PERFORMANCE APPRAISAL

CIVIL AVIATION AUTHORITY ORDER

VERSION
: 1.0
DATE OF IMPLEMENTATION : 01-11-2009
OFFICE OF PRIME INTEREST : Human Resource (Career Planning & Performance Management)
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PERFORMANCE APPRAISAL

NAME

DESIGNATION

Human Resource
Career Planning &
Performance
Management Branch

Various

MASOOD-UR-RAHMAN

Actg. GM HR (CP&D)

ZAFAR AHMED

Actg. Chief HR

SUMAIR SAEED

Management
Representative (MR)

AHMED JALAL SHAH

Director SQMS

APPROVED BY

Air Cdre. (Retd.)

MUHAMMAD JUNAID
AMEEN

Director General,
Civil Aviation Authority

TYPE OF DOCUMENT

CIVIL AVIATION AUTHORITY ORDER (CAAO).

STATUS OF
DOCUMENT

CONTROLLED

PREPARED BY

SIGNATURE

REVIEWED BY

VERIFIED BY

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A. PURPOSE:
The purpose of this CAAO is to:
A1. Ensure that Pakistan Civil Aviation Authority move towards an accountable style of management,
effective delegation and efficient career growth of its employees to achieve shared goals.
A2. Nurture a productive and committed workforce in order to ensure a challenging and rewarding
work environment.
A3. To set out specific procedures and standards for managing career of employees.
A4. Evaluate the performance of employees and address their training needs.

B. SCOPE:
This CAAO shall be applicable to all regular and contractual employees from PG-02 & above only,
excluding non-technical staff i.e. Mali, Qasid, Helper, Chowkidar, Sweeper and G.S. Attendant.

C. CORE RESPONSIBILITIES:
C1. CHR shall establish procedure and ensure implementation of Performance Management
System in the organization.
C2. GM HR CP&PM shall be responsible to maintain & review Performance Appraisal Report
CAAO in accordance with CAAO-001-XXMS-1.0 (Document & Record Control). He/she shall
th
ensure that the TNA data, derived from PARs, shall be given to HR T&D branch before 30
April of every year for making Annual Training Plan.
C3. All Director / General Manager / Airport Manager / Location Head/Sectional Heads and
officers initiating PARs shall be responsible to ensure implementation of procedures
contained in this CAAO and timely submission of PARs to HQ HR CP&PM branch i.e. by 31st
January of every year. Non-submission of PAR within stipulated time shall entail disciplinary
action under CAA Service Regulation.

D. DESCRIPTION:
Procedures described in this CAAO provide general guideline for initiating PAR. This CAAO also
address the issues related to PAR and role of managers in overcoming the issues.

D1. PERFORMANCE APPRAISAL:

D1.1 Performance Appraisal is a method by which the job performance of an employee is
evaluated in terms of quality, quantity, time & cost effectiveness. It is an integral part of
Career Development.
D1.2 Generally, the aims of a performance appraisal are to:
D1.2.1 Give feedback on performance to employees.
D1.2.2 Identify performers and non-performers, reward performers and develop nonperformers.
D1.2.3 Identify performance gaps and address employees training needs.
D1.2.4 Form a basis of career growth and development.

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D1.2.5 Facilitate communication between appraisee and appraiser.

D2. PERFORMANCE APPRAISAL AND TRAINING NEED ANALYSIS:

D2.1 Performance Appraisal is one of the vital tools in carrying out TNA i.e. the systematic
gathering of data to find out performance gaps in the existing skills, knowledge and
attitude of employees. Based on this data a training plan is devised to address the needs
identified for employees career development.
D2.2 In CAA, Performance Appraisal Report is the basis of TNA. The data gathered from
PAR, regarding employees competencies, serves the basis of ATP, made by HR T&D
(CAAO-001-HRTD-1.0). Therefore, it is imperative that the appraiser critically analyze
the competencies of the appraisee and identify appropriate training needs (areas where
appraisee requires improvement).

D3. PERFORMANCE APPRAISAL AND CAREER DEVELOPMENT:

Performance Appraisal helps to identify hidden talents and potential of the individuals.
Identifying these potential talents can help in preparing the individuals for higher responsibilities
and positions in the future. Performance appraisal is also closely linked to HR processes like
promotions. A performance feed back communicated through PARs, helps to identify individual
career developmental plans. Based on the evaluation, employees can develop their career
goals, achieve new levels of competencies and chart their career progression. Performance
appraisal encourages employees to reinforce their strengths and overcome their weaknesses.

D4. PROCESS OF PERFORMANCE APPRAISAL:

D4.1 At the beginning of the twelve months work cycle, January-December, mangers shall
meet with their employees, set targets and define employees performance expectations.
The targets are to be inline with the Macro & Micro level targets set by DG CAA (CAAO014-XXMS-1.0) and shall be set by 31st January of every year.
D4.2 The appraiser should specify how employees performance will be measured, & give
them an understanding that meetings these expectations will contribute to the
achievements of the Organizations mission.
D4.3 Once the targets are set, it shall be documented on the Performance Appraisal Report
(CAAF-002-HRCP-1.0) and signed by both the appraiser and the appraisee. When
expectations change during the work cycle, the appraiser shall communicate these
changes to the appraisee and modify work plan as necessary. The appraiser shall safely
keep the documented targets and send it by 31st January of every year, along with
annual PAR to HQ HR CP&PM (CAAO-014-XXMS-1.0). However, due to genuine
reasons, if the annual PAR cannot be sent by the given time, the appraiser shall
immediately submit the documented targets for record. For e.g. targets for the year 2010
shall be sent along with Annual PAR 2009, by 31st January 2010.
D4.4 Appraisee/employees shall be responsible to perform as par expectations agreed.
Progress on the targets shall be measured, reported, discussed and documented
throughout the work cycle by the appraiser. This will play a significant role and help the
appraiser while conducting the annual appraisals.
D4.5 At the end of the work cycle, the appraiser shall exclusively evaluate employees
performance during the past year, against the performance expectations earlier set at
the beginning of the year.
D4.6 The Annual Performance Appraisal shall use a five level rating scale for reporting overall
performance as:

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Ratings

Measures

D4.6.1

Outstanding

D4.6.2

Very Good

D4.6.3

Good

D4.6.4

Needs Improvement

.
D4.6.5

Inadequate
Performance

Performance consistently and significantly far

exceeds against the task/ targets assigned &
performance standards i.e. excel in all aspects of the
work.
With little supervision, performance frequently
exceeds against the tasks/ targets assigned &
performance standards.
With supervision, the employee fulfills expectations
and at times may exceed expectations.
The employee requires constant supervision as the
performance does not consistently meet expectations.
A performance improvement plan is required
Even with additional coaching and supervision, the
employees performance remains far below and does
not meet expectations. Immediate improvement is
required.

D4.7 Appraiser shall discuss the annual appraisal with the appraisee. Both appraiser and
appraisee shall sign the completed Performance Appraisal Report (CAAF-002-HRCP1.0), indicating that discussion has taken place.
D4.8 Once the appraisee and appraiser has signed the PAR, the appraisers manager (next in
line manager) will then append his/her signatures on the Performance Appraisal Report,
followed by Signatures of Specialist Director, DDG CAA and DG CAA, where ever
applicable.

D5. PERFORMANCE APPRAISAL REPORTS FOR OFFICERS AND STAFF:

D5.1 Performance Appraisal Report for Officers (PG-07 and above)

(CAAF-002-HRCP-1.0)

D5.2 Performance Appraisal Report for Staff (PG-05 PG-06)

(CAAF-003-HRCP-1.0)

D5.3 Performance Appraisal Report for Staff (PG-02 PG-04)

(CAAF-004-HRCP-1.0)

D5.4 All forms are to be downloaded from CAA website www.caapakistan.com.pk.

Note: Changes in the Performance Appraisal Report are not allowed. No form will be
accepted if any change(s) is/are made either in the format or in any content of the form.

D6. PERFORMANCE APPRAISAL FOR OSD:

PAR of an Officer on Special Duty (OSD) shall be raised in the normal manner. It is the
responsibility of the Specialist Director/Chief HR to assign targets to OSD. The PAR of OSD will
be evaluated against the performance on the assigned targets. PAR of OSDs, who are waiting
for posting, cannot be raised for the reason that they have not been assigned any work. A note
to this effect, however, should be placed in their dossier so that no break occurs in their record.

D7. PERFORMANCE APPRAISAL FOR OFFICER HOLDING CHARGE OF TWO POSTS:

D7.1 PAR of officer holding charge of two posts in a given work cycle shall be raised on one
single PAR, specifying all the targets assigned. However, the appraiser must write /
emphasize the performance on targets of additional charge while writing the remarks in
PAR.

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D7.2 If PAR of an employee is raised separately on two different forms for different posts held
by the employee in a given year, average of the PARs shall be considered as final.

D8. OCCASIONS OF WRITING PAR:

D8.1 Annual. A normal PAR shall cover the period form 1st January to 31st December of each
year. PAR in respect of all employees shall be initiated by 1st January and submitted to
st
HQ HR CP&PM Branch by 31 January of each year. The work cycle will include the
actual period in which the work, performance and conduct of an employee is reviewed by
the appraiser. For new hires, the annual PAR shall only be raised if they have completed
at least three months in a given work cycle.
D8.2 An employee may not be posted out prior to completion of targets assigned to him/her
during that year, however owing to exigency of service, if an employee is required to be
posted at other location. It is the responsibility of both appraisee and appraiser to
immediately forward complete PAR to GM HR (CP&PM) of the period served before
being posted out/relived. However, the appraiser can only initiate the PAR if the
appraisee has served at least minimum three months service under him/her.
D8.3 Special Report shall be written on the following occasions:
D8.3.1 Termination of Probationary Period. The officer/official appointed by initial
appointment or promotion shall be on probation for a period of one year. His/her
Special PAR shall be raised on completion of one year service, subject to
successful completion of prescribed Training/Test (if any), highlighting his/her
strong areas and identifying required training to improve performance gaps. For
new hires, apart from this, probation will not be terminated unless a character
and antecedents certificate verified by Director Intelligence Bureau, Islamabad is
submitted to HQ HR.
D8.3.2 Probation period of the employee will be reviewed on receipt of the Special PAR
only if the annual PAR is not due, with recommendations of termination of
probationary period therein.
D8.3.3 Specially called for shall be raised on employees who are placed under
observation/ monitoring for a certain period. It shall also be initiated if an
employee is considered unsuitable for retention in service or not suitably
qualified for appointment to which posted or his work is not satisfactory. It shall
be raised after a minimum period of three months from the date of posting of the
employee with proper intimation.
D8.3.4 If special report does not indicate any improvement in the work/conduct of the
employee concerned, the Competent Authority may take suitable action against
the employee under CAA Service Regulations.

D9. INITIATION / COUNTERSIGNING PAR:

D9.1 FOR OFFICERS:
D9.1.1 PAR of officers shall be raised by an officer who should be at least one pay
group higher to appraisee or senior to him/her or under whose command the
appraisee has directly worked.
D9.1.2 In absence of any appraiser/senior officer, the appraisers manager or sectional
head / location head of the same status senior to appraisee and who has
personal knowledge of the work of appraisee can initiate the PAR.
D9.1.3 PAR of Directors PG-11 and Ex-Cadre-A officers shall be raised by the DDG
and countersigned by DG CAA.
D9.1.4 DG CAA shall raise PAR of Directors and all other officers who are working
directly under his control.
D9.1.5 PAR of Regional Directors shall be raised by Principal Director Airport Services
and countersigned by DG CAA.

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D9.1.6 PAR of General Managers shall be initiated by Directors concerned and

countersigned by DGCAA. In absence of DG CAA, DDG CAA shall countersign
the PARs.
D9.1.7 In all cases appraisee must have completed at least three months service during
the year, under the appraiser.
D9.2 FOR STAFF:
D9.2.1 PAR of staff (PG-02-to-PG-06) shall be raised by an officer of PG-07 and above
and countersigned by appraisers manager.
D9.2.2 At locations where APM is below PG-10, the PAR of PG-02-04 may be sent
directly to HQ HR CP&PM, where as PAR of PG-05-PG06 is to be forwarded to
HQ HR CP&PM, after countersignature by GM specialist positioned at RD
Office. In case, GM Specialist is not available, the same may countersigned by
R.D.
Note: PAR once initiated and submitted to HQrs shall be considered as final,
which cannot be altered/changed.

D10. INITIATION/COUNTERSIGINING OF PAR BY OFFICERS UNDER TRANSFER /

RETIRED / RESIGNED / CONTRACTUAL & DEPUTATIONISTS:
D10.1 Officers, who are transferred to other directorate, proceed on retirement, resigned,
whose contract is either expired or terminated or who has completed the period of
deputation, should initiate/countersign PAR of their subordinate officers and staff before
handing over charge or leaving the station.
D10.2 If an officer proceeds on retirement or leaves the organization without
writing/countersigning the reports and cannot be contacted, despite repeated requests,
the following procedure shall be adopted: D10.2.1 The officer, who would have countersigned the report after initiation should
initiate the report, provided he has seen the work of the appraisee for a
minimum period of three months. The next higher officer, if any, should
countersign it.
D10.2.2 If the report has already been initiated but the appraisers manager has
retired/left the organization, the next higher officer, if any, should countersign
the PAR.
D10.2.3 If both the appraiser and appraisers manager have retired/left the organization
then the next higher officer, if any, should initiate/countersign it.
D10.2.4 In all such cases, both the appraiser & appraisers manager must have
personal knowledge of the work of the appraisee.

D11. INITIATION/COUNTERSIGINING OF PAR BY OFFICERS UNDER SUSPENSION /

ABSENT FROM DUTY / COMPULSORY RETIRED UNDER DISCIPLINARY RULES:
The officer under suspension or compulsory retired under disciplinary rules may not be allowed
to write or countersign PARs of their sub-ordinates during the period of their suspension. In
such cases, procedure stated at Para D10.2.1 D10.2.4 of this CAAO shall be adopted.

D12. SIGNATURE OF APPRAISEE ON PAR:

Performance Appraisal requires that the appraiser must discuss the appraisal with the
appraisee prior to finalization of scores and ranking. Once the appraiser has completed the
PAR in all aspects, with un-erasable pen only, the appraisee shall then sign the PAR, which
signifies that he/she has seen it. If the appraisee wishes to add his/her comments he/she may

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do so by giving remarks in the specified columns in the PAR (CAAF-002-HRCP-1.0) & (CAAF003-HRCP-1.0).

D13. CHANGING OF ASSESSMENT BY APPRAISERS MANAGER/SPECIALIST DIRECTOR /

DDG CAA/DG CAA:
D13.1 Throughout the year, the appraisee works under the direct control of the appraiser who is
well informed on appraisees competencies and achievements on the assigned tasks
and targets. Therefore, the appraisers manager/specialist director, while countersigning
the PAR, may not alter any assessment given by the appraiser. However, in cases
where it is important to change the assessment, he/she is to consider assessment of the
appraiser and can make changes only with proper justifications, otherwise that change
will not be considered. He /she shall specially comment on career growth and future
development in the specified column.
D13.2 The PAR of GMs will be submitted to DG CAA for countersignature. If he differs with the
assessment given by the Specialist Director, he may add his remarks, which shall be
treated as Final.
Note: In case of upgrading/downgrading of PAR of any officer, either by the
Appraisers Manager/Specialist Director or by DG CAA, HQ HR CP&PM will
communicate the remarks to the concerned officer.

D14. COUNSELING:
D14.1 In the interest to groom employees continued effort by appraisers/seniors is essential
that the employees are properly counseled, guided and told about their weak areas
throughout the year, instead of waiting for the time of raising the PAR, either verbally or
in writing when required.
D14.2 Despite repeated counseling, if there is no improvement in the performance of the
employee, it is the duty of the appraiser/appraisers manager to mention such
performance gaps in the PAR with justification. At the same time, it is imperative on
appraiser to highlight the good points of appraisee.

D15. REPRESENTATION AGAINST ADVERSE PAR:

D15.1 When adverse remarks are recorded in the PAR, the appraisee may submit a
representation against such adverse remarks/assessment which will be entertained if
submitted within the prescribed period of thirty days from the date of submission of PAR
to HQ HR CP&PM. Representation received after that period would be filed without any
action.
D15.2 The representation shall be sent to the appraiser and appraisers manager who shall
give their comments/views on the representation immediately. If the
appraiser/appraisers manager fails to submit the views/comments on the representation
submitted by the appraisee within 60 days, the case shall be submitted to the Competent
Authority, for decision.
D15.3 Decision of the Competent Authority on the representation would be final and no further
representation against the decision of the Competent Authority will be entertained.
D15.4 In case the Competent Authority decides to expunge adverse remarks from the PAR, a
marginal note should be added by HR CP&PM Branch showing the file number and date
of the orders under which the adverse entry has been expunged. In no circumstances
should any entry in a PAR be made illegible or any papers are physically removed from a
file of PAR.

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D16. TIMELY SUBMISSION OF PAR:

PAR plays a significant role in career development of employees. The ATP shall be derived
from the inputs of the PAR received. Non submission or delayed submission of PAR may
hamper the Performance Management Process. Therefore, it is imperative that the PAR shall
st
be submitted by 31 January of every year to HQ HR CP&PM Branch. Directors & GMs must
ensure timely submission of PARs of their respective subordinate

D17. TRANSMISSION & DISPOSAL OF PAR:

D17.1 The Sectional Head/Location heads shall dispatch PARs along with following details
under confidential cover marked to GM HR CP&PM:D17.1.1 Trade wise and group wise nominal role of concerned employees whose PARs
are being sent.
D17.1.2 List of employees whose PARs could not be submitted along with
justifications/circumstances of delay.
D17.2 HR CP&PM is to submit PARs of officers to concerned Directors and PAR of PG-10
officers to DGCAA for their perusal and countersignature.
D17.3 Filled PAR is a record, therefore under no circumstances copies or extracts of filled PAR
are to be made by anyone, except under orders of the Competent Authority.
D17.4 The completed reports in no case will be sent back to sub-ordinate locations except with
the permission of Chief of HR in special circumstances.

D18. SAFE CUSTODY OF PAR:

D18.1 Completed PAR will be kept in safe custody by HQ HR Performance Management
section for record and produce it as and when required under the rules.
D18.2 Completed PAR may be preserved for five years after death or resignation from service
of the concerned officers/officials.
D18.3 In cases of retirement, removal, discharge, dismissal from service, PAR may be retained
for ten years or age of 65 years, whichever is earlier.
D18.4 A formal approval from Competent Authority shall be obtained before disposal of PARs
of employees, mentioned at Para D18.2 and D18.3.

D19. INSTRUCTIONS TO FILL PAR OF OFFICERS:

D19.1 PART I PERSONAL DATA:
D19.1.1 Para 1-10 shall be correctly filled by the appraisee.
D19.1.2 Para 11 shall be completed by the Authorized Medical Officer of CAA. He/she
shall insert the officers medical fitness and append his/her signature with
official stamp.
D19.2 PART II TARGET REVIEW:
D19.2.1 Para 12 is to be completed by appraiser, in the presence of appraisee. The
appraiser will give details of all targets assigned to the appraisee, along with
the time frame given for completion of task. The time frame should be written
as Date/Month/Year. Additional sheets may be attached as Annexure, if
required.
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D19.2.2 The appraiser must also give detail remarks against each target, i.e. how much
work the appraisee has done to achieve the target. These detail remarks will be

beneficial for the appraisee future development. Based on the remarks, the
appraiser shall give marks on all the targets. Total marks of Part II are 60. After
completion, the appraisee and appraiser shall sign the page.
D19.3 PART III-REVIEW OF COMPETENCE AREAS:
D19.3.1 Para 13- 20 shall be completed by the appraiser/APM(for Sectional Heads at
JIAP, AIIAP, BBIAP, Peshawar & Quetta Airports only) in presence of the
appraisee, where appraiser will rank performance of employee on the identified
Competencies. For guidance, rating scale key is given at Page 4 of 4 of the
PAR. Total scores of Part III are 40.
D19.3.2 After completion of Part III the appraiser shall write the total scores and identify
the overall ranking at Para 22 and 23 respectively.
D19.4 PART IV-TRAINING:
D19.4.1 At Para 24 the appraiser shall identify the trainings attended by the appraisee
during the review year, along with total duration of the training, grade obtained
(if any) and name of the institute/organization that organized the training.
D19.4.2 The appraiser shall identify the performance gaps for the current job with
reasons for the performance gaps at para 25 and 26 respectively. The
appraiser shall then identify the training required to improve appraisees
existing performance gaps at Para 27, followed by the appraisees future
development needs at Para 28.
D19.5 PART V-SUMMARY OF PERFORMANCE:
D19.5.1 The appraiser shall highlight employees assessment for growth at Para 29, and
give remarks about appraisees overall performance at Para 30.
D19.5.2 The appraisers manager shall give remarks on appraisees performance,
considering the assessment made by the appraiser at Para 31. APM shall fill
this column for employees under administrative control of APM at JIAP, AIIAP,
BBIAP, Peshawar & Quetta airports only.
D19.5.3 Once all preceding paragraphs are complete, the PAR is to be shown to the
appraisee who shall indicate his agreement/disagreement on the assessment
made by the appraiser and appraisers manager at Para 32. In case of
disagreement, the appraisee shall justify the remarks with reasons.
D19.5.4 At Para 33, only Specialist Trade Director for concerned Trade is to add his/her
comments on appraisees performance keeping in view the assessment made
by appraiser and appraisers manager. It is suggested that the Specialist
Director should comment on succession planning, career growth, future
development of the appraisee.
D19.5.5 After initiation/countersignature of PAR by the Specialist Director, the PAR of
PG-10 officers and above or any other officer, as required, shall be submitted
to DG/DDG for perusal and countersignature at para 34. If the DG CAA/DDG
CAA alters assessment at any para of the PAR, the change shall be
considered as final.
D19.5.6 APM shall initiate complete PAR of officers who works directly under his/her
administrative control i.e. Senior Officers belonging to, Horticulture, Finance, Supply,
Fire, Facilitation, Security/Vigilance, Legal Officers at Location, IT & Doctors.
D19.5.7 Complete PAR of Sr. Legal Officers, who works directly under RDs, are
required to be initiated by respective RD.
D19.5.8 For CATI/Hyderabad, complete PAR of Sectional Head is to be initiated by
Principal CATI & not required to be sent to concerned GM in the region.

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D20. INSTRUCTIONS TO FILL PAR OF STAFF:

D20.1 PART I BIODATA:
The appraisee shall complete Part-I of the PAR. It shall be ensured that correct
particulars are recorded. It is necessary that the specific duties on which the individuals
have been employed during the period of reports be mentioned.
D20.2 PART II ASSESSMENT OF TRADE PROFICIENCY & GENERAL ABILITY:
D20.2.1 The official shall be assessed on the qualities given in this part. All qualities
have been graded in 9-point scales and the grades are clearly defined to
provide guidance, to ensure accurate and uniform standard of assessment.
The assessment of each quality shall be indicated by putting initials in one of
the boxes provided for each category. Simple tick marking the categories will
not be acceptable. Use of Blanco fluid is also not acceptable.
D20.2.2 The total points obtained in all the qualities and the overall ranking of the
appraisee shall be recorded at Para 18 and 19 (for PG-02-04) and Para 21and
22 (for PG -05 to PG-06) respectively.
D20.3 PART III-TRAINING:
D20.3.1 The appraiser shall identify the trainings attended by the appraisee during the
review year, along with total duration of the training, grade obtained (if any) and
name of the institute/organization that organized the training, at Para 20 (for
PG-02-PG-04) and 23 (for PG 05-PG-06).
D20.3.2 The appraiser shall identify the training required to improve appraisees existing
performance gaps at Para 21 (for PG-02-PG04)/24(for PG-05-PG-06), followed
by the appraisees future development needs at Para 22 (for PG-02-PG 04)/
25(for PG-05-PG-06).
D20.4 PART IV SUMMARY OF PERFORMANCE:
D20.4.1 Fitness for promotion will always depend on proficiency rating. This correlation
must be strictly observed while completing this Para. If the appraisee is
recommended as unfit for promotion, the appraise shall provide the justification
shall be given at Para 24 (for PG-02-04) and Para 27(for PG-05-06), with
remarks on overall performance of the appraisee.
D20.4.2 The appraisers manager is to record remarks at Para 25(of PG-02-04) & Para
28 (of PG-05-06), as specified. The remarks should not be of general nature
but should represent specific qualities, regarding over-all personality,
temperament, effectiveness or any other salient point and be in conformity with
the assessment given in Part-II for trade proficiency and general abilities.
D20.4.3 The completed PAR shall be shown to officials of PG05 PG06 and signatures
be obtained at Para 28.
D20.5 ADVERSE PAR:
In case the total score of the official is less than 21 (for PG-02-04) and 30 (for PG-0506) or any assessment in 1 & 2 or any adverse remarks in any paragraph, the PAR is to
be shown to the appraisee and his/her signatures are to be obtained at Para 26 and 31
respectively. If the appraisee wishes to attach the statement, he/she may do so by
specifying it in the PAR.

D21. GENERAL GUIDELINES FOR RAISING PAR:

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D21.1

The Performance Appraisal is for the current year; therefore, the report should be
filled without reference to previous reports.

D21.2

Neither the appraise/nor the appraisers manager should pass to another officer any
notes or copies of reports which he may have made. Only one copy of PAR is to be
raised for all categories of employees.

D21.3

Use of external political pressure of High Govt. Officials in changing assessment

made by appraiser or at the time of promotion, for personal benefits is strictly
prohibited and all such adverse instances must be reflected in PAR.

D21.4

PAR is an important feature of employees career development. Therefore, the

appraiser must add remarks about appraisees performance, highlighting appaisees
success, strength, performance gaps, and identify present training needs and future
development needs. However, the appraiser must not exaggerate in writing either
successes or failure of an appraisee.

D21.5

Assessing all officers / officials as Outstanding or Very Good defeats the very purpose
of raising PAR, therefore Appraiser must ensure that PARs are raised with due care.

D21.6

Generally, it is seen that the appraiser assess all the officer/official working under their
command as Outstanding. It is important to remember that not all officer/official can
be ranked, as Outstanding as Outstanding employees are only those few whose
quality of work is rare and exceptional and who requires very little supervision.

D21.7

A vital aspect of PAR is to distinguish performers from non-performers and develop

the non-performers. It is essential to remember that that rating all officers/officials as
Outstanding or Very Good does not fulfill the purpose of PAR, therefore the
Appraiser should critically analyze the performance of the officers/officials under
his/her command and rank them accordingly.

D21.8

It is important to remember that the majority of employees will fall in Good category,
where as some will be in Very Good and Needs improvement categories and only
a few would be in Outstanding and Inadequate Performance categories.

E. EVIDENCES (ACRONYMS / RECORDS / REFERENCES):

E1. ACRONYMS:
AIIAP
APM
ATP
BBIAP
CAA
CAAO
CATI
CHR
CP&PM
DG
DDG
GM
GS
HQRS
HR
JIAP
OSD
PAR
01/11/2009

ALLAMA IQBAL INTERNATIONAL AIRPORT

AIRPORT MANAGER
ANNUAL TRAINING PLAN
BENAZIR BHUTTO INTERNATIONAL AIRPORT
CIVIL AVIATION AUTHORITY
CIVIL AVIATION AUTHORITY ORDER
CIVIL AVIATION TRAINING INSTITUTE
CHIEF HUMAN RESOURCE
CAREER PLANNING & PERFORMANCE MANAGEMENT
DIRECTOR GENERAL
DEPUTY DIRECTOR GENERAL
GENERAL MANAGER
GENERAL SERVICES
HEADQUARTERS
HUMAN RESOURCE
JINNAH INTERNATIONAL AIRPORT
OFFICER ON SPECIAL DUTY
PERFORMANCE APPRAISAL REPORT
Page 10 of 11

CAAO-002-HRCP-1.0

PERFORMANCE APPRAISAL
PG
RD
T&D
TNA

PAY GROUP
REGIONAL DIRECTOR
TRAINING & DEVELOPMENT
TRAINING NEEDS ASSESSMENT

E2. RECORDS:
E2.1 Performance Appraisal Report Officers (CAAF-002-HRCP-1.0)
E2.2 Performance Appraisal Report Staff PG -05-PG-06 (CAAF-003-HRCP-1.0)
E2.3 Performance Appraisal Report Staff PG-02-PG-04 (CAAF-004-HRCP-1.0)

E3. REFERENCES:
E3.1
E3.2
E3.3
E3.4

CAA Service Regulation

CAAO Document & Record Control (CAAO-001-XXMS-1.0)
CAAO Formulation, Monitoring & Review of Objectives & Tasks/Targets (CAAO-014-XXMS-1.0)
CAAO Training & Development (CAAO-001-HRTD-1.0)

IMPLEMENTATION:
This CAAO shall be implemented with effect from 01st November, 2009 and supersedes
CAAO 2-8 (Revised), dated 11th February, 2005.

(ZAFAR AHMED)
Actg. Chief Human Resource
Pakistan Civil Aviation Authority
Dated: - ________ October, 2009

(MASOOD-UR-RAHMAN)
Actg. GM HR CP&PM
Dated: - ________ October, 2009
File No. HQCAA/2408 /PAR (POL.)

01/11/2009

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CAAO-002-HRCP-1.0