SPARROW has been introduced as an online performance appraisal system for all government functionaries in Arunachal Pradesh. This system aims to bring transparency and efficiency to the performance appraisal process. The primary department responsible for implementing SPARROW is the Administrative Reforms Department.
Currently, SPARROW is being used for all APCS and AP Secretariat staff where some have enrolled and started to file their appraisal online, as well as other government departments are expected to come on board soon. This online system promises a speedy and transparent appraisal process for all government officials.
As of now, 51 departments have submitted their APAR forms, while 13 departments were yet to do so. Also, reminder letters have been issued to 13 departments as well as the National Informatics Center (NIC) has been instructed to integrate the APAR form into the SPARROW portal.
The SPARROW project is a positive and welcome step towards digitisation and efficiency in the administrative sector of Arunachal Pradesh, aimed to bring transparency and expedite the annual performance appraisal process.
Calling citizens to share their views on SPARROW and ways to witness its seamless integration into all government departments.
BrahmDevYadav 2 years 11 months ago
Which appraisal method is used in government organizations?
Confidential Appraisal Method:-
This method is mostly used in government organizations to make decisions regarding promotion and transfer of the employees.
BrahmDevYadav 2 years 11 months ago
What are the smart objectives for performance improvement plan?
SMART Goals to Achieve Acceptable Performance:- Give the employee specific, measurable, attainable, relevant and timely goals that will address their performance issues. Ensure that the goals are realistically achievable in the time frame allotted. Otherwise, the PIP becomes unattainable.
BrahmDevYadav 2 years 11 months ago
How performance appraisal can contribute to a form competitive advantage?
An effective appraisal system can contribute to competitive advantage by improving employee job performance in two ways by directing employee behavior towards organizational goals and by monitoring the behavior to ensure that the goals are met.
BrahmDevYadav 2 years 11 months ago
Which of the following is not an objective of performance appraisal?
Training implies a systematic procedure whereby employees are imparted technical knowledge and skill for specific jobs. It is not an aim of performance appraisal.
BrahmDevYadav 2 years 11 months ago
What are the five purposes of performance?
A performance management system consists of the processes used to identify, encourage, measure, evaluate, improve and reward employee performance at work.
BrahmDevYadav 2 years 11 months ago
What are the five purposes of performance?
A performance management system consists of the processes used to identify, encourage, measure, evaluate, improve and reward employee performance at work.
BrahmDevYadav 2 years 11 months ago
What is one objective of a performance improvement plan?
A performance improvement plan also known as a performance action plan, is a tool to give an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to ameliorate behavior-related concerns.
BrahmDevYadav 2 years 11 months ago
What are the three purposes of performance management?
Performance management allows us to give positive feedback to our employees, institute growth goals and provide ways for our employees to improve.
BrahmDevYadav 2 years 11 months ago
What is objective review?
An Objective Review is a process that involves the thorough and consistent examination of applications based on an unbiased, evaluation of scientific or technical merits or other relevant aspects of the proposal.
BrahmDevYadav 2 years 11 months ago
How do we write a performance objective?
1.Specific:- Set clear expectations—as specific as possible.
2.Measurable:- Make items as quantifiable as you can.
3.Achievable:- Determine how we are going to accomplish the goal as the end does not always
justify the means.