Army final ppt
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The document discusses the performance appraisal system in the Pakistan Army and how it is linked to compensation. It provides background on the history and structure of the Pakistan Army. The performance appraisal process involves annual confidential reports for both officers and other ranks. Officers are evaluated on criteria like ability, leadership, and professional competence by multiple reporting officers. Techniques used include graphic rating scales, pen pictures, and behavioral anchored rating scales. While the performance evaluation does not directly impact base pay, it is indirectly linked to compensation and promotion recommendations. Politics and human factors can sometimes introduce errors into the appraisal process.
Army final ppt
- 1. Pakistan army Performance appraisal system in Pakistan army linking with the compensation
- 2. Presented TO: Ms. Qudsia Shahid Presented By:
- 3. Introduction to Pakistan army • Pakistan Army is the largest branch of military and is mainly responsible for protecting state border, the security of administrated territories and defending the national interests of Pakistan with in the framework of it's international obligation and to be utilized for internal security
- 4. HISTORY Pakistan military formed the officer who fought world war II under the British Raj joined the military of Pakistan giving it professionalism, experience and leadership . After independence, the military was supposed to have been divided between India and Pakistan with a ratio of 64% going to India and 36% for Pakistan; however, it is estimated that India refused to divide its share of equipment and some analyst suggest that Pakistan inherited a mere 15% of its allocated share. Post-independence, it has fought three wars against India, several border skirmishes with Afghanistan and against the Soviet Union which occupied Afghanistan in 1979, and an extended border skirmish with India in 1999 (Kargil War) and is currently conducting anti-terrorist operations along the border areas of Afghanistan. The Military of Pakistan has participated in several United Nations peacekeeping operations.
- 5. MOTTO OF PAKISTAN ARMY Iman Taqwa Jihad-fi-sabilillah
- 6. MOTTO OF PAKISTAN ARMY (CONT’D) • IMAN – To have faith and trust in Allah and consider oneself – A follower of none but Allah – And a follower of none but his messenger • Taqwa – The fear of Allah Almighty. – Guarding ones tongue, hands and heart from evil. – Righteous, piety and good conduct.
- 7. MOTTO OF PAKISTAN ARMY (CONT’D) • Jihad-fi-Sabilillah • Jihad means ‘to struggle’ or ‘to strive’ – Shift the lordship of man over man to the lordship of Allah on the Earth – To stake one’s life and everything else to achieve this scared purpose
- 8. Pakistan Army Hierarchy • Officers – – – – – – – – – – – Field Marshal General Lieutenant General Major General Brigadier Colonel Lieutenant Colonel Major Captain Lieutenant Second Lieutenant
- 9. Pakistan Army Hierarchy(Cont’d) • Junior Commissioned Officers – Subedar Major – Subedar – Naib Subedar • Non-Commissioned Officers – – – – – – – Battalion Havildar Major Battalion Quartermaster Havildar Company Havildar Major Company Quartermaster Havildar Havildar Naik Lance Naik
- 10. Performance Appraisal System • Performance Appraisal is a process in which supervisor evaluates his/her subordinate’s performance • It basically has three steps: – Examines and evaluates an employee's work behavior by comparing it with preset standards – Documents the results of the comparison – Uses the results to provide feedback to the employee to show where improvements are needed and why.
- 11. Annual Confidential Report • ACR stands for Annual Confidential Report. • This is an annual assessment report of subordinate staffs maintained by Human Resources Department of the concerned institution.
- 12. Importance of ACR in Pakistan • Specific observations regarding character, conduct, integrity and performance of a servant. • ACR reveals the clear picture of a servant. – – – – – – personal qualities standard of performance dealing with others potential growth his suitability for promotion to appoint to a higher post according to individual aptitude.
- 13. Importance of ACR in Pakistan(CONT’D) • The system of writing confidential reports has two main objectives. – Improve performance of the subordinates in their present job. – Assess their potentialities and to prepare them for the jobs suitable to their personality • A.C.R. should be discreet, judicious, precise, detached, disinterested, dispassionate, equitable and fair minded without being partial.
- 14. Performance Evaluation in Pakistan military • The measurement of performance in military organizations is more complex and difficult process compared to the performance evaluation in the private sector. • More measurements in various levels are made compared to those in the private sector.
- 15. Performance Evaluation in Pakistan military • Data Channels of Pakistan Army for evaluation – Performance and Potential Evaluation by the reporting officers (Including narrative comments on performance and potential of the subject personnel) – Unit Performance Evaluation – Courses and Trainings – Foreign Language Knowledge – Education Level – Physical Fitness Evaluation Test – Appraisal-Award-Punishment – Career Summary – Personality Traits – Occupational Knowledge – Comparative Assessment
- 16. Dimensions of Performance Evaluation System in Pakistan Army • • • • • • • Validity Directness Objectivity Adequacy Quantitative Practicality Reliability
- 17. Pakistan Army Evaluation System • Two Categories of Evaluation System in Pakistan Army – Other Rank Evaluation Report – Officer’s Evaluation Report • Format of Evaluation is different but criteria is same for both.
- 18. Other Ranks Evaluation System • Junior Commissioned Officers – Subedar Major – Subedar – Naib Subedar • Non-Commissioned Officers – – – – – – – Battalion Havildar Major Battalion Quartermaster Havildar Company Havildar Major Company Quartermaster Havildar Havildar Naik Lance Naik
- 19. Other Ranks Evaluation System(Cont’d) • Other rank officers are evaluated mainly on the following characteristic: • Ability to work • Theory to practice • Ability to Work Under Pressure and to Meet Deadlines. • Ability to work independently
- 20. Officers Evaluation System • Officers – – – – – – – – – – – Field Marshal General Lieutenant General Major General Brigadier Colonel Lieutenant Colonel Major Captain Lieutenant Second Lieutenant
- 21. Dimensions of Officers Evaluation System • Personal Details of the Evaluating Personnel – Name and Surname • • • • • • • • • • Rank Service Number Current Appointment or Post Medical Status (Recent medical report disability if exists) Promotional Exams Courses (Military Academy) Academic Title Date of Appointment in various Ranks Marital Status (occupation of her spouse, number of children) Period of Direct Contact with the Subject Personnel
- 22. Dimensions of Officers Evaluation System(Cont’d) • • • • • • • For the Use Of MS Branch Initial Officer Evaluation Performance Personality Evaluation Demo performance Professional competence Leadership/Command Ability Common Skills • Brief Pen Pictures (ELLABORATE THE PERFORMANCE) – – – – – – Strong POINTS Weak Areas Emp Recommendation (Fit for staff or Command) Promotion Recommendation Reason for unfit/FME GRD Awarded • Technical reporting Officer’s Evaluation • Senior Reporting Officer’s Evaluation • Next Senior Reporting Officer’s Evaluation
- 23. Dimensions of Officers Evaluation System(Cont’d) • Career Field Recommendations Recommendation of the reporting officer for the future assignments Courses and Trainings Received The training received and the courses attended by the personnel during the evaluation period are written in this section.
- 24. Dimensions of Officers Evaluation System(Cont’d) Physical Performance • Physical Performance is evaluated by testing running, push-up and sit-up. • There are also additional parameters, for example rope climbing, swimming and pullup
- 25. Dimensions of Officers Evaluation System(Cont’d) Assessment of Performance Attributes • intellectual attributes • behavioral attributes • special and distinctive qualities • professional qualities • characteristic features.
- 26. Senior Reporting Officer • Senior reporting officers in the Army participate in the evaluation process together with the first reporting officers Next Senior Reporting Officer • Next Senior Reporting Officer acts as a monitor to Senior Reporting
- 27. Techniques Used In Performance Evaluation inPakistan Army • Methods used by Pakistan army – Graphic Rating Scale – Pen Picture – Bars
- 28. Techniques Used In Performance Evaluation in Pakistan Army • Graphic Rating Scale – Army officers are evaluated on different traits – Each trait is listed down and the reporting officer rank each traits – sum up the total and evaluate the officer
- 29. Techniques Used In Performance Evaluation in Pakistan Army • Behaviorally anchored rating scale – In part III of OER, performance/personality evaluation BARS are used to evaluate the . personality factors. • Pen picture – Reporting officer give his remarks about evaluating officer – Paragraph is return on his leader ship and command quality
- 30. Techniques Used In Performance Evaluation in Pakistan Army Quantitative and Qualitative Ranking Scale • Quantitative scale – Quantitative scale ranks from 1-6 is ranked where 1 is the least on the scale and 6 being the highest. • Qualitative scale – Qualitative scale includes scales, such as • • • • Outstanding Well Above Average Above Average High Average Average Below Average
- 31. Role of politics/Error in performance appraisal • Officially any kind of corruption does not exist in performance evaluation system but it may occur unofficially as a result of human factor Human factor error • Reporting intentionally high or low from what a subordinate deserves based on personal liking and disliking results in Human Factor Error in appraising.
- 32. Personal Liking • Reporting Officer may over rate the subordinate on the basis of his personal liking for the officer Personal Disliking • Supervisor may rate any officer adverse from what he deserves on his personal grudges with the evaluate officer
- 33. Linking Performance Evaluation System with Compensation and Base Pay Performance Appraisal and Base Pay • There is no relation between Officer’s Evaluation Report and base Pay • The evaluation of an individual does not affect either positively or negatively on the base pay Performance Appraisal and Compensation • Performance evaluation report is not directly linked with compensation.
- 34. • . Performance evaluation report is not directly linked with compensation. but it is somehow linked indirectly • An officer is given different indirect benefits. Punishment • If poor performance is evaluated, no detention is given to the officer. • He is transferred to some other unit or fired from the job, if two consecutive negative appraisals are reported.
- 35. Performance Evaluation and Transfer and Promotion Decisions In Pakistan Military Performance Evaluation is very important for transfer or promotion decisions. Performance Evaluation and Transfer Decisions • If the result of an officer’s performance evaluation is below the prescribed standards in this case he is transferred to some other unit
- 36. • Two consecutive poor evaluation result in termination form the job Performance Evaluation and Promotion Decision • Officer’s Evaluating Report is majorly important for promotional decisions of an officer • On bad performance reported an officer is not recommended for the promotion • . On Good evaluation reported an officer is recommended for promotion by the senior reporting officer and then the officer under goes in a procedure for the promotion.
- 37. Critical Analysis: • The performance evaluation system of Pakistan army is well designed as has fewer errors in the system • Pakistan Army should introduce incentive pays or bonuses to encourage good performance of the officer and motivate other officers to work with passion for the Pakistan army • . The reporting officer should avoid personal interests while evaluating the officer so he may get the evaluation what he deserves
- 38. • The senior and next reporting officer should more critically analyze the evaluation reported by the first reporting officer so if any biasness exist is monitored and no injustice is done to the evaluating officer