – W*)

APPRAISAL REPORT: WARRANT OFFICERS (SPORTSMEN / COACHES) (TO BE PRINTED ON BOTH SIDES OF THE PAGE)

From ________________ To _________________

Annual On Posting On Posting/ On Discharge/ Special



1. (a) Full Name (in BLOCK CAPITAL letters) (e) Decoration(s)/ Commendations (with year)


(c) Rank Date

Actg paid……. ……….

Sub ……. ……….

(d) Trade

2.(a) Date of Birth (b) Date of Enrolment (c) Date RE Expiry (d) Parent Unit & Code

(e) Command

(f) Date of Posting (TORS)

(g) Marital Status



3. (a) Service Courses Date Completed (last 7 years)

(i) ……………………… …………………

(ii) ……………………… ………………..

(iii) …………………….. ………………..

(iv) …………………….. ………………..

(v) …………………….. ………………..

(vi) …………………….. ………………..

(vii) …………………….. ………………..



(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No

(ac) ………………………… …..……. Yes/No


(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No

(ac) ………………………… …..……. Yes/No


(a) Indian : (b) Foreign :

5. (a) AFWWA Membership No. ____________

(b) Aadhar No. ________________________

6. Signature of Appraisee___________ Date ___________



8. Skill Level Details:



CONFIDENTIAL


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CONFIDENTIAL

2

Signature of Appraisee …………………………………… Service No. . …………

SELF APPRAISAL

(To be recorded by the Appraisee)

9. Give your Job Description (what you have been doing)

(a) Primary Duties: (State tasks being performed)

(b) Secondary Duties:

Signature of Appraisee …………………………………................Service No....……………........ Name in Block Capitals: …………………………………….............Rank ………………..………...... Comments by the IO

Signature of IO …………………………………............................ Service No....……………........

Name in Block Capitals: ……………………………………............. Rank ………………..………......

CONFIDENTIAL


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CONFIDENTIAL

3

Signature of Appraisee …………………………………… Service No... …………

RECORD OF PERFORMANCE COUNSELLING

10. (a) Dates on which the Performance Counselling was conducted for the appraisee during

the Appraisal period :-

(i)______________(ii) _______________ (iii) _______________ (iv) ______________

(b) Details of strengths and limitations brought to the notice of the appraisee verbally or in writing during the counselling sessions.

Signature of Appraisee …………………………………..... Service No....……………..................

Name in Block Capitals: …………………………………….. Rank …………..………........................

(to be signed after counselling)

Signature of IO ………………………………….................. Service No....……………...................

Name in Block Capitals: …………………………………….. Rank ………………..………....................

CONFIDENTIAL


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CONFIDENTIAL

4

Signature of Appraisee …………………………………… Service No. .........………


Note :- (a) Give numerical grading between 1 to 9.

(b) No decimal / fractional grading is to be awarded. (c) The individual is to be assessed in the rank in which he is serving which is…...(To be filled by IO)



IO RO SRO NSRO (Optional) AFSCB

(a) Coaching Ability and / or Professional competence in Technique / Tactics of the Game

b) Performance and Skill in the Games / Participation Level


(d) Ability to synergise Team Spirit, Confidence in the team and Mental Toughness


(f) Commitment towards game including selecting and grooming new players / coaches

Total Marks




AFSCB

(a) Integrity & Loyalty

(b) Stability Under Stress

(c) Human Relations

(d) Initiative

(e) Motivating Ability

Total Marks

Grand Total Marks (Para 11 + 12)

Grading

Signature

13.

Fitness for Coach Duties





AFSCB Specially Suitable Suitable Unsuitable

CONFIDENTIAL


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CONFIDENTIAL 5

Signature of Appraisee …………………………………… Service No. ...........………


14. Brief Pen Picture

(a) Job Performance on Primary Duty (Appointments held)

(b) Job Performance on Secondary Duties

(c) Personal Characteristics

15. Initiating Officer’s Certificate and Remarks

I certify that assessment on this report has been made from personal knowledge. During the period of report, he has served under me for _________ months.

Signature______________________Rank____________Name___________________________________

Service No.____________ ______ Appointment___________Unit______________Date ________

CONFIDENTIAL


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CONFIDENTIAL

6

Signature of Appraisee …………………………………… Service No. ……......……


16. Remarks by Reviewing Officer (Not applicable if he himself has completed as IO in Part II & III)


Service No.____________ ______ Appointment_________________Unit______________Date ________


17. Remarks by Senior Reviewing Officer


___

Service No.____________ ______ Appointment________________Unit______________ Date _________



Signature______________________Rank____________Name__________________________________

Service No.____________ ______ Appointment_____________Unit______________ Date _________

CONFIDENTIAL


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CONFIDENTIAL

7 Signature of Appraisee …………………………………… Service No. ….....…….

PART VII (TO BE FILLED BY AIR FORCE SPORTS CONTROL BOARD)

19. Remarks by AFSCB


___

Service No.____________ ______ Appointment__________________Unit______________ Date ________

PART VIII



Service No.____________ ______ Appointment___________________Unit_____________Date ________

PART IX (FOR OFFICIAL USE AT AFRO)

Total Marks Grading

Scrutiny by Checker (Sig): ______________Date______________

Ser No., Rank & Name___________________________________

Scrutiny by Supervisor (Sig): ____________Date______________

Ser No., Rank & Name___________________________________

Sig of Data Entry Opr : _________________Date ______________

Ser No., Rank & Name___________________________________

Sig of Verifier : ______________________Date ______________

Ser No., Rank & Name___________________________________

CONFIDENTIAL


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Appendix D (Refers to para 6 (b) (i) of AFO 12 / 2015)


IAFF (P) 12 (AR – S) APPRAISAL REPORT: SGTs

(TO BE PRINTED ON BOTH SIDES OF THE PAGE)

From ________________ To _________________ Annual On Posting On Posting/ On Discharge/ Special





(c) Rank Date Actg ……. ……….

Sub ……. ……….

(d) Trade


(e) Command


(g) Marital Status



3. (a) Service Courses Date Completed

(last 7 years) (i) ……………………… …………………

(ii) ……………………… ………………..

(iii) …………………….. ………………..

(iv) …………………….. ………………..

(v) …………………….. ………………..

(vi) …………………….. ………………..



(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No

(ac) ………………………… …..……. Yes/No


(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No




(b) Aadhar No. ____________________________

6. Signature of Appraisee-------------Date -------------

----

DETAILS OF MEDICAL / CHARACTER / PUNISHMENT ENTRIES / SKILL LEVEL



8. Assessment of Character & General Behaviour - (To be written as V / S / G / F / I / B) 9. Punishment (s) awarded during assessment year:- (a) Red Ink Entries (b) Black Ink Entries 10. Skill Level Details:



CONFIDENTIAL


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CONFIDENTIAL

2 Signature of Appraisee …………………………………… Service No. .......…………

PART II

PERSONAL ASSESSMENT

DUTIES EMPLOYED ON

(To be filled by IO)


(b) No decimal / fractional grading is to be awarded. 11. PROFESSIONAL ATTRIBUTES

Attributes (Numerical grading for each attribute are to be filled-in as per graded description)

Marks to be filled by


(a) Level of Professional Knowledge


(c) Co-Operation & Team Spirit

(d) Care & Guidance of Subordinates

(e) Utilisation of Resources

(f) Communication Skill



(a) Honesty & Integrity

(b) Discipline, Appearance & Bearing

(c) Inter Personal Relations

(d) Initiative

(e) Motivation

Total Marks


Grading

Signatures

13.






CONFIDENTIAL


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CONFIDENTIAL

3

Signature of Appraisee …………………………………… Service No. …….........…

PART III (TO BE FILLED BY IO) 14. Remarks by IO



(b) Flying data attached / Not -Applicable. (In case of Airmen Aircrew only) (c) Dates on which the Performance Counselling was conducted for the appraisee during

the Appraisal period :-

(i)______________(ii) _______________ (iii) _______________ (iv) ______________


Service No.____________ ______ Appointment________________ Unit______________ Date ________

PART IV (TO BE FILLED BY RO) 16. Remarks by RO


Service No.____________ ______ Appointment_______________ Unit______________ Date _________

PART V (TO BE FILLED BY SRO) 17. Remarks by SRO


Service No.____________ ______ Appointment________________ Unit______________ Date ________

CONFIDENTIAL


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CONFIDENTIAL

4

Signature of Appraisee …………………………………… Service No. …………




Service No.____________ ______ Appointment_______________Unit______________ Date _________

PART VII



Service No.____________ ______ Appointment_______________Unit______________ Date ________

PART VIII

(FOR OFFICIAL USE AT AFRO)

Total Marks : Grading :

Scrutiny by Checker (Sig):_______________Date______________ Ser No., Rank & Name___________________________________ Sig of Data Entry Opr : ________________Date ______________ Ser No., Rank & Name___________________________________ Sig of Verifier: _____________________Date ______________ Ser No., Rank & Name___________________________________

CONFIDENTIAL


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Appendix E (Refers to para 6 (b) (ii) of AFO12 / 2015)


IAFF (P) 12 (AR –S*)

APPRAISAL REPORT : SGTs (FOR SPORTSMEN / COACHES) (TO BE PRINTED ON BOTH SIDES OF THE PAGE)

From ________________ To ________________ Annual On Posting On Posting/ On Discharge/ Special





(c) Rank Date Actg ……. ………. Sub ……. ……….

(d) Trade

2.(a) Date of Birth

(b) Date of Enrolment

(c) Date RE Expiry

(d) Parent Unit & Code

(e) Command


(g) Marital Status




(last 7 years)

(i) ……………………… …………………

(ii) ……………………… ………………..

(iii) …………………….. ………………..

(iv) …………………….. ………………..

(v) …………………….. ………………..

(vi) …………………….. ………………..

(vii) …………………….. ………………..



(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No

(ac) ………………………… …..……. Yes/No


(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No




(b) Aadhar No. ________________________

6. Signature of Appraisee-------------Date -----------------






(b) Year of Passing -

Date : Sig of Adjt

CONFIDENTIAL


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CONFIDENTIAL

2

Signature of Appraisee ……………………………… Service No. …..........……


DUTIES EMPLOYED ON




Attributes (Remarks for each attribute are to be filled-in as per graded description)



(a) Knowledge of / Skill in the Game

(b) Performance / Achievement / Participation level

(c) Physical Fitness / Endurance / Commitment / Sports Psychology

(d) Team /Sportsman Spirit / Drive & Determination /


(f) Urge to Excel / Dedication towards Game


13.

Fitness for Coach Duties






CONFIDENTIAL





(d) Initiative

(e) Motivation

Total Marks

Grand Total (Para 11 +12)

Grading

Signatures


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CONFIDENTIAL

3 Signature of Appraisee …………………………………… Service No. …........……


14. Remarks by IO



(b) Dates on which the Performance Counselling was conducted for the appraisee during the Appraisal period :-

(i)______________(ii) _______________ (iii) _______________ (iv) ______________


Service No.____________ ______ Appointment_________________Unit______________ Date ________


16. Remarks by RO


Service No.____________ ______ Appointment________________Unit______________Date ________


17. Remarks by SRO


Service No.____________ ______ Appointment_________________Unit_____________ Date _________




Service No.____________ ______ Appointment__________________Unit______________Date ________

CONFIDENTIAL


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CONFIDENTIAL

4





Service No.____________ ______ Appointment__________________Unit_____________Date _________

PART VIII

20. Remarks by Air HQ / Command HQ (As applicable) (In case of Adverse Report. Refers to para 36 of AFO 12/2015)



PART IX

(FOR OFFICIAL USE AT AFRO)


Scrutiny by Checker (Sig):_______________Date______________ Ser No., Rank & Name___________________________________ Sig of Data Entry Opr : ________________Date ______________ Ser No., Rank & Name___________________________________ Sig of Verifier : _____________________Date ______________ Ser No., Rank & Name__________________________________

CONFIDENTIAL


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CONFIDENTIAL

(WHEN FILLED) Appendix F (Refers to para 6 (c) (i) of AFO 12 / 2015)

IAFF (P) 12 (AR–C) APPRAISAL REPORT : CPL & BELOW

(TO BE PRINTED ON BOTH SIDES OF THE PAGE)

From ________________ To _________________ Annual On Posting On Posting/Retirement of IO On Discharge Special





(d) Trade


(e) Command


(g) Marital Status




(last 7 years) (i) ……………………… …………………

(ii) ……………………… ………………..

(iii) …………………….. ………………..

(iv) …………………….. ………………..

(v) …………………….. ………………..

(vi) …………………….. ………………..



(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No

(ac) ………………………… …..……. Yes/No


(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No




(b) Aadhar No. _______________________

6. Signature of Appraisee-------------------Date ---------------







CONFIDENTIAL


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CONFIDENTIAL

2 Signature of Appraisee …………………………………… Service No. …...........……


DUTIES EMPLOYED ON



(b) No decimal / fractional grading is to be awarded.


Attributes (Numerical grading for each attribute are to be filled-in as per graded description)



(a) Level of Professional Knowledge


(c) Co-Operation & Team Spirit

(d) Learning Aptitude

(e) Work Output







(d) Reliability

(e) Motivation

Total Marks


Grading

Signature

13.






CONFIDENTIAL


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CONFIDENTIAL

3

Signature of Appraisee …………………………………… Service No. .......………




(b) Dates on which the Performance Counselling was conducted for the appraisee during the Appraisal period :-

(i)______________(ii) _______________ (iii) _______________ (iv) ______________




16. Remarks by RO


Service No.____________ ______ Appointment_________________Unit______________Date _________


17. Remarks by SRO


Service No.____________ ______ Appointment__________________Unit_____________Date _________

CONFIDENTIAL


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CONFIDENTIAL

4

Signature of Appraisee …………………………………… Service No. .....………





PART VII




PART VIII (FOR OFFICIAL USE AT AFRO)


Scrutiny by Checker (Sig):_______________Date______________ Ser No., Rank & Name___________________________________ Sig of Data Entry Opr : ________________Date ______________ Ser No., Rank & Name___________________________________ Sig of Verifier : _____________________Date ______________ Ser No., Rank & Name______________________________

CONFIDENTIAL


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Appendix G (Refers to para 6 (c) (ii) of AFO 12 / 2015)

CONFIDENTIAL

(WHEN FILLED) IAFF (P) 12 (AR – C*)

APPRAISAL REPORT: CPL & BELOW (SPORTSMEN / COACHES) (TO BE PRINTED ON BOTH SIDES OF THE PAGE)

From ________________ To _________________ Annual On Posting On Posting/Retirement of IO On Discharge Special





(d) Trade


(e) Command


(g) Marital Status




(last 7 years) (i) ……………………… …………………

(ii) ……………………… ………………..

(iii) …………………….. ………………..

(iv) …………………….. ………………..

(v) …………………….. ………………..

(vi) …………………….. ………………..



(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No

(ac) ………………………… …..……. Yes/No


(aa) ………………………… …..……. Yes/No

(ab) ………………………… …..……. Yes/No



5. (a) AFWWA Membership No. ______________

(b) Aadhar No. ________________________

6. Signature of Appraisee-------------------Date -----------------







CONFIDENTIAL


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CONFIDENTIAL

2 Signature of Appraisee …………………………………… Service No. …......………


DUTIES EMPLOYED ON







AFSCB

(a) Knowledge of /Skill of the game

(b) Performance/ Achievement / Participation level

(c) Physical Fitness/Endurance/ Commitment

(d) Team / Sportsman Spirit / Drive & Determination


(f) Dedication towards Game





AFSCB

(a) Honesty and Integrity



(d) Reliability

(e) Motivation

Total Mark


Grading

Signatures

13. Fitness for Coach duties IO Specially Suitable Suitable Unsuitable





CONFIDENTIAL


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CONFIDENTIAL

3

Signature of Appraisee …………………………………… Service No. ….....………



(a) I certify that assessment on this report has been made from personal knowledge. During the period of report, he has served under me for _________ months. (b) Dates on which the Performance Counselling was conducted for the appraisee during the Appraisal period :-

(i)______________(ii) _______________ (iii) _______________ (iv) ______________

Signature______________________Rank____________Name_________________________________

Service No.____________ ______ Appointment_______________Unit______________ Date ________


16. Remarks by RO

Signature______________________Rank____________Name_________________________________

Service No.____________ ______ Appointment______________Unit______________ Date ________


17. Remarks by SRO


Service No.____________ ______ Appointment________________Unit______________ Date ________




Service No.____________ ______ Appointment________________Unit____________ Date _________

CONFIDENTIAL


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CONFIDENTIAL

4




Signature______________________Rank____________Name_______________________________

Service No.____________ ______ Appointment___________Unit______________ Date _________

PART VIII

20. Remarks by Air HQ / Command HQ (As applicable) (In case of Adverse Report. Refers to para 36 of AFO 12/2015)

Signature______________________Rank____________Name_______________________________

Service No.____________ ______ Appointment____________Unit______________ Date _____

PART IX (FOR OFFICIAL USE AT AFRO)


Scrutiny by Checker (Sig):_______________Date______________ Ser No., Rank & Name___________________________________ Sig of Data Entry Opr : ________________Date ______________ Ser No., Rank & Name___________________________________ Sig of Verifier : _____________________Date ______________ Ser No., Rank & Name______________________________

CONFIDENTIAL


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Appendix H (Refers to para 7 of AFO 12 / 2015

TRANSIT COVER AND INSTRUCTIONS FOR COMPLETION OF APPRAISAL REPORTS

Introduction

1. The purpose of these instructions is to provide the appraisee and the appraiser an aide-memoire when completing the Appraisal Report. It has been sequenced in order to maintain continuity in filling the information in the AR form. The appraisal report will be a record of the appraisee’s ability and performance. AR is an extremely important document which forms the basis for assessing the training and development needs of the appraisee and for determining his suitability for promotion, placements, courses, deputation, extension of service etc. It is a matter of vital importance to the organisation as well as the appraisee on whom the report is raised. It is therefore emphasised that the report be completed with utmost care and attention and in an objective and unbiased manner. 2. To do justice to this task, the appraiser should undertake this exercise when he is free from the pressures of routine work and strains/ stress, and can devote undivided attention to the evaluation of appraisee’s performance. It should be the endeavour of each appraiser to present the truest possible picture of the appraisee with regard to his performance, conduct, behaviour and potential, keeping in mind the distinction between what is fact and what is opinion.

General Instructions

3. From the time the entries are made at Part I of the Form, the report is to be treated as Confidential at all stages of completion and transit. AR is to be generated online through IPIS from AFRO website and printed on both side of the page. A cross mark (X) is to be made in the appropriate box against the occasion for the report as per following:- (a) Annual

(b) On Posting

(c) On Posting / Retirement of IO

(d) On Discharge / Superannuation

(e) Special 4. At the time of receiving appropriate AR form from the appraisee, IO will check that the appraisee has correctly filled all the details including signature at all applicable places in the AR. He will also ensure that medical details are


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completed by Medical Officer, and the Adjt completes (with signature) assessment of character and trade proficiency (in respect of Sgt and below only), details of red / black ink entries and Skill Level at appropriate places in AR. IO should, for ARs of Warrant Officers, also verify the correctness of Primary / Secondary duties mentioned by appraisee and comment upon the self-appraisal, clearly indicating as to whether he agrees or disagrees with the appraisee. 5. An IO will not initiate an Appraisal report unless the appraisee has worked under him / her for a minimum period of at least three months. Period spent on leave / T/D by IO or appraisee is to be counted for reckoning the period of three months. An IO is not to write Insufficient Knowledge (IK). However, if the IO feels that due to his / her own absence or the absence of appraisee, he / she does not have sufficient knowledge about the performance of the individual, then he / she may delay the report till the appraisee completes three months under IO. IO is to certify his assessment at Para 15 of Part III of the report. 6. Assessment should be confined to the appraisee’s performance during the period of report only. Incidents and happenings outside the period of report should not influence the appraisers while making the assessment. The IO should give specific remarks on the job performance on primary duties and personal characteristics (behavioural aspects). Performance in secondary duties, if any, is also to be commented upon. 7. The standard against which an appraisee is to be evaluated upon in different attributes is provided in the graded description of attributes of respective category of airmen separately at the end of this Transit Cover. An appraisee’s performance / behaviour should be assessed against the prescribed standard and then recorded in the report. 8. Once the evaluation has been made for each attribute, it is suggested that the Appraisal Report be kept aside for a day or so, after which the evaluation be reviewed. With the benefit of this second sober thought approach, the appraisers may re-assess some of their previous evaluation which in turn should result in a more accurate and objective appraisal.The assessment on professional attributes linked with skill grade shall be strictly as per Para 37 of the AFO. 9. The remarks in the pen-picture should be commensurate with the numerical grading given at Para 11 and 12 of the report. The pen picture in respect of Warrant Ranks and remarks in respect of Sgts and below should be written in a free and frank manner. Any variation in numerical grading by the RO / SRO should be qualified in the pen picture. 10. The numerical grading for an attribute is to be given in whole numbers on nine point rating scale provided for this purpose. Decimals or fractions will not be used in numerical grading. Numerical grading awarded are to be justified in remarks column provided under each attribute. 11. There should normally be no occasion to rewrite or change the numerical grading. However, in exceptional circumstances, if rewriting by any of


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the reporting / reviewing officer becomes inescapable, then the numerical grading should be circled, fresh grading awarded and initialled by the same officer. Overwriting or use of whitener is prohibited. 12. The suitability of the appraisee for Instructional Duties should be mentioned in the AR. The numerical grading awarded in the attribute Ability to Impart Knowledge in respect of Warrant Officers and Communication Skills in respect of Sgts and below would have a direct bearing in deciding the suitability of the appraisee for Instructional Duties. Similarly, for sportsmen and coaches, Coaching Ability and / or Professional Competence in Technique / Tactics of the Game (in respect of warrant officers) and Knowledge / Skill in the Game (in respect of sgts and below) would have a direct bearing in deciding the suitability of the appraisee for Instructional Duties. The performance of the appraisee during any service course undergone in the reporting period should also be factored in for this purpose. Unsuitability for Instructional Duties does not constitute an adverse report. 13. Dates of performance counselling must be mentioned in the AR. The appraisee is to be counselled by IO and details of strength and limitations intimated to him verbally or in writing must be mentioned by the IO and signature of appraisee is to be obtained at appropriate place. After counselling, IO should also sign at appropriate place. Part I - Personal Data 14. Appraisee is to ensure the correctness of the following details while downloading form from the AFRO website prior to printing the same:-

(a) Service No. and Name. (b) Rank & Trade.

(c) Substantive and Acting ranks held with the respective dates in DD MON YY format (e.g. 02 Oct 09) are reflected correctly.

(d) Commendations, if any, are recorded correctly followed by month and year of the award.

(e) Name of Unit / Command.

(f) In date of posting column, TORS date should be mentioned. (g) Marital status should be clearly mentioned as Married / Single /

Widower / Divorcee.

(h) Higher Education Qualification to be written as MA / B Sc / BA / Intermediate / Matric etc.


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(j) Service courses undergone during past seven years only are to be mentioned with month & year of completion e.g. MCF IL-76 - Oct 99. However, computer courses are to be mentioned irrespective of date undergone. (k) Languages known with examination passed are to be written clearly as Indian – Hindi, Punjabi etc. and Foreign as Chinese, Russian etc. English is NOT to be mentioned in any of these categories. (l) AFWWA membership No. is to be mentioned in respect of married airmen whose wives are members of AFWWA. (m) Aadhar Number of the airman, if available, is to be mentioned.

15. The appraisee is to sign at para 6 of AR form and also on top of each page of the report mentioning his service number. 16. The medical details are to be completed by SMO / MO of Wg / Stn / Unit mentioning requisite details. 17. Self-Appraisal in respect of Warrant Officers. The appraisee has to give job description of his primary as well as secondary duties at appropriate column. Appraisee must clearly mention the primary/ basic duties which have been performed by him during the assessment year. Secondary duties, if any, e.g. CMC, WO IC billets, etc. are to be mentioned accordingly. Appraisee must mention the training courses he would like to undergo based on service seniority and level of performance. Appraisee is to sign mentioning his service number, name and rank at the appropriate column below the self-appraisal. Part II – Personal Assessment 18. IO should award numerical grading between 1 to 9 in each attribute considering the performance of the appraisee after referring the guidelines given in Graded Description for attributes. IO is to ensure that while awarding numerical grading in professional attributes linked with skill level, provisions of para 37 of the AFO are followed. Totalling of numerical grading should be mentioned at the end of each place provided for this purpose. The Grand Total and commensurate Grading (e.g. EX / AA / HI AV / AV / BA / INF) should be written. 19. Fitness for instructional / coach duties (in case of sportsmen) should be ticked () in appropriate column. Part III – Pen Picture & Remarks by IO 20. Brief pen picture on job performance on primary, secondary duties and personal characteristics in respect of appraisee of Warrant Ranks and brief


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remarks in respect of Sgts and below is to be given by the IO. The remarks given in this column should be commensurate with the numerical grading awarded to airman. 21. At Para 15, the IO should mention the period for which the appraisee has served under him and sign at appropriate place with full particulars.

Instructions for Reviewing Officers

22. Part IV. The RO will satisfy himself that the report has been completed in accordance with the instructions for the appraisee and IO. The RO is to give his own numerical assessment on nine point scale in all attributes and sign below the grading column. RO is to ensure that while awarding numerical grading in professional attributes linked with skill level, provisions of para 37 of the AFO are followed. Any variation in numerical assessments from that of the IO shall be qualified in the pen picture. If the overall assessment by the IO is adverse which is not notified to the appraise, the RO must inform the IO and arrange for the appraise to be notified in writing. The RO must ensure that the procedure specified in para 34 to 36 of AFO has been followed. The remarks of RO should be commensurate to the numerical grading awarded in the respective attributes. Fitness for instructional / coaching duties (in case of sportsmen) should be ticked () in appropriate column.

Instructions FOR Senior Reviewing Officers

23. Part V. The SRO will satisfy himself that the report has been completed in accordance with the instructions for the IO and RO. He is to check the assessment, recommendations and remarks of the IO and RO for inconsistencies and anomalies, if any, and give his numerical grading in the column provided. SRO is to ensure that while awarding numerical grading in professional attributes linked with skill level, provisions of para 37 of the AFO are followed. Any variation in numerical assessments from that of the RO shall be qualified in the pen picture. All the columns provided will have to be mandatorily filled and signed below the grading column provided for SRO, even if the SRO agrees with the assessment of the RO. If the overall assessment by the RO is adverse which is not notified to the appraisee, the SRO must inform the RO and arrange for the appraisee to be notified in writing. The SRO must ensure that the procedure specified in para 34 to 36 of AFO has been followed. Fitness for instructional / coaching duties (in case of sportsmen) should be ticked () in appropriate column at Para 13. Instructions for Next Senior Reviewing Officers (Optional) 24. Part VI. In case AOsC / Stn Cdrs are not the SRO, they may become the NSRO in the chain of command. Filling up this column is optional. It is to be done at the discretion of AOC / Stn Cdr. NSRO column is applicable where


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AOC / Stn Cdr is at variance with SRO or desires to give additional inputs. In such cases he should mandatorily award numerical gradings in all attributes at Para 11 and 12 and sign below the grading column in Part II. NSRO is to ensure that while awarding numerical grading in professional attributes linked with skill level, provisions of para 37 of the AFO are followed. Any variation in numerical assessments by the RO / SRO should be qualified in the pen picture. He should also complete the Part VI in such cases. Fitness for instructional / coach duties (in case of sportsmen) should be ticked () in appropriate column at Para 13. If the grading awarded by NSRO is at variance with SRO, reason for the same needs to be recorded with justification in the remarks column. Instructions for Air Force Sports Control Board 25. In case of sportsmen / coaches, ARs are to be forwarded to Air Force Sports Control Board for completion of Part VII. Fitness for the coach duties should be ticked () in appropriate column at Para 13. The completed AR is to be submitted by AFSCB to Air Force Record Office.

Instructions for Air HQs / Command HQs 26. The reports in respect of appraisees who have been adversely reported upon are to be processed through Air HQs (in case unit is directly under Air HQs) or respective Comd HQ. On receipt of Adverse AR from the unit, appropriate PSO at Air HQs / Comd HQ should scrutinise the report and its enclosures to check the correctness of the report and action taken by the unit. The AR duly completed by Air HQ / Comd HQ is to be forwarded to AFRO (OIC CP Wing).


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GRADED DESCRIPTION OF ATTRIBUTES : WARRANT OFFICERS (AR-W)

Professional Attibutes

ATTRIBUTES Numerical Grading

9 - 8 7-6 5-4 3-1

(a) Professional Competence - Level of professional knowledge in terms of policies / SOPs and trade duties. - Adequacy and Accuracy of knowledge related to trade and General service Knowledge. - Keenness & pains taken to enhance & update Professional / General Service Knowledge. - Ability to work without supervision.

Excellent knowledge of job and related functions. Always keeps abreast of various developments in his field. Makes all out efforts to enhance his professional as well as General Service Knowledge. Can be entrusted to work without supervision. Has achieved USTAD / Skill level A rating.

Possess adequate knowledge of his job & related functions and takes initiative to keep in touch with the latest developments in his field. Keen to enhance his professional as well as General Service knowledge. Mostly works without supervision. Has achieved Skill level B/C.

Adequate knowledge of jobs on which employed. Often makes adequate effort to learn & update professional knowledge as well as General Service knowledge. At times requires supervision. .

Inadequate professional knowledge as well as General service knowledge. Makes little effort to learn. Cannot work without supervision.

(b) Job Performance and skill level - Ability to translate knowledge into work output. - Skill Level. - Ability to find solutions under adverse situations. - Attention to

An exceptional performer who translates his knowledge into practice. Can undertake all tasks commensurate with his profession and completes successfully under all situations. Has achieved USTAD / Skill level A rating.

An above average professional who can handle various commitments & tasks and accomplish them using the knowledge acquired by him. Gainfully and confidently applies his

An average professional who can handle commitments and tasks satisfactorily. Applies his knowledge gainfully under guidance. .

A below average / poor professional. Cannot handle even normal & routine commitments. Possess limited knowledge and does not make any effort for its upgradation.


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details professional knowledge. Has achieved Skill level B/C.

(c) Leadership Qualities - Ability to command effectively. - Judicious delegation of authority. - Firmness of Purpose. - Fairness in dealings.

Provides excellent and effective direction to subordinates and exercises absolute control over them. Judiciously delegates authority to others. Does not take personal credit for others achievements. Intervenes at the right time. Give subordinates their due.

Provides satisfactory direction to his subordinates and exercises satisfactory control over them. Satisfactory delegation of authority. Gives subordinates their due.

Reluctant to exercise direction and control over subordinates. At times not firm. At times the delegation of authority is not judicious. Delegates too much or too little authority.

Displays poor direction and control. Has no effective control over his subordinates. Lacks firmness. Takes no responsibility and takes credit for subordinates work.

(d) Ability to Impart knowledge - Power of verbal and written expression vis., clarity of expression etc. - Degree of impact in conversation, discussion and meetings. - Ability to listen effectively. - Aptitude to share relevant data/information with appropriate persons and safeguard

Displays exceptional skill in imparting knowledge. Able to prepare clear and concise notes and letters. Expresses himself lucidly & fluently. Displays charm in engaging attention of others &makes an impact with his delivery. Is an equally good listener. Always ready to share relevant information with appropriate personnel maintaining required

Often shows marked ability for imparting knowledge and prepares clear and concise notes. Expresses himself without ambiguity and introduces personal charm & makes a good impact with his conversation. Often a good listener. Manages to share information with appropriate personnel maintaining required

Conveys his ideas clearly in working language. Conveys information, instructions & ideas in an objective manner & makes himself easily understood. Makes efforts to listen to others. At times manages to share information with appropriate personnel maintaining required confidentiality.

Mostly lacks vocabulary & skill to convey his ideas coherently. Takes unduly more time in written work. More often than not fails to convey ideas information and instructions clearly. Produces a confused effect on his audience. Is a poor listener. Does not maintain confidentiality of information.


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confidentiality where necessary.

confidentiality. Has achieved USTAD / Skill level A rating.

confidentiality. Has achieved Skill level B/C.

(e) Management of Resources - Utilisation of Resources. - Liaisoning Ability. - Resource management.

Displays excellent organizing ability. Possesses excellent foresight in planning the tasks at hand. Leaves no stone unturned and exceptionally good at liaisoning. Ensures optimum utilisation of resources at all times. Has achieved USTAD / Skill level A rating.

Displays good organizing ability. Possesses good foresight in planning the tasks at hand. Good at liaisoning. Ensures adequate utilization of resources. Has achieved Skill level B/C.

Possesses average organizing ability. Normally cost conscious and tries to achieve optimum utilisation of resources.

Often unsystematic and haphazard in his organizing ability. Mostly inclined to give up in the face of stress & difficulties. Makes ineffective & inadequate use of resources. Inadequate liaisoning capabilities and unable to maintain cordial relations with all agencies.

(f) Judgment and Decision Making. - Level of Situational Awareness. - Stability under stress. - Ability to draw Inference / Analyse. - Responsiveness to a situation.

Readily perceives the essentials of difficult problems & reacts to them quickly and effectively. Quick in taking decisions after weighing the pros & cons involved and considering all the alternatives available. Takes a balanced view of all the facts available even under stress. Always gives clear instructions. Has achieved

Quick on the uptake. Is able to grasp the essentials of a problem. Reacts to various situations fairly well. Take correct decisions without much delay. Takes a balanced view of all the facts available even under stress. At times gives clear instructions. Has achieved Skill level B/C.

Though takes time yet grasps the essentials of a situation without much difficulty. Reacts to ideas & situations in a satisfactory manner. Systematic and logical in taking decisions but apt to take time. Can take decisions in routine & familiar situations. However, under stress, decision making may

Slow in grasping even elementary issues. Gets confused in unfamiliar situations & fails to react in an appropriate manner. Sometimes does not know the fundamentals of decision taking. Apt to ignore main points & issues involved in a problem. Fails to give clear instructions.


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USTAD / Skill level A rating.

get hampered & delayed.

Behavioural Attributes (For all Airmen including Sportsmen)


9 - 8 7-6 5-4 3-1

(a) Integrity and Loyalty - Degree of honesty and uprightness in use of service position and resources. - Degree of intellectual honesty in stating facts and giving information even at the risk of personal disadvantage. - Management of personal affairs and finances. Subordination of personal interest to overall interest of the service. - Degree of trust.

Shows absolute honesty & propriety in the use of service position & resources. Always offers correct information & sincere advice. Reputed for exemplary management of personal affairs & finances. Always keeps service interest before self. Displays high degree of sincerity & honesty. Highly trustworthy. Demonstrates unquestioned loyalty to service aims.

Displays high sense of honesty & propriety in the use of service position & resources. Sincere & upright in offering information &advise. Manages his finances & personal affairs well. Subordinates personal interest to overall interest of the service and is fairly trustworthy. Demonstrates firm allegiance to service aims.

Generally displays honesty & propriety in the use of service position & resources. Uses discretion in offering correct information & advice. Usually keeps his personal affairs & finances under control. Generally keeps personal interest subordinate to service interest. Normally trustworthy. Lives up to the trust placed in him as a service warrant officer.

At times misuse service position & resources for personal gains. On most occasions cannot be trusted in offering correct information. Mostly does not exercise adequate control over personal affairs and finances. Subordinates service interest to personal interest. Displays just adequate honesty of purpose. Cannot be trusted on most occasions. At times shows tendency to betray the trust reposed in him.

(b) Stability under stress - Degree of physical stamina and endurance.

Remains absolutely calm and composed under stress. Displays very high mental &

Remains fairly calm and composed under stress. Can meet emergencies

At times, may get perturbed under stress but makes efforts to adapt himself to

Generally gets perturbed under stress and is not able to perform effectively.


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- Capacity to face unforeseen and dangerous situations with composure. - Adequacy in coping with pressure situations and emergencies.

physical endurance to meet emergencies effectively. Never succumbs to pressure.

with composure. Physical & mental endurance is high. Able to cope up pressure situations.

changing situations without loss of efficiency. Physical & mental endurance satisfactory.

Physical & mental stamina is inadequate.

(c) Human Relations - Degree of care, concern and consideration for the needs of subordinates. - Ability to exercise correct tact when dealing with others in work and social situations. - Ability to empathise with the needs and view point of others. - Capability to maintain harmonious and cordial relations.

Always sensitive and considerate to the needs of subordinates. Goes out of the way to cater to the welfare of the subordinates. Displays excellent tact in putting people at ease. Sensitive to others feelings & views. Shows confidence & fellow feeling with others. Maintains harmonious relations with all.

Often works energetically and successfully for the welfare of his subordinates. Cares to provide all facilities within the available resources on most occasions. Appreciates things from others point of view. Shows understanding, balance, respect & fairness in dealing with others. Feels at ease in inter-personal relations.

Concerns himself with the welfare of his subordinates but restricts the welfare activities. Shows consideration to others views & feelings. Generally does not find much difficulty in getting along with others and maintains cordial relations in work situations.

Gives low priority to welfare of subordinates and is insensitive to the needs of juniors. Does not feel confident or at ease in the company of others on most occasions. Generally mixes only to serve own ends. Ignores the feelings & views of others.

(d) Initiative - Willing to shoulder responsibility. - Resourcefulness in handling unforeseen events. - Self-starter.

Displays exceptional self-reliance in achieving tasks. A self-starter who shows exceptional resourcefulness in handling unforeseen situations effectively. Feels fully

Possess sufficient self-reliance in achieving tasks. Feels confident and competent. Takes necessary and appropriate action in handling unforeseen tasks and

Possess adequate self-reliance and self-confidence in achieving tasks. Occasionally requires instructions and guidance to get things done.

Lacks self-confidence and self-reliance. Does not act without instructions. Does not work independently.


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- Self-reliant.

confident, competent and assured on all occasions.

situations. Does not wait for instructions to get things done.

(e) Motivating Ability - Enthusiasm and Zeal. - Ability to inspire - Positive Attitude - Drive and Determination

Has excellent motivating skill. Has the ability to form a group. Displays excellent skills to make others follow him instinctively. Always spreads positivity and happiness. Shows excellent perseverance in accomplishment of the assigned task.

Generally inspires confidence and enthusiasm in his subordinates with his zeal, personality and example. Generally spreads positivity and happiness. His personal bearing and conduct have an uplifting influence on his subordinates. Shows good perseverance in accomplishment of the assigned task.

Manages to keep the group functioning at satisfactory level and keeping their morale high. Adequately determined in attaining tasks. However, at times may give up in unforeseen circumstances.

Unable to keep the morale at a high level. Subordinates feel demoralized and de-motivated while working under him. Often inclined to give up in the face of stress and difficulties. Generally lacks resilience and perseverance in attaining his objectives.

GRADED DESCRIPTION OF ATTRIBUTES WARRANT OFFICERS – SPORTSMEN / COACHES (AR-W*)



9 - 8 7-6 5-4 3-1

(a) Coaching Ability and/or Professional Competence in Technique / Tactics of the Game - Level of professional knowledge in terms of tactics and updated

Possesses excellent knowledge about theoretical / practical aspects about the game, commensurate with his association with the sports. Always keeps himself abreast with the day-to-day scientific and technical developments in

Possesses adequate knowledge about theoretical / practical aspects about the game commensurate with his association with the sports. Mostly keeps himself

Possesses fair knowledge about theoretical / practical aspects about the game commensurate with his association with the sports. Not very abreast with the scientific

Inadequate professional knowledge about theoretical / practical aspects about the game commensurate with his association with the sports. Does not keep


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knowledge of current rules of the discipline. - Adequacy and Accuracy of knowledge related to discipline. - Keenness & pains taken to enhance & update tactical and professional knowledge. - Ability to work without supervision.

sports. Always maintains an updated National / International track record in his field of sports. Has achieved USTAD / Skill level A rating.

abreast with the scientific and technical developments in sports. Makes adequate efforts to maintain national / international track record in his field of sports. Has achieved Skill level B/C.

and technical developments in sports. Makes reasonable efforts to maintain National / International track record in his field of sports. .

himself abreast with the scientific and technical developments in sports. Does not make efforts to maintain national / international track record in his field of sports.

(b) Performance and Skill Level in the Games / Participation Level - Ability to translate knowledge into great performance in the sports field. - Skill Level. - Ability to find solutions under adverse conditions and situations. - Attention to details.

An exceptional performer who is meticulous in analysing techniques and methods adopted by International / National coaches / players. Exceptionally introspective in determining his shortcomings as well as his opponents. An exceptional player who can overcome his own shortcomings and cashes on his opponents weaknesses during encounters. Has achieved USTAD / Skill level A rating.

A good performer who can handle various commitments. A keen follower of his opponent’s weak and strong areas, powerful analyser of self-weakness as well as his opponent’s vulnerability. Quite adoptive at overcoming self-short comings. Has achieved Skill level B/C.

An average performer who can handle various routine commitments. An average learner of own weakness and has reasonable will power to convert his shortcomings to advantage. Average at overcoming self-short comings. .

A below average / poor performer who cannot handle routine commitments. A poor learner of own weakness and has poor will power to convert his shortcoming to advantage. Unable to overcome self-short comings.


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(c) Physical Endurance / Sports Psychology - Ability to meet and convert adverse circumstances to advantage. -Capacity for perseverance and act with composure in the fact of heavy odds. - Keenness & pains taken to enhance physical fitness.

Extremely fit, both mentally and physically and always willing to accept challenges. His deep passion and unbridled aggression inspires his team mates to achieve unreachable goals. Demonstrates excellent situational awareness, keeps calm and composed under adverse situations. Has achieved USTAD / Skill level A rating.

With high degree of physical and mental toughness, he always injects a challenging spirit amongst team members. Has high degree of situational awareness. Mostly stays calm in crises. Has achieved Skill level B/C.

Maintains reasonable physical and mental fitness. He is willing to deliver when situation demands. Displays fair amount of situational awareness. Generally regains his calm after the first impact of stress. .

Often remain medically unfit. Withdraws himself when his contribution is required. Shows lack of situational awareness. Gets flustered in crises.

(d) Ability to Synergize Team Spirit, Confidence in the Team and Mental Toughness - Level of active participation and co-operation in group efforts. - Degree of team spirit and spirit-de-corps. - Ability to instill Team Spirit and Confidence.

An exceptional performer who inspires team members to get past the psychological barrier in achieving unparalleled goals. Displays excellent skills to make others to follow him instinctively. Sensitive and considerate to the needs of team-mates. Goes out of the cater to the welfare of his team-mates.

Injects confidence and enthusiasm in the team with zeal, personality and example. Works energetically and successfully for the betterment of team members. Cares to provide all facilities within the available resources.

Achieves satisfactory level of functioning. Able to obtain the support of team members. His personal bearing and conduct have a good influence on his team. Concerns himself with the welfare of his team members. Takes sporadic interest in welfare of team members.

Unable to achieve satisfactory level of functioning. Team members feel demoralized and demotivated under his guidance. Allows low priority to the welfare of team mates.

(e) Management of Resources - Utilisation of

Displays excellent organizing ability. Possesses excellent foresight

Displays good organizing ability. Possesses

Possesses average organizing ability.

Often unsystematic and haphazard in


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Resources. - Liaisoning Ability. - Resource management.

in planning the tasks at hand. Leaves no stone unturned and exceptionally good at liaisoning. Ensures optimum utilisation of resources at all times. Has achieved USTAD / Skill level A rating.

good foresight in planning the tasks at hand. Good at liaison. Ensures adequate utilization of resources. Has achieved Skill level B/C.

Normally cost conscious and tries to achieve optimum utilisation of resources. Has limited liaisoning ability.

his organizing ability related to sports events. Mostly inclined to give up in the face of stress & difficulties. Makes ineffective & inadequate use of resources. Inadequate liaisoning capabilities and unable to maintain cordial relations with all agencies.

(f) Commitment towards game including selection and grooming new players/ coaches - Ability to command effectively. - Judicious delegation of authority. - Firmness of Purpose. - Fairness in dealing.

Exceptionally efficient in spotting talent and fully dedicated in training and grooming juniors. Always a motivational force behind the team to produce good result. Always shows keenness for training and development of budding sportsmen / promising coaches and provides guidance and encouragement. Extremely objective in evaluation of performance of sportsmen/coaches. Has achieved USTAD / Skill level A rating.

Shows good interest in spotting talents and takes pain in assisting them to improve by imparting adequate theoretical/ practical training. Supervises and encourage sportsmen / coaches to develop their potential. Mostly objective in evaluation of performance of sportsmen / coaches. Has achieved Skill level B/C.

Has fair ability in spotting talent. Takes average interest in assisting his juniors with his limited knowledge. Generally encourages sportsmen / coaches to make use of various facilities. Evaluates the performance of sportsmen / coaches in a fair manner.

Inefficient in spotting talent. Takes negligible interest in training and grooming of budding sportsmen / coaches. Tends to play safe in evaluation of the performance of sportsmen / coaches.

Behavioural Attributes Same as envisaged above in respect of Warrant Officers (other than sportsmen)


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GRADED DESCRIPTION OF ATTRIBUTES : SGTS (AR-S) Professional Attibutes


9 - 8 7-6 5-4 3-1

(a) Level of Professional Knowledge - Level of professional knowledge in terms of Policies/SOPs and trade duties. - Adequacy and Accuracy of knowledge related to trade and General service Knowledge. - Keenness & pains taken to enhance & update Professional / General Service Knowledge. - Ability to work without supervision.

Excellent knowledge of job and related functions. Always keeps abreast of various developments in his field. Makes all out efforts to enhance his professional as well as General Service Knowledge. Can be entrusted to work without supervision. Has achieved USTAD / Skill level A rating.

Shows good knowledge of his job & related functions and takes pains to keep in touch with the latest developments in his field. Keen to enhance his professional as well as General Service knowledge. Mostly works without supervision. Has achieved Skill level B/C.

Has adequate knowledge for jobs on which employed. Often makes adequate effort to learn & update professional knowledge as well as General Service knowledge. At times requires supervision. .

Inadequate professional knowledge as well as General service knowledge. Makes little effort to learn. Cannot work without supervision. Does not make any effort for its upgradation.

(b) Job Performance and skill level - Ability to translate knowledge into work output. - Skill Level. - Ability to find solutions under adverse situations.

An exceptional performer who translates his knowledge into practice. Can undertake all tasks commensurate with his profession and completes the tasks successfully under all situations. Has

An above average professional who can handle various commitments & tasks and accomplishes them using the knowledge acquired by him. Gainfully and

An average professional who can handle commitments and tasks satisfactorily. Applies his knowledge gainfully under guidance.

A below average / poor professional. Cannot handle even normal & routine commitments. Shows very limited or no application of knowledge. Does not make any


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- Attention to details

achieved USTAD / Skill level A rating.

confidently applies his professional knowledge. Has achieved Skill level B/C.

effort for its upgradation.

(c) Co-operation & Team Spirit - Level of active participation and co-operation in group efforts. - Degree of team spirit and spirit-de-corps.

Provides whole hearted co-operation to his colleagues, superiors & subordinates. Is readily accepted by others and makes excellent contribution towards functioning of the group.

Willingly co-operates with superiors, colleagues & subordinates and meets no resistance in gaining acceptance by the group. Makes adequate contribution to the functioning of the group.

Generally co-operates with superiors, colleagues & subordinates. Can make his place in the group. Makes fair contribution to the group functioning.

Provides negligible or no co-operation. Does not get accepted in the group. Shows little or no concern for group objectives and functioning.

(d) Care & Guidance of Subordinates

- Ability to groom subordinates adopting correct work ethics and judicious delegation.

- Ability to impartially evaluate and record the performance and potential of subordinates.

- Ability to participate/ adopt meaningful welfare measures.

With lively enthusiasm, personal example and conduct, stimulates the subordinates for optimum performance. Sensitive and considerate to the needs of subordinates and goes out of the way to cater to their welfare. Always shows keenness for training and development of subordinates and provides guidance and encouragement. Extremely objective in evaluation of performance of subordinates.

Enlivens & maintains the enthusiasm and motivation of subordinates at high levels. Cares to provide all facilities within the available resources. Supervises and encourages subordinates to develop their potential. Mostly objective in evaluation of performance of subordinates.

His personal bearing & conduct at times has an uplifting influence on his subordinates. At times concerns himself with the welfare of his subordinates. At times encourages subordinates to make use of available facilities for their training and development. Evaluates the performance of subordinates in a fair manner.

Takes sporadic / no interest in welfare of subordinates. Subordinates often feel demoralized and de-motivated when working under him. Takes negligible interest in training and development of subordinates. Unable to evaluate the performance of subordinates in a fair manner.


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- Utilisation of Resources.

- Liaising Ability.

- Resource Management.

- Level of Situational Awareness and Responsiveness.

Displays excellent organizing ability. Possesses excellent foresight in planning the tasks at hand. Exceptionally good at liaisoning. Ensures optimum utilisation of resources at all times. Has achieved USTAD / Skill level A rating.

Displays good organizing ability. Possesses good foresight in planning the tasks at hand. Good at liaisoning. Ensures adequate utilization of resources. Has achieved Skill level B/C.

Possesses average organizing ability. Normally cost conscious and tries to achieve good utilization of resources. .

Often unsystematic and haphazard in his organizing ability. Mostly inclined to give up in the face of stress & difficulties. Makes ineffective & inadequate use of resources. Does not make any effort for its upgradation.


- Power of verbal and written expression viz. clarity, logic and brevity. - Degree of confidence shown and impact made during discussions.

- Drafting Skills.

- Ability to listen effectively.

- Aptitude to share relevant data / information with appropriate persons and safeguard confidentiality where necessary.

Displays exceptional skills for clear and concise writing. Very quick and proficient in preparing notes and drafts. Always produces neat and accurate staff work paying attention to details. Expresses himself fluently in a lucid manner. Has achieved USTAD / Skill level A rating.

Shows marked ability for clear and concise writing. Mostly produces good staff work in time and expresses himself without ambiguity. Makes himself understood. Has achieved Skill level B/C.

Conveys his ideas clearly in working language in a routine manner. Produces staff work of fair standard. Conveys information, instructions and ideas in an objective manner and makes himself understood.

Lacks vocabulary and skill to convey ideas clearly. Often makes mistakes in staff work. Takes unduly more time in written work. Lacks confidence and ability to take proper decisions.


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Behavioural Attributes (For all Sgts including Sportsmen)


9 - 8 7-6 5-4 3-1

(a) Honesty & Integrity - Degree of honesty and uprightness in use of service position and resources.

- Degree of intellectual honesty in stating facts and giving information even at the risk of personal disadvantage. - Management of personal affairs and finances. Subordination of personal interest to overall interest of the service. - Degree of trust.


Displays high sense of honesty & propriety in the use of service position & resources. Sincere & upright in offering information & advice to superiors. Manages his finances & personal affairs well. Subordinates personal interest to overall interest of the service and is fairly trustworthy. Demonstrates firm allegiance to service aims.

Generally displays honesty & propriety in the use of service position & resources. Uses discretion in offering correct information & advice. Usually keeps his personal affairs &finances under control. Generally keeps personal interest subordinate to service interest. Normally trustworthy. Lives up to the trust placed in him.


(b) Discipline, Appearance & Bearing - Adequacy in consistency conforming to service rules, regulations, orders and instructions. - Personal conduct and behaviour in keeping with

Always conforms to service rules, regulations, orders and instructions. Displays exemplary conduct & behaviour in keeping with the service requirements. Always neatly turned out and physically fit. Sets example for others.

Often conforms to service orders, rules & regulations willingly. Displays good conduct & behaviour in keeping with the service requirements. Turn out and physical standards are good.

Generally conducts himself in acceptable standards of service rules and regulations. Turn out and bearing is satisfactory. Physical standards are average.

Does not conform to service rules, regulations, orders and instructions. Turnout and bearing is poor. Physical standards are poor. Sets bad example of discipline for subordinates.


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service requirements. - Degree of neatness in turnout and pride in Uniform.

(c) Inter Personal Relations - Degree of care, concern and consideration for the needs of others. - Ability to exercise correct tact when dealing with others in work and social situations. - Ability to empathise with the needs and view point of others. - Capability to maintain harmonious and cordial relations.

Always sensitive and considerate to the needs of others. Goes out of the way to cater to the welfare of the subordinates. Displays excellent tact in putting people at ease. Sensitive to others feelings & views. Shows confidence & fellow feeling with others. Maintains harmonious relations with all.

Often works energetically and successfully for the betterment of others. Cares to provide all facilities within the available resources on most occasions. Appreciates things from others point of view. Shows understanding, balance, respect & fairness in dealing with others. Feels at ease in inter-personal relations.

Shows fair consideration to others views & feelings. Generally does not find much difficulty in getting along with others and maintains cordial relations in work situations. Occasionally, lacks spontaneity of warmth in his dealing with others.

Gives low priority to welfare of others and is insensitive to their needs. Does not feel confident or at ease in the company of others on most occasions. Generally mixes only to serve own needs. Ignores the feelings & views of others.

(d) Initiative - Willing to shoulder responsibility. - Resourcefulness in handling unforeseen events. - Self-starter. - Self-reliant.

Displays exceptional self-reliance in achieving tasks. A self-starter who shows exceptional resourcefulness in handling unforeseen situations effectively. Feels fully confident, competent and assured on all occasions.

Possess sufficient self-reliance in achieving tasks. Feels confident and competent. Takes necessary and appropriate action in handling unforeseen tasks and situations. Does not wait for instructions to get things done.

Possess fair self-reliance and self-confidence in achieving tasks. Occasionally requires instructions and guidance to get things done.

Lacks self-confidence and self-reliance. Does not act without instructions. Does not work independently.


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(e) Motivating Ability - Enthusiasm and Zeal. - Ability to inspire - Positive Attitude - Drive and Determination

Has excellent motivating skill. Has excellent ability to form a group. Displays excellent skills to make others follow him instinctively. Always spreads positivity and happiness. Shows excellent perseverance in accomplishment of the assigned task.



Unable to keep the morale at a high level. Subordinates feel demoralized and de-motivated while working under him. Often inclined to give up in the face of stress and difficulties. Generally lacks resilience and perseverance in attaining his objectives.

GRADED DESCRIPTION OF ATTRIBUTES :SGTS (SPORTSMEN) - (AR-S*)



9 - 8 7-6 5-4 3-1

(a) Knowledge of / Skill in the Game - Level of professional knowledge in terms of tactics and updated knowledge of current rules of the discipline. - Adequacy and Accuracy of Knowledge related to discipline. - Keenness &

Possesses excellent knowledge about theoretical / practical aspects about the game commensurate with his association with the sports. Always keeps himself abreast with the day-to-day scientific and technical developments in sports. Always maintains an updated

Possesses adequate knowledge about theoretical / practical aspects about the game commensurate with his association with the sports. Mostly keeps himself abreast with the scientific and technical developments in sports. Makes adequate efforts to maintain

Possesses fair knowledge about theoretical / practical aspects about the game commensurate with his association with the sports. Not very abreast with the scientific and technical developments in sports. Makes reasonable efforts to

Inadequate professional knowledge about theoretical / practical aspects about the game commensurate with his association with the sports. Does not keep himself abreast with the scientific and technical developments in sports. Does not make


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pains taken to enhance & update tactical and professional knowledge. - Ability to work without supervision.

National / International track record in his field of sports. Has achieved USTAD / Skill level A rating.

national / international track record in his field of sports. Has achieved Skill level B/C.

maintain National / International track record in his field of sports.

efforts to maintain national / international track record in his field of sports and upgrade his skill level.

(b) Performance/Achievement/ Participation Level - Ability to translate knowledge into great performance on the sports field. - Skill Level. - Ability to find solutions under adverse conditions and situations. - Attention to details

An exceptional performer who is meticulous in analyzing techniques and methods adopted by International / National coaches / players. Exceptionally introspective in determining his shortcomings as well as his opponents. An exceptional player who can overcome his own shortcomings and cashes on his opponents weaknesses during encounters. Has achieved USTAD / Skill level A rating.

A good performer who can handle various commitments. A keen follower of his opponent’s weak and strong areas, powerful analyzer of self-weakness as well as his opponent’s vulnerability. Quite adoptive at overcoming self-short comings. Has achieved Skill level B/C.

An average performer who can handle various routine commitments. An average learner of own weakness and has reasonable will power to convert his shortcomings to advantage. Average at overcoming self-short comings.

A below average / poor performer who cannot handle routine commitments. A poor learner of own weakness and has poor will power to convert his shortcoming to advantage. Unable to overcome self-short comings and upgrade his skill level.

(c) Physical Fitness / Endurance / Commitment / Sports Psychology - Adequacy in physical fitness and Endurance. - Degree of obligation.

Exceptionally fit, both mentally and physically and always willing to accept challenges. His deep passion and unbridled aggression inspires his team-mates to achieve unreachable

With high degree of physical and mental toughness, he always injects a challenging spirit amongst team members. Possesses good ability to understand the situation and

Maintains fair amount of physical fitness and willing to deliver when situation demands. Generally understands the situation and need of the hour.

Often remains medically unfit. Seldom understands the situation and need of the hour. Unwilling to contribute when required or upgrade his skill.


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- Understanding the nuances of game and execution of tactics.

goals. Has exceptional ability to understand the situation and need of the hour. Has achieved USTAD / Skill level A rating.

need of the hour. Has achieved Skill level B/C.

(d) Team / Sportsman Spirit / Drive & Determination - Ability to groom subordinates by adopting correct work ethics and judicious delegation. - Ability to impartially evaluate and enhance the performance and potential of the team. - Ability to participate/ adopt meaningful welfare measures.

Provides wholehearted co-operation to his superiors, colleagues & subordinates. Finds wholehearted acceptance by others & makes excellent contribution towards functioning of the group. An exceptional performer and an invaluable member of the team. A thorough team man whose advice and judgement are always sought and respected. He always places the team interest above self.

Willingly co-operates with superiors, colleagues & subordinates and meets no resistance in gaining acceptance by the group. Makes adequate contribution for functioning of the group. Performs adequately well as a member of the team. Generally helpful and co-operative, and shares various responsibilities.

Offers co-operation to superiors, colleagues & subordinates as and when required. Can generally make his place in the group. Provides average contribution for functioning of the group. An average performer who is generally accepted as member of the team and tries to extend co-operation to team activities.

Provides negligible co-operation. Does not strive much for the group functioning. Does not show concern for group objectives and functioning. Often does not get accepted in the group. Due to non-co-operative attitude, cannot perform constructively in the team activities.

(e) Utilisation of Resources - Utilisation of Resources. - Liaising Ability. - Resource Management. - Level of Situational

Displays excellent organizing ability. Possesses excellent foresight in planning the tasks at hand. Exceptionally good at liaisoning. Ensures

Displays good organizing ability. Possesses good foresight in planning the tasks at hand. Good at liaison. Ensures adequate utilization of resources. Has achieved Skill

Possesses average organizing ability. Normally cost conscious and tries to achieve good utilization of resources.

Often unsystematic and haphazard in his organizing ability related to sports events. Mostly inclined to give up in the face of stress & difficulties. Makes


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Awareness and Responsiveness

optimum utilisation of resources at all times. Has achieved USTAD / Skill level A rating.

level B/C. ineffective & inadequate use of resources. Inadequate liaisoning capabilities and unable to maintain cordial relations with all agencies.

(f) Urge to Excel / Dedication towards Game - Innovativeness and Creativity. - Originality of ideas to improve standard. - Display of perseverance and objective orientation.

Possesses excellent capability to think and conceive new ideas leading to improvement in the existing methodology. Demonstrates extra-ordinary will power and wholehearted application to achieve goal despite unfavourable circumstances. Display exceptional perseverance in achieving goals both individually or as a team member. Never gives up even in difficult situations.

Possesses adequate capability to think leading to improvement in existing methodology. Demonstrates high will power and application to achieve goal despite unfavourable circumstances. Displays adequate perseverance in achieving goal both individually or as a team member. Can withstand prolonged stress.

Has limited ability to think and conceive new ideas. Needs encouragement while undertaking tasks. Puts in average efforts for completion of tasks. Displays just adequate perseverance to attain set goal.

Lacks capability to think and conceive new ideas. Inclined to give up under stress. Lacks energy and will power to put in additional efforts.

Behavioural Attributes Same as envisaged above in respect of Sgt (other than sportsmen)


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GRADED DESCRIPTION OF ATTRIBUTES: CPLs AND BELOW (AR-C)



9 - 8 7-6 5-4 3-1

(a) Level of Professional Knowledge - Level of professional knowledge in terms of Policies/SOPs and trade duties. - Adequacy and Accuracy of knowledge related to trade and General service Knowledge. - Keenness & pains taken to enhance & update Professional / General Service Knowledge. - Ability to work without supervision.

Excellent knowledge of job and related functions. Always keeps abreast of various developments in his field. Makes all out efforts to enhance his professional as well as General Service Knowledge. Can be entrusted to work without supervision. Has achieved Skill level A / B rating.

Shows good knowledge of his job & related functions and takes pains to keep in touch with the latest developments in his field. Keen to enhance his professional as well as General Service knowledge. Mostly works without supervision. Has achieved Skill level C.

Has adequate knowledge for jobs on which employed. Often makes adequate effort to learn & update professional knowledge as well as General Service knowledge. At times requires supervision.

Inadequate professional knowledge as well as General service knowledge. Makes little effort to learn. Cannot work without supervision. Does not make any effort for its upgradation.

(b) Job Performance and skill level - Ability to translate knowledge into work output. - Skill Level. - Ability to find solutions under adverse situations.

An exceptional performer who translates his knowledge into practice. Can undertake all tasks commensurate with his profession and completes the tasks successfully under all situations. Has achieved Skill level A / B rating.

An above average professional who can handle various commitments & tasks and accomplishes them using the knowledge acquired by him gainfully and confidently.

An average professional who can handle commitments and tasks satisfactorily. Applies his knowledge gainfully under guidance.

A below average / poor professional. Cannot handle even normal & routine commitments. Shows very limited or no application of knowledge. Does not make any effort for its upgradation.


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- Attention to details

applies his professional knowledge. Has achieved Skill level C.

(c) Co-operation & Team Spirit - Level of active participation and co-operation in group efforts. - Degree of team spirit and spirit-de-corps.

Provides whole hearted co-operation to his colleagues, superiors & subordinates. Is readily accepted by others and makes excellent contribution towards functioning of the group.

Willingly co-operates with superiors, colleagues & subordinates and meets no resistance in gaining acceptance by the group. Makes adequate contribution to the functioning of the group.

Generally co-operates with superiors, colleagues & subordinates. Can make his place in the group. Makes fair contribution to the group functioning.

Provides negligible or no co-operation. Does not get accepted in the group. Shows little or no concern for group objectives and functioning.

(d) Learning Aptitude - Degree of grasp in perceiving the fundamentals of various situations, problems, ideas and concepts. - Speed of grasp. - Ability to analyse data, situations and suggest workable solution.

Always perceives the essentials of difficult problems and comes with workable solutions. Reacts to extra ordinary situations quickly and effectively.

Fairly quick in perceiving the essentials of problem. Reacts to various situations adequately.

May take time but grasps the essentials of a situation. Reacts to ideas and situations in a satisfactory manner.

Unable to grasp the fundamentals of various situations. Often gets confused in unfamiliar situations and fails to react in an appropriate manner.

(e) Work Output. - Ability to accomplish assigned tasks/objectives/ goals adhering to target time frame.

Always achieves optimum results with the most economic and efficient utilisation of resources. Produces high quality work without error or flaw. Pays minute attention to details.

Accomplishes tasks within given constraints of time & resources. Mostly works with thoroughness and accuracy.

Produces acceptable results. With adequate persistence and manages to accomplish tasks without much loss of quality.

Work output and quality does not commensurate with the effort and resources available. Unable to produce the desired results


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- Attention to detail and quality of output. - Standard of performance in additional / secondary duties.

Results far exceed the expected standard. Able to deliver goods ahead of target dates. Always takes keen interest, displays positive attitude and involves totally in performance of secondary/additional duties.

Displays right interest and involvement in performance of secondary and additional duties. Work output is good.

Generally adheres to the time frame for accomplishing the tasks. Displays fair interest and involvement in performance of additional and secondary duties. .

within the target time frame. Shows lack of involvement and lack of interest in performance of additional and secondary duties. Does not make any effort for its upgradation.

(f) Communication Skill - Power of verbal and written expression viz. clarity, logic and brevity. - Degree of confidence shown and impact made during discussions. - Drafting Skills. - Ability to listen effectively. - Aptitude to share relevant data / information with appropriate persons and safeguard confidentiality where necessary.

Displays exceptional skills for clear and concise writing. Very quick and proficient in preparing notes and drafts. Always produces neat and accurate staff work paying attention to details. Expresses himself fluently in a lucid manner. Has achieved Skill level A / B rating.

Shows marked ability for clear and concise writing. Mostly produces good staff work in time and expresses himself without ambiguity. Makes himself understood. Has achieved Skill level C.

Conveys his ideas clearly in working language in a routine manner. Produces staff work of fair standard. Conveys information, instructions and ideas in an objective manner and makes himself understood. Slightly slow in written work.

Lacks vocabulary and skill to convey ideas clearly. Often makes mistakes in staff work. Takes unduly more time in written work. Lacks confidence and ability to take proper decisions.


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Behavioural Attributes


9 - 8 7-6 5-4 3-1

(a) Honesty & Integrity - Degree of honesty and uprightness in use of service position and resources.

- Degree of intellectual honesty in stating facts and giving information even at the risk of personal disadvantage. - Management of personal affairs and finances. Subordination of personal interest to overall interest of the service. - Degree of trust.


Displays high sense of honesty & propriety in the use of service position & resources. Sincere & upright in offering information & advice to superiors. Manages his finances & personal affairs well. Subordinates personal interest to overall interest of the service and is fairly trustworthy. Demonstrates firm allegiance to service aims.

Generally displays honesty & propriety in the use of service position & resources. Uses discretion in offering correct information & advice. Usually keeps his personal affairs & finances under control. Generally keeps personal interest subordinate to service interest. Normally trustworthy. Lives up to the trust placed in him.


(b) Discipline, Appearance & Bearing - Adequacy in consistency conforming to service rules, regulations,

Always conforms to service rules, regulations, orders and instructions. Displays exemplary conduct &

Often conforms to service orders, rules & regulations willingly. Displays good conduct & behaviour in keeping with the

Generally conducts himself in acceptable standards of service rules and regulations. Turn out and

Does not conform to service rules, regulations, orders and instructions. Turnout and bearing is poor.


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orders and instructions. - Personal conduct and behaviour in keeping with service requirements. - Degree of neatness in turnout and pride in Uniform.

behaviour in keeping with the service requirements. Always neatly turned out and physically fit. Sets example for others.

service requirements. Turn out and physical standards are good.

bearing is satisfactory. Physical standards are average.

Physical standards are poor. Sets bad example of discipline for subordinates.

(c) Inter Personal Relations - Degree of care, concern and consideration for the needs of others. - Ability to exercise correct tact when dealing with others in work and social situations. - Ability to empathise with the needs and view point of others. - Capability to maintain harmonious and cordial relations.

Always sensitive and considerate to the needs of others. Goes out of the way to cater to the welfare of the subordinates. Displays excellent tact in putting people at ease. Sensitive to others feelings & views. Shows confidence & fellow feeling with others. Maintains harmonious relations with all.

Often works energetically and successfully for the betterment of others. Cares to provide all facilities within the available resources on most occasions. Appreciates things from others point of view. Shows understanding, balance, respect & fairness in dealing with others. Feels at ease in inter-personal relations.

Shows fair consideration to others views & feelings. Generally does not find much difficulty in getting along with others and maintains cordial relations in work situations. Occasionally, lacks spontaneity of warmth in his dealing with others.

Gives low priority to welfare of others and is insensitive to their needs. Does not feel confident or at ease in the company of others on most occasions. Generally mixes only to serve own needs. Ignores the feelings & views of others.

(d) Reliability - Degree of reliability in accomplishing tasks without

Fully dependable in accomplishing tasks even in difficult situations.

Can be relied upon to complete tasks successfully. Often accepts extra load of

Can be relied upon to complete routine assignments. Occasionally

Cannot be relied upon on most occasions in discharging duties and


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sacrificing quality when supervision is absent. - Promptness and willingness in accepting occasional additional load of work. - Degree of follow up action taken on assigned tasks.

Always willing to take on additional responsibilities and work. Does not require reminders and supervision. Shows absolute dedication and personal involvement in fulfilment of tasks.

work willingly. Does not require any prodding. Shows high dedication and personal involvement in fulfilment of tasks.

requires reminders to complete tasks. Shows reasonable dedication and personal involvement in fulfilment of tasks.

tasks assigned to him Requires repeated reminders to complete tasks. Unwilling to take extra work when necessary. Does not involve himself in fulfilment of tasks.

(e) Motivation - Enthusiasm and Zeal. - Ability to inspire - Positive Attitude - Drive and Determination

Has excellent motivating skill. Has excellent ability to form a group. Displays excellent skills to make others follow him instinctively. Always spreads positivity and happiness. Shows excellent perseverance in accomplishment of the assigned task.



Unable to keep the morale at a high level. Peers feel demoralized and de-motivated while working with him. Often inclined to give up in the face of stress and difficulties. Generally lacks resilience and perseverance in attaining his objectives.


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GRADED DESCRIPTION OF ATTRIBUTES: CPLs AND BELOW (SPORTSMEN) (AR-C*)



9 - 8 7-6 5-4 3-1

(a) Knowledge of / Skill in the Game - Level of professional knowledge in terms of tactics and updated knowledge of current rules of the discipline. - Adequacy and Accuracy of Knowledge related to discipline. - Keenness & pains taken to enhance & update tactical and professional knowledge. - Ability to work without supervision.

Possesses excellent knowledge about theoretical / practical aspects about the game, commensurate with his association with the sports. Always keeps himself abreast with the day-to-day scientific and technical developments in sports. Always maintains an updated National / International track record in his field of sports. Has achieved Skill level A / B rating.

Shows good knowledge about theoretical / practical aspects about the game, commensurate with his association with the sports. Often keeps himself abreast with the scientific and technical developments in sports. Makes adequate efforts to maintain National / International track record in his field of sports. Has achieved Skill level C.

Satisfactory knowledge about theoretical / practical aspects about the game, commensurate with his association with the sports. Not very abreast with the scientific and technical developments in sports. Makes reasonable efforts to maintain National / International track record in his field of sports. .

Inadequate knowledge about theoretical / practical aspects about the game, commensurate with his association with the sports. Does not keep himself abreast with the scientific and technical developments in sports. Does not make efforts to maintain National / International track record in his field of sports. Does not make efforts for its upgradation

(b) Performance/Achievement/ Participation Level - Ability to translate knowledge into great performance on the sports field. - Skill Level. - Ability to find solutions under

An exceptional performer who is meticulous in analysing techniques and methods adopted by International / National coaches / players. Exceptionally

An above average performer who can handle various commitments. A keen follower of his opponents’ weak and strong areas,

An average performer who can handle various routine commitments. An average learner of own weakness and has reasonable

A poor performer who cannot handle even routine commitments. A poor learner of own weakness and does not have will power to


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adverse conditions and situations. - Attention to details

introspective in determining his shortcoming as well as his opponents. An exceptional player who can overcome his own shortcomings and cashes on is opponents’ weaknesses during encounters. Has achieved Skill level A / B rating.

power analyser of self-weakness as well as his opponents’ vulnerability. Quite adoptive at overcoming self-shortcomings. Has achieved Skill level C.

will power to convert his shortcomings to advantage. Average at overcoming self-short comings. .

convert his shortcomings to advantage. Is unable to overcome self-short comings. Does not make efforts for its upgradation.

(c) Physical Fitness / Endurance / Commitment - Adequacy in physical fitness and Endurance. - Degree of obligation. - Understanding the nuances of game and execution of tactics.

Exceptionally fit, both mentally and physically and always willing to accept challenges. His deep passion and unbridled aggression inspires his team-mates to achieve unreachable goals. Has exceptional ability to understand the situation and need of the hour. Has achieved Skill level A / B rating.

Has high degree of physical and mental toughness. Always injects a challenging spirit amongst team members. Possesses good ability to understand the situation and need of the hour. Has achieved Skill level C.

Maintains fair amount of physical fitness and willing to deliver when situation demands. Generally understands the situation and need of the hour. .

Often remains medically unfit. Seldom understands the situation and need of the hour. Unwilling to contribute when required. Does not make efforts for its upgradation

(d) Team / Sportsman Spirit / Drive & Determination - Ability to adopt correct work ethics. - Level of participation in group

Provides wholehearted co-operation to his superiors, colleagues & subordinates. Finds wholehearted

Willingly co-operates with superiors, colleagues & subordinates and is readily accepted by

Offers co-operation to superiors, colleagues & subordinates as and when required. Can make his place in

Provides negligible co-operation. Does not strive much for the group functioning.


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efforts. - Degree of Team Spirit and Spirit-de-corps.

acceptance by others & makes excellent contribution towards functioning of the group. An exceptional performer and an invaluable member of the team. A thorough team man who always places the team interest above self.

others. Performs adequately well as a member of the team. Generally helpful and co-operative, and shares various responsibilities.

the group. Provides average contribution for functioning of the group. An average performer who is generally accepted as member of the team and tries to extend co-operation to team activities.

Does not show concern for group objectives and functioning. Often does not get accepted in the group. Due to non-co-operative attitude, cannot perform constructively in the team activities.

(e) Utilisation of Resources - Utilisation of Resources. - Liaising Ability. - Resource Management. - Level of Situational Awareness and Responsiveness.

Displays excellent organizing ability. Possesses excellent foresight in planning the tasks at hand. Exceptionally good at liaisoning. Ensures optimum utilisation of resources at all times.

Displays good organizing ability. Possesses good foresight in planning the tasks at hand. Good at liaisoning. Ensures adequate utilization of resources.

Possesses average organizing ability. Normally cost conscious and tries to achieve good utilization of resources.

Often unsystematic and haphazard in his organizing ability. Mostly inclined to give up in the face of stress & difficulties. Makes ineffective & inadequate use of resources. Lacks liaisoning capabilities and unable to maintain cordial relations with all agencies.

(f) Dedication towards Game - Extend of Involvement.

Demonstratives extra-ordinary will power and wholehearted

Demonstrates high will power and application to achieving

Puts in average efforts for completion of tasks.

Lacks energy and will power in achieving goals.


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- Display of perseverance and objective orientation.

application to achieving goal despite unfavourable circumstances. Display exceptional perseverance in achieving goals both individually or as a team member. Never gives up even in difficult situations.

goal despite unfavourable circumstances. Display adequate perseverance in achieving goal both individually or as a team member. Can withstand prolonged stress.

Displays just adequate perseverance to attain set goal. Needs encouragement while undertaking tasks.

Inclined to give up under stress. Gets discouraged very easily.

Behavioural Attributes Same as envisaged above in respect of Cpls and below (other than sportsmen)


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Appendix J (Refers to para 22 of AFO12 / 2015)

FLYING DATA

(FOR AIRMEN AIRCREW ONLY)

Ser No……………...Rank………..…..Name……….……………Trade……………..

1. Hours Flown during Period of Report (From ……………to …………..…)

Type of Aircraft Day Night Total Category Date of Expiry

Summary of Total Service Flying before period of report (i.e. upto.................)

Type of Aircraft Day Night Total Category Date of Expiry

Date ……………………… Signature of Appraisee …………………………

COUNTERSIGNED BY Date ……………………… Section Commander


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Appendix K (Refers to para 23 of AFO 12 / 2015

COUNSELLING REGISTER

Service No……..…..Rank……….…..Name…….……………Trade…………..

Sl No.

Date Details of Counselling Signature of Appraisee

Signature of IO

Note : Separate page(s) may be earmarked for each appraise.


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Appendix L (Refers to para 32 of AFO 12 / 2015


EXECUTIVE REPORT PERFORMA: WOs / SGTs / CPLs & BELOW INCLUDING SPORTSMEN / COACHES

Ser No…..…......... Rank………....Name……….……………Trade…........…….. Parent Unit ……………….….. Unit / Formation where Attached………..……….……… Period of Attachment - From …………………..…To ……….…………………………

Job Performance Under this heading mention the job

performance by the appraisee. The quality

of work and special achievements of the

appraisee are to be recorded in this

paragraph. Also mention the jobs which

were not performed satisfactorily.

Behavioural Qualities This paragraph should provide a brief sketch

of the appraisee’s character and personality

and should also cover his sense of duty,

integrity, interest in sports, appearance and

bearing.

Signature of Officer raising executive report

Rank …………………………………………….

Name ……………………………………………

Appointment ……………………………………

Date: Unit ………………………………………………

Remarks by AOC / STN CDR / CO

Date: AOC / STN CDR / CO

CONFIDENTIAL


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Appendix M (Refers to para 34 (c) of

AFO 12 / 2015)

CONFIDENTIAL

Tele:

Unit

Ref No. Date:

ADVERSE REPORT: AIRMEN

1. In spite of written warnings given to you by the Section Commander / Commanding Officer on _______________________ date(s) for the failing mentioned therein, you have not shown any improvement. As such the Adverse Assessments have been made in the following attributes of your Appraisal Report for the year __________. (a) _____________________

(b) _____________________

(c) _____________________

(d) _____________________

(e) _____________________

(f) _____________________

2. In addition, the following remarks have also been made in your Appraisal Report.

AOC / Stn Cdr / CO

________________________

(Particulars of Airman)

Received original copy

Date: Signature of Airman

Note: Attach copy/copies of the warning(s) given to Warrant Officer along with Appraisal Report.

CONFIDENTIAL


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Appendix N (Refer para 42 (a) of AFO 12 / 2015


IAFF (P) 12 (AR – N)

APPRAISAL REPORT : NCs (E) (TO BE PRINTED ON BOTH SIDES OF THE PAGE)

From ________________ To _________________

Annual On Posting On Posting On Discharge Special /Retirement of IO


1. (a) Full Name : (in BLOCK CAPITAL letters)

(b)Ser NO. Check Suffix

(c) Rank (d) Trade (e) Decoration/ Commendation(s) (with year)

(f) Date of birth (g) Date of enrolment (h) Date of RE Expiry (j) Parent Unit & Code

(k) Command (l) Date of Posting (TORS) (m) Marital Status (n) Educational Qualification (if POR taken)

Date: Sign of NC (E)………………………

PART II - MEDICAL DETAILS / PUNISHMENT ENTRIES

2. (a) Medical Category - (b) Height - (c) Weight - (d) Obesity Grade - Date : Sig of Med Offr

3. Punishment (s) awarded during assessment year:- (a) Red Ink entries - (b) Black Ink entries - Date : Sig of Adjt


4. *Specialisation

(Mention the specialization from the categories as shown below )

* Gardener / Painter / Carpenter / Driver / Comn Sqn Duties / In-flight Steward duties / Cook (Chinese / Continental / Russian etc) / Dog Handler / Officers’ Mess / SNCOs’ Mess / Airmen Mess

5.

Work Experience with VIPs, CAS

Air Mshls / PSOs

AVMs

AOC / Air Cmde

Period (5 Yrs / 4 Yrs / 3 yrs/ 2 Yrs or less)

6. Fit for VIP duties

Yes No

CONFIDENTIAL


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CONFIDENTIAL

Signature of appraisee …………………….. Service No………………..

PART IV - ASSESSMENT OF CHARACTER & TRADE PROFICIENCY

7. PERFORMANCE APPRAISAL

Factor of Assessment (Max Marks for each Attribute- 10)

IO RO SRO

(a) Sense of duty / Promptness in Exercising Orders

(b) Drive & Determination

(c) Work Output

(d) Initiative & Team Spirit

(e) Resources Utilisation

(f) Discipline

(g) Turnout Bearing

(h) Character, Honesty, Integrity and Loyalty

(j) Reliability & Dependability

(k) Physical Fitness

Total

Grading

Signatures

Name

Rank

Service No.

Appointment

Date

PART V (FOR OFFICIAL USE AT AFRO)


Scrutiny by Checker (Sig):_______ Ser No.________ Rank & Name__________ Date______

Sig of Data Entry Opr : _______ Ser No._________ Rank & Name____________ Date______

Sig of Verifier:_____________ Ser No._________ Rank & Name____________ Date______

CONFIDENTIAL


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Appendix O (Refer para 42 (b) of AFO 12 / 2015

CONFIDENTIAL

IAFF (P) 12 (AR – N*)

APPRAISAL REPORT : NCs (E) (SPORTSMEN) (TO BE PRINTED ON BOTH SIDES OF THE PAGE)

From ________________ To _________________

Annual On Posting On Posting On Discharge Special /Retirement of IO


1. (a) Full Name : (in BLOCK CAPITAL letters)

(b)Ser NO. Check Suffix

(c) Rank (d) Trade (e) Decoration/ Commendation(s) (with year)

(f) Date of birth (g) Date of enrolment (h) Date of RE Expiry (j) Parent Unit & Code

(k) Command (l) Date of Posting (TORS) (m) Marital Status (n) Educational Qualification (if POR taken)

Date: Sign of NC (E)………………………

PART II - MEDICAL DETAILS / PUNISHMENT ENTRIES

2. (a) Medical Category - (b) Height - (c) Weight - (d) Obesity Grade - Date : Sig of Med Offr

3. Punishment (s) awarded during assessment year:- (a) Red Ink entries - (b) Black Ink entries - Date : Sig of Adjt


4. *Specialisation in Sports, Level of

Participation

CONFIDENTIAL


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CONFIDENTIAL

Signature of appraisee …………………….. Service No………………..

PART IV - ASSESSMENT OF CHARACTER & TRADE PROFICIENCY

5. PERFORMANCE APPRAISAL

Factor of Assessment

(Maximum Marks for each Attribute- 10)

IO RO SRO AFSCB

(a) Performance / Participation Level of

Achievement in the Year

(b) Knowledge/Skill of the Game

(c) Physical Fitness/Endurance

(d) Team Spirit

(e) Responsibility

(f) Drive & Determination

(g) Organising Ability

(h) Urge to Excel

(j) Turnout, Bearing and Attitude to Military Life

(k) Character, Honesty, Integrity and Loyalty

Total

Grading

Signatures

Name

Rank

Service No.

Appointment

Date

PART V (FOR OFFICIAL USE AT AFRO)


Scrutiny by Checker (Sig):________Ser No._________ Rank & Name_________

Date______

Sig of Data Entry Opr: _______ Ser No._________ Rank & Name____________

Date______

Sig of Verifier:______________ Ser No._________ Rank & Name____________

Date______

CONFIDENTIAL


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Appendix AA

(Refers to para 43 of AFO 12 / 2015)

TRANSIT COVER AND INSTRUCTIONS FOR COMPLETION OF APPRAISAL REPORTS IN RESPECT OF NCs(E)

1. The purpose of these instructions is to provide the appraisee and the appraiser with a convenient aide-memorie for use when completing the Appraisal Report of NCs (E). Appraisee / appraiser filling any part of the report must read the relevant instructions before filling the report. It has been sequenced in order to maintain the continuity in filling the information in the AR form. The AR is an extremely important document which forms the basis for determining his suitability for placements, deputation etc. The appraisal report will be a record of the appraisee’s ability and performance. It is a matter of vital importance to the organisation as well as the appraisee on whom the report is raised. It is therefore emphasised that the report be completed with utmost care and attention and in an objective and unbiased manner. 2. To do justice to this task, the appraiser should undertake this exercise when he is free from the pressures of routine work and strains / stress, and can devote undivided attention to the evaluation of appraisee’s performance. It should be the endeavour of each appraiser to present the truest possible picture of the appraisee with regard to his performance, conduct, behaviour and potential, keeping in mind the distinction between what is fact and what is opinion.

General Instructions 3. From the time the entries are made at Part I of the Form, the report is to be treated as Confidential at all stages of completion and transit. AR is to be generated online through IPIS from AFRO website and printed on both side of the page. A cross mark (X) is to be made in the appropriate box against the occasion for the report as per following :- (a) Annual

(b) On Posting

(c) On Posting / Retirement of IO

(d) On Discharge

(e) Special 4. Assessment should be confined to the appraisee’s performance during the period of report only. Incidents and happenings outside the period of report should not influence the appraisers while making the assessment.


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5. The medical details are to be completed by SMO / MO of Wg Stn / Unit mentioning requisite details at para 2 of AR form. Adjutant is to ensure the correctness of details filled by appraisee and by Medical Officer. The number of Red / Black ink entries awarded during the assessment year are to be mentioned and signed at appropriate place with date. At the time of receiving AR(N / N*) from the appraisee, IO will check that para 1 is correctly filled by the appraisee, para 2 by the Medical Officer and para 3 by Adjt and, appraisee has also signed on top of second page. 6. An IO will not initiate an Appraisal report unless the appraisee has worked under him / her for a minimum period of at least three months. Period spent on leave / T/D by IO or appraisee is to be counted for reckoning the period of three months. An IO is not to write Insufficient Knowledge (IK). However, if the IO feels that due to his / her own absence or the absence of appraisee, he / she does not have sufficient knowledge about the performance of the individual, then he / she may delay the report till the appraisee completes three months under IO. 7. Duties entrusted to the NCs (E) of the same trade may be more exacting than others. The degree of stress and strain of any duties may also vary from time to time. These facts should be borne in mind during appraisal and should be commented upon appropriately. 8. The standard against which an appraisee is to be evaluated upon in different attributes is provided in the graded description of attributes at the end of this Transit Cover. An appraisee’s performance / behaviour should be appraised against the prescribed standard and then recorded in the report. 9. Once the evaluation has been made on each assessment factor, it is suggested that the Appraisal Report be set aside for a day or so, after which the evaluation be reviewed. With the benefit of this ‘second sober thought’ approach, the appraisers may re-assess some of their previous evaluation which in turn should result in a more accurate and objective appraisal. 10. The numerical grading to be awarded in each attribute on a 10 point scale considering the performance of the appraisee. The guidelines given in Graded Description for the attributes may be referred before awarding gradings. The numerical grading is to be given in whole number. Decimals or fractions will not be used in numerical grading. 11. There should normally be no occasion to rewrite or change the marks. In exceptional circumstances, if rewriting by any of the reporting/reviewing officer becomes inescapable, then the numerical grading should be circled, fresh marks awarded and initialled by the same officer. Overwriting or use of whitener is prohibited.


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12. Part I – Personal Data. Appraisee is to ensure the correctness of the following details while printing the form:-

(a) Service No. and Name.

(b) Rank & Trade

(c) Commendations, if any.

(d) Name of Unit / Command (e) In date of posting column, TORS date should be mentioned. (f) Marital status should be clearly mentioned as ‘Married’ / ‘Single’ / ‘Widower’ / ‘Divorcee’. (g) Higher Education Qualification to be written as MA / B Sc / BA / Intermediate / Matric etc.

(h) The appraisee is to sign below para 1 of AR form and also on top of second page of the report mentioning his service number.

13. The following Para of AR form are to be completed by IO :-

(a) Para 4 (Specialisation– AR-N). The specialised categories of NCs(E) eg. Gardner, Painter, Carpenter, Driver, Comn Sqn Duties, In-flight Steward Duties, Cook etc are given in AR form. IO has to mention the category in which the NC (E) specialises. (b) Para 4 (Specialisation– AR-N*). The type of game and level of participation is to be mentioned by IO. (c) Para 5 (Work Experience with VIPs). The work experience of NC (E) with VIPs eg. CAS, Air Mshls etc with period is to be mentioned clearly at appropriate column of AR form. (d) Para 6 (Fitness for VIP Duties). The fitness of NC (E) for VIP duties is to be mentioned by IO.

14. IO should award numerical grading in each attribute on a 10 point scale considering the performance of the appraisee after referring the guidelines given in Graded Description. Totalling of marks and assessment grading (e.g EX / AA / AV / BA) should be mentioned at the place provided for this purpose. While awarding grading in each attribute, IO has to keep in view the real picture of appraisee for the period of report. The Grading awarded by IO should match with the total marks awarded to the appraisee. IO should sign at appropriate place with date.


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Instructions to Reviewing Officer

15. The RO will satisfy himself that the report has been completed in accordance with the instructions for the appraisee and IO. At para 7(a) to (k) for AR-N / para 5(a) to (k) for AR-N* (Performance Appraisal) RO should award numerical grading in each attribute on a 10 point scale considering the performance of the appraisee. He will check assessments of the IO for inconsistencies and anomalies, if any. If the overall assessment by the IO is adverse which is not notified to the appraisee, the RO must inform the IO and arrange for the appraisee to be notified in writing. After completion of para 7(a) to (k) for AR-N / para 5(a) to (k) for AR-N*, RO should sign at appropriate place with date.

Instructions to Senior Reviewing Officer

16. The SRO will satisfy himself that the report has been completed in accordance with the instructions for the IO and RO. He is to check the assessment, recommendations and remarks of IO and RO for inconsistencies and anomalies, if any, and give his numerical grading in the column provided at para 7(a) to (k) for AR-N / para 5(a) to (k) for AR-N*. In reports assessed as ‘EX’ and ‘BA’ all the columns provided will have to be mandatorily filled and signed below the grading column. If the overall assessment by the IO / RO is adverse and not notified to the appraisee, the SRO must inform the RO / IO and arrange for the appraisee to be formally notified in writing. In case of adverse report the SRO must be the AOC / Stn Cdr / CO.

INSTRUCTIONS FOR AIR FORCE SPORTS CONTROL BOARD (FOR AR-N* ONLY)

17. In case of sportsmen / coaches, AR-N* are to be forwarded to Air Force Sports Control Board for completion of appropriate columns at para 5 of Part IV of AR. The completed AR is to be submitted by AFSCB to Air Force Record Office


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GRADED DESCRIPTION OF ATTRIBUTES : NCs(E) (AR-N)

Factors of Assessment

Exceptional 10-8

Above Average

7-6

Average 5-3

Below Average 2-1

Sense of Duty/ Promptness in Exercising Orders

Displays an extremely high sense of duty. Places service duty above all else at all times. Always active himself in promptness in exercising orders.

Displays a high sense of duty. Places service duty above all else at all times. Always active himself in promptness in exercising orders.

Sometimes includes placing self before duty and can not decide the required extent of self-involvement. Fairly good involvement in service duty.

Generally places self before service and lacks sense of duty.

Drive & Determination

Demonstrates whole hearted application to completion of tasks. Can withstand prolonged stress related activities. Always strives to finish the task at hand irrespective of longer duration involved.

Occasionally needs some encouragement when undertaking task. Can take a reasonable amount of stress. Usually puts in adequate efforts to ensure task completion even if stretches for longer duration.

Needs encouragement while undertaking tasks. Has to be guided to take initiative. Puts in average efforts for completion of jobs.

Lack energy. Avoid prolonged duration activity. Always failed to complete the assigned task.

Work Output Shows an exceptional degree of excellence in his work. Pays attention to details and strives to accomplish the task well in time, while adhering to work ethics.

High quality output of work. Pays adequate attention to details and tries to accomplish the tasks within the constraints of time.

Output is satisfactory. Pays adequate attention to details and work output. Makes an attempt to complete job within time.

Quality of work is unacceptable. Capacity limited to accomplishing only ordinary level results. Sometimes fails to accomplish even the routine tasks despite constant reminders.

Initiative & Team Spirit

A self-starter. Shows exceptional resourcefulness in handling unforeseen events/situations effectively.

Takes necessary and appropriate action in handling unforeseen tasks and

Generally takes necessary action on his own when held up for want of decisions for

Does not act without instructions. Does not work independently. Unable to prioritise the job. His presence in a group may have a demoralising effect on others. Due to his non


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Volunteers to work on any problem. Invaluable member in any team. A thorough team man whose advice and judgement are always sought and respected. His cooperative nature ensures that he is welcome in any job related group activity.

situations. Does not wait for instructions to get things done. Performs adequately well as a member of a team. Generally helpful and co-operative. Is a team man who always does his bit. Cooperates in job related group activity and can be put in any group.

precedents. Occasionally required instructions and guidance to get things done. Generally accepted as a member of the team and tries to extend cooperation in job related group activities. Displays average performance as part of a group.

cooperative attitude cannot perform constructively in any job related group activity.

Resources Utilisation

Never misutilise service resources. Manages eqpt effectively and efficiently. Understands thoroughly the value of the resources given to him. Takes great care of service items given to him for any task. Uses tools/eqpt given to him effectively and efficiently.

Does not misuse service resources. Take adequate care of service eqpt. Uses resources appropriately. Usually handles service items given to him with care.

Tries to take care of equipment and resources and puts in efforts to use them appropriately. Does not misutilise service equipment.

Careless about service resources. Requires to be told at times not to misutilise them. Does not bother to handle service items with care. Has a problem with managing his eqpt.

Discipline Always confirms to service rules, regulations, orders and instructions. Displays exemplary

Conforms to service orders, rules & regulations willingly & cheerfully. Mostly conducts and

Conducts himself in acceptable standards of behaviour as per service rules & regulations.

Apt to ignore & consistently violate service orders, rules and regulations. Sets a poor example of discipline for subordinates.


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conduct & behaviour in keeping with the service requirement.

behaves in keeping with the service requirement.

Turnout & Bearing

Turnout, drill and bearing are good. Takes pride in being a military man. Conducts himself very well at all times. Has a positive and healthy attitude towards the service way of life. He takes any drawbacks in his stride and does not allow it to affect him.

Turnout drill and bearing are satisfactory. Conducts himself in a satisfactory manner at all times. He is quite positive towards the service way of life. He usually takes all the drawbacks into his stride and makes an effort to balance it in his professional and personal life.

Turnout, Drill and bearing are just satisfactory. Conducts himself in a satisfactory manner of all times. He usually takes all the drawbacks in his strides with a little help. Makes a satisfactory effort to balance personal and professional life.

Turn out, drill and bearing are unsatisfactory. Military bearing is unsatisfactory. Tends to be brusque/rude in his mannerisms. Cannot accept any drawbacks, allows them to affect him personally and professionally.

Character, Honesty, Integrity and Loyalty.

Very good character. Displays high sense of honesty, and integrity in his dealing. Always offers correct information and objective advice. Is extremely sincere and upright. Manages his personal affairs commendably. Demonstrates unquestioned loyalty to service aims.

Very good character displays a high sense of honesty, and integrity. Offers correct information and fair advice. Sincere and upright in his approach. Manages his personal affairs well. Demonstrates loyalty to service aims.

Generally very good character Honest, integrity and loyalty in his dealings. Usually offers fair advice to his superiors and provides correct information. Needs to be told to manage his personal affairs

Having good character and occasionally becomes dishonest in his dealing when tries to make shortcuts. At times apt to give incorrect information/opinion knowingly.


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Reliability and Dependability

Consistently accomplishes desired results in time without supervision and reminding. Readily and willingly accepts additional tasks/duties/ responsibilities.

Makes an effort to accomplish the tasks in time to the best of his ability. Does not require reminders. Mostly accepts additional tasks/ duties/ responsibilities.

Can accomplish all normal and routine tasks. Require occasional reminding.

Fails to accomplish even the routine tasks despite constant reminders.

Physical Fitness

Extremely fit, both mentally and physically and always willing to accept challenges. Displays very high physical endurance to meet emergencies effectively.

Maintains a high degree of physical and mental toughness and can meet emergencies with composure. Physical endurance high.

Maintains just adequate physical fitness, cheerful, willing to deliver when situation demands.

Physical standard is very low and Physical stamina just adequate.


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GRADED DESCRIPTION OF ATTRIBUTES : NCs(E) (SPORTSPERSON) (AR-N*)

Factors of Assessment

Exceptional 10-8

Above Average

7-6

Average 5-3

Below Average 2-1

Performance/ Participation Level of Achievement in the Year

-Sportsmen who form part of the Services/National Teams or have won medal in the Inter-Services championship. -AF Coaches selected as Coaches of Services/National Teams or Coaches of AF sportsman/teams winning medals in the Inter-Services Championships. -Sportsmen representing AF in the Inter-Services Championships. -AF Coaches posted at AF/Command Nodal Centres under SS Code

-Coaches and Sportsmen representing Command in the AF Championships.

-Station/Unit level sportsmen participating in Command championships. -Sportsmen participating in Command Level championships should not be assessed Average or below.

--

Knowledge / Skill of the Game

Possesses exceptional theoretical/ practical knowledge appropriate to period of his association with sports. Always keeps himself abreast of day-to-day scientific and technical developments in his sports. Maintains an updated National/International track record in his field of sports.

Possesses adequate theoretical/ practical knowledge in his sports discipline and keeps an updated track record in his field of sports.

Possesses sound/limited theoretical/practical knowledge in his sports and aware of the techniques/tactics applied by coaches/ players in the country.

--


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Physical Fitness / Endurance

Extremely fit, both mentally and physically and always willing to accept challenges. His passion and aggression inspires his team-mates to show their best.

With a high degree of physical and mental toughness, he always injects a challenging spirit amongst team members.

Maintains a standard physical fitness, cheerful, willing to deliver when situation demands.

Very often remains medically unfit. Withdraws himself when his contribution is required.

Team Spirit An excellent performer and an invaluable member in the team. A thorough team man whose advice and judgement are always sought and respected. Because of his ability and cooperative nature he is welcome to give any advice in the interest of the game. He always places the team interest above self.

Performs adequately well as a member of the team. Generally helpful and cooperative. Is a team man who always cooperates in team activity and shares the responsibilities.

An average performer generally accepted as member of the team and tries to extend cooperation team activities.

is non-cooperative and indifferent. His presence in the team may have a negative effect on others. Due to non-cooperative attitude cannot perform constructively in the team activity.

Responsibility

Volunteers to accept responsibilities. With dedication, sincerity and hard work achieves the goal. Capable of performing independently. Does not shy away from responsibility.

Accepts the responsibilities willingly and tries his best to achieve the task with help of others.

Generally accepts responsibility and is reliable in achieving the task. Requires others help and supervision occasionally.

Is unreliable, unsure and needs constant supervision. Always evades responsibility and tries to find excuses. Always complains of workload. Requires constant supervision.

Drive & Determination

Demonstrates extraordinary will power and wholehearted application to achieving goal despite unfavourable circumstances. Can withstand prolonged stress.

Possesses fair amount of perseverance in achieving goal either individually or as a team member. Never gives up unless extremely

Displays just adequate perseverance to attain set goal. Can withstand occasional stress. Usually puts in adequate efforts to ensure task completion even if stretches

Lacks energy. Easily discouraged. Inclined to waver and give up under a little stress. Lacks the will to put in additional efforts. Avoids prolonged


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Does not like to give up.

pressurized. for longer duration.

duration activity. Does not want to do a task on his own.

Organising Ability

A logical and systematic planner. Shows adequate foresightness. Ensures maximum result with optimum utilisation of resources.

Normally anticipates work priorities and formulates workable plans. Makes good use of available resources.

Systematic in planning routine and familiar task and situations of moderate complexity. Makes fair use of available resources.

Unable to plan even routine tasks and unable to make use of available resources.

Urge to Excel

Is extremely passionate and hard working to give the best performance even under adverse on and off field situations. Avails the slightest opportunity that comes on his way and turns the result in his favour or in favour of his team.

Has a strong desire for good result by putting in his best efforts either in the individual event or in team event.

Has fair amount of desire for good result out of better performance individually or as a team member.

Incapable of competing. Accepts defeat easily.

Turnout, Bearing and Attitude to Military Life.

Turnout, drill and bearing are good. Is highly disciplined. Takes pride in being a military man. Conducts himself very well at all times. The airman is physically fit, neat and trim. Has a positive and healthy attitude towards the service way of life. He takes any drawbacks in his stride and does not allow it to affect him.

Turnout drill and bearing are satisfactory. Is disciplined. Conducts himself in a satisfactory manner at all times. He is quite positive towards the service way of life. He usually takes all the drawbacks into his stride and makes an effort to balance it is his professional

Turnout, Drill and bearing are just satisfactory. Reasonably disciplined. Conducts himself in a satisfactory manner of all times. He does maintain his fitness. He usually takes all the drawbacks in his strides with a little help. Makes a satisfactory effort to balance personal and professional life.

Turn out, drill and bearing are unsatisfactory. In disciplined. Military bearing is unsatisfactory. Tends to be brusque/rude in his mannerisms. Does not pay adequate attention to his fitness. Cannot accept any drawbacks, allows them to affect him personally and professionally.


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and personal life.

Character, Honesty, Integrity and Loyalty.

Very good character. Displays high sense of honesty in his dealing. Always offers correct information and objective advice. Is extremely sincere and upright. Manages his personal affairs commendably.

Very good character. Generally displays a high sense of honesty and offers correct information and fair advice. Sincere and upright in his approach. Manages his personal affairs well.

Generally Very good character. Honest in his dealings. Usually offers fair advice to his superiors and provides correct information. Needs to be told to manage his personal affairs

Having good character. Occasionally becomes dishonest in his dealing when tries to make shortcuts. At times apt to give incorrect information/opinion knowingly.


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Appendix AB (Refers to para 55 of

AFO 12 / 2015) CONFIDENTIAL

(WHEN FILLED)

EXECUTIVE REPORT PROFORMA : NCs(E) INCLUSIVE OF SPORTSMEN /

COACHES

Ser No…..…..Rank………..…..Name……….………………………Trade…………

Parent Unit ……………….……. Unit / Formation where Attached………..……….………

Period of Attachment - From …………………..…….……… To …….…….…………

PERFORMANCE APPRAISAL

(Under this heading mention the Job Performance by the NC(E). The Sense of Duty / Promptness in Exercising of Duty, Drive & Determination, Work Output, Initiative & Teamwork, Resources Utilisation, and Reliability & Dependability of the NC(E) are to be recorded in this paragraph. Jobs not performed satisfactorily should also be mentioned.)

PERSONAL ATTRIBUTES

(Under this heading provide a brief sketch of

the NC(E)’s Turnout, Bearing, Discipline,

Character, Honesty, Integrity, Loyalty and

also Physical Fitness.)

Signature of officer raising Executive Report Rank ……………………………………………. Name …………………………………………… Appointment ……………………………………

Date : Unit ………………………………………………

AOC / Stn Cdr / CO Date : AOC / Stn Cdr / CO

CONFIDENTIAL


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Appendix AC (Refers to para 57 of

AFO 12 / 2015)

CONFIDENTIAL

ADVERSE REPORT : NCs(E) INCLUSIVE OF SPORTSMEN / COACHES

PART - I

1. Certified that the under mentioned NC (E) has been adversely reported upon in

Appraisal Report for the year __________.

Service Number Rank Name & Initials Trade

2. I have interviewed the NC(E) and explained to him the reasons for adverse report

with a view to enable him to improve.

3. The NC (E) was issued with requisite warnings on _____________ (Copies

attached).

Date: AOC / Stn Cdr / CO

PART - II

4. I ________________________________ have been informed in writing that I

have been adversely reported upon in Appraisal Report for the year _____ along with the

reasons for the same.

Date: Signature of NCs (E)

CONFIDENTIAL

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