Redesigning Performance Appraisal Systems in Superior Civil Service: Are we Ready for Competency Framework?
| Author | Ajay Mishra,I. Ramabrahmam |
| Published date | 01 July 2012 |
| Date | 01 July 2012 |
| DOI | http://doi.org/10.1177/0019556120120316 |
| Subject Matter | Article |
REDESIGNING PERFORMANCE
APPRAISAL
SYSTEMS IN SUPERIOR CIVIL SERVICE: ARE
WE
READY
FOR
COMPETENCY FRAMEWORK?
I.
RAMABRAHMAM AND AJAY
MISHRA
The proposed Civil Service (Performance and
Accountability) Bill, promises to raise the
bar
for
administrator~
for effective performance leading
to
better
implementation
of
public policies.
The
new initiative expects
that career progression and performance
of
officers will
be scrutinised objectively. While this move
in
itself calls
for
revisiting the performance appraisal procedures
applicable to Indian administrative services, the UNDP
Conference on Competency-Based Performances farther
brings into sharper focus the need for reengineering the
public personnel management practices that includes
recruitment, training and promotions.
This
article seeks
to
critically look
at
one
of
the crucial components, i.e.,
performance assessment and examines how these are
in
operation now and what changes can be made to make
them more effective.
INTRODUCTION
THE CONVENTIONAL perception
of
performance appraisals (PA)
in public organisations .for a long time remained as a fault-finding
exercise.
Up
until recently, the Government
of
India followed confidential
reporting systems. Though some changes were brought in 2007-08,
whether these had the desirable effect is yet to be comprehensively
ex-amined. This
asp~ct
calls for critical analysis and scrutiny as
governments are under pressure for better delivery
of
services to the
common man. For example, the passage
of
Right to Public Service Act
by Government
of
Bihar recently in which 50 services are included,
shows the compulsions for performance. A penalty
is
stipulated ranging
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