The introduction of monthly performance evaluations for the government employees by themselves with mandatory authentication and endorsement by their immediate controlling officers is by all standards of understandabilities a path breaking move for furtherance of the causes of accountability in all the government department and state run welfare institutions. The monthly evaluations once implemented in the government department would let the employees know that where they stand and how they’re performing in relation to the duties assigned to them by their superiors from time to time. Till now performance of the employees was being evaluated annually by their controlling officers and the employee was not supposed to initiate the evaluation of his/her performance without the consent of his/ her controlling authority. So monthly performance evaluations would obviously set into motion a process to fairly and accurately evaluate performance of employees and such a process could also create a culture of constant communication and feedback between the employees and their controlling officers in government departments and state run welfare institutionms. So self evaluations would be part of an ongoing and monthly performance evaluation system for employees of all governments departments and state run welfare institutions from now onwards. At the end of the day the process of self evaluation would, by all standards of administrative understandabilities, create harmony in relations of employees with their immediate controlling officers in all the government departments and state run welfare institutions. Never forget that an inclusive and communicative working environment would also further the causes of improvement in work culture in all the government departments and state run welfare institutions in Jammu & Kashmir. What matters is the irrefutable fact that harmony between the employees and their immediate controlling officers would most probably further the causes of promptness and punctuality in all the government departments and state run welfare institutions in Jammu & Kashmir.
Through this new process of self evaluations employees by virtue of their experiences would also learn to overcome the lapses which mostly become causes of their bigger failures in execution of government decisions and welfare programs. So though this process of monthly evaluations employees can overcome the lapses which they don’t overcome even for years together as controlling officers don’t identify the lapses of their employees at the time of writing their annual performance reports (APRs).
Above all the monthly evaluation process would reduce the scope for unprecedented delays in the process of annual performance reports as the monthly performance evaluations once clubbed together could fast track the process of annual performance reports to be initiated by the same controlling officers who would authenticate and endorse monthly performance evaluation reports of the employees from now on wards. Through this new process of self evaluations employees by virtue of their experiences would also learn to overcome the lapses which mostly become causes of their bigger failures in execution of government decisions and welfare programs. So though this process of monthly evaluations employees can overcome the lapses which they don’t overcome even for years together as controlling officers don’t identify the lapses of their employees at the time of writing their annual performance reports (APRs).
