Q1: What if none of the authorities in the PAR hierarchy are available (due to retirement, death, or resignation)?

🟢 The appraisee must create an NRC (No Report Certificate) for the entire period by uploading supporting documents in the HRMS portal.

Q2: What if only the Reporting Authority is available, but the Reviewing and Accepting Authorities are not?

🟢 The assessment made by the Reporting Authority will be treated as final, and the PAR will be force-forwarded to the custodian.

Q3: If both the Reporting and Reviewing Authorities are available, but the Accepting Authority is not — what should be done?

🟢 The assessment by the Reviewing Authority will be treated as final, and the PAR shall be force-forwarded to the custodian.

Q4: What happens when the Reporting and Accepting Authorities are available, but the Reviewing Authority is not?

🟢 In this situation, the Accepting Authority’s assessment will be final.

Q5: If the Reporting Authority is unavailable, but the Reviewing and Accepting Authorities are available — what's the process?

🟢 The appraisee must generate an NRC by uploading relevant documents on the HRMS portal.

Q6: What if both Reporting and Reviewing Authorities are unavailable, but the Accepting Authority is available?

🟢 Same as above — the appraisee should create an NRC with supporting documents through the HRMS system.

Q1: Why is timely recording of PAR important?

🟢 Performance Appraisal Reports (PARs) are crucial for evaluating officers' conduct, ability, and integrity. They impact confirmation, promotion, and selection decisions. Timely and proper remarks ensure fair career progression.

Q2: What happens if Reporting/Reviewing/Accepting authorities delay or skip grading?

🟢 It has been observed that delays or omissions result in incomplete PARs, causing issues for DPCs and Selection Boards during promotions. Such lapses will now be taken seriously.

Q3: Will there be consequences for failure to act on PARs?

🟢 Yes. Failure to initiate or complete a PAR within the timeline by any authority will lead to an adverse entry in the officer’s own PAR, reflecting accountability.

Q4: What is expected from all authorities in the PAR chain?

🟢 All Reporting, Reviewing, and Accepting authorities must record their remarks and grading objectively, impartially, and within the prescribed time limits.

Q1: What is the new addition to the Annual Performance Appraisal Report (PAR) from 2025–26?

🟢 A new parameter called "iGOT Karmayogi" has been introduced. Officers will be evaluated based on their completion of online training hours on the iGOT platform.

Q2: How are training hours converted into marks?

🟢 Officers will receive marks in the PAR based on the number of training hours completed:

• 1 mark – 4 hours completed
• 2 marks – 8 hours completed
• 3 marks – 12 hours completed
• 4 marks – 16 hours completed
• 5 marks – 20 hours or more completed

Q3: Where will this new assessment appear?

🟢 A new column will be added to the online e-PAR module in the HRMS portal. It will use a relative scale of 1–5 to reflect the officer’s training completion and performance.

Q4: Who does this apply to?

🟢 The parameter applies to Group-A and B Officers of the Odisha State Government.