 For effectiveness of organizations, it is extremely important that organizations must have a very robust system of performance appraisal. The theory of performance appraisal states that organizations which have a good system of performance appraisal who do 360 degree performance appraisal, they are effective organization. How does the government in Pakistan do performance appraisal for its human resource? It is one of the weak areas of the government and we see that since it's a weak area, the effects and outcomes of this weakness of the system are reflected in its service delivery. The forms of performance appraisal are available for different grades and these forms are on this link which is of establishment division. If you go into these forms, you get different grades of performance appraisal. Usually these performance appraisal forms are for all levels but the forms of establishment division are available in its autonomous bodies or departments. Grade forms for BS 19 and 20 are a light green color which is available just to create a distinction. Every year, it is called PER, Performance Evaluation Report. Now this annual confidential report is not mentioned. Now this performance evaluation report is called PER. It is an annual exercise which is important to write in January according to the rule. It is the duty of the person who is writing this report. It is his responsibility to download the form on the establishment division website and fill out the essential first two pages himself. The job description is that the employee has to write his name on the first page and then he has to give it to the reporting officer, the supervisor. This is the responsibility of the employee. It is the responsibility of every junior to forward his report in January to their seniors. The instructions for writing the performance report are on this link. It is a document of about hundred and thirty-five pages on which it is written how the performance evaluation report will be written. And the reporting officers who have to write the report are clear instructions for them that if they give adverse remarks to someone, they will write it clearly. Similarly, the senior who understands that the reporting officer does not agree with the remarks, so they have to indicate from the red pencil that why that person does not agree with the reporting officer. So, there are very clear instructions about adverse remarks and positive things about them. Agreement or disagreement. This is a very consultative process of performance appraisal. But the weakness of this is that it is not done by the counsellors who are reported. This is not done by them. This is an annual ritual which is marked in this way. If you give an outstanding report to someone, then it has ten numbers. If someone gets very good, then it has eight numbers. Similarly, seven numbers of good and five of average and one of below average. And if somebody gets a poor report, then it has zero numbers. So, all these things are present. And the guide, the performance evaluation report, the writing guide which has been linked, all these things are present. The weaknesses are no agreement between reporting and reported employees on goals and targets to be achieved. In this year, you can go to any institution in the government. There is no agreement or consultation that this year has started. Now, we have to achieve these things in this year. And the targets should be given to the employees. It is a kind of routine work that everybody is on the treadmill and they are just moving. So, there is no collective sitting down and formulating. So, mainly, this is a subjective exercise. The kind of work that has to be done, there are no indicators that are measured. There are two job descriptions. Job descriptions are present. But nobody looks at them. And neither does the performance evaluation report either pay attention to it. And neither does it get updated. Usually, these reports are written as trade-based. It is not behavior-based. It is not given to determine the behavior. So, it is seen as trades. It is asked that knowledge is for knowledge but not an attitude. There is no word about attitude. It is very important to work. It is asked about strengths and weaknesses. But it is written only about strengths. It is written very little about weaknesses. Similarly, there is no institutional mechanism to train officers that how they should write a report. There is no institutional mechanism. There is a guideline to train people. Maybe one or two days to talk how they should write a report. So, what happens then is the outcome of all this is that the relationship between boss and the junior is more important than the work itself. So, if you have a good relationship with your boss and government, I think you will get a good report. So, PER writing is an annual exercise which is fruitless and it is only used for promoting officers. So, the marks you get in the evaluation. So, when your promotion time comes, then this report is seen. Before that, there is no attention towards it. So, what happens? In the end, everyone gets an outstanding and very good report. And it is not seen that the person who got a good and very good report, how was his actual performance?