Mr. NATWARLAL'S CONFIDENTIAL REPORT
In Corporate as well as employer-employee relations, the activity of reckoning the performance levels for various levels and grades of employees and finalise the Performance Appraisals which will decide the annual/periodical increments and arrive eligibility in deciding further promotions in the Orgisations. While employers will generally take care and give weightage to real performers but in most of the cases it will not be so due to various factors like maintenance of relations with higher officials, colleagues and peers and other supporting staff down the lane in the organisation. There is also a system of showing the performance appraisal recorded by the appraisee to the employee concerned and obtain the feedback for ultimate use in the corporate environment for further aspects.
In most of the organisations, people will wait anxiously for 31 March for the purpose. While unreasonable as well as too much anxiety on the ultimate status of Performance Appraisal, one should keep in mind that the real and hardwork done by the person will pay the dividends in addition to the good performance appraisal as well as the report though it is called confidential one.
While different methods are adopted in various types of organisations in regard to the practice and adoption of Performance Appraisal Systems, the system should help in maintaining good and healthy relations among the employer-employee levels.
While the system will take itself, sometimes bosses may record the typical Confidential Reports which will both show good as well as bad performers in a single format and also exhibiting opportunism.
Here is a typical format and model of CONFIDENTIAL REPORT recorded by a PECULIAR BOSS and also given instructions as to how to read the report and come to real conclusions. Please follow the same ...
REFERENCE : CONFIDENTIAL REPORT
TO THE REGIONAL MANAGER
FROM BRANCH MANAGER, JHUMRITALAIA
While working with Mr.Natwarlal I have always found him
working studiously and sincerely at his table without
idling or gossiping with colleagues inthe office. He
seldom wastes his time on useless things. Given a job,
he always finishes the given assignment in time. He will
always be deeply endrossed in his official work, and can
never be found chit-chatting in the canteen. He has
absolutely no vanity in spite of his high accomplishment
and profound knowledge of his field. I think he can
easily be classed as outstanding, and should on on
be dispensed with. I strongly feel that Mr.Natwarlal should
be pushed to accept promotion, and a proposal to administration
be sent out as soon as possible.
=====================================================To : Regional Manager.
Mr.Natwarlal was present when I was writing the report mailed you today. Kindly read only the Alternate lines - 1,3,5, etc. for my True Assessment of him.
1 April 1985.
SO FRIENDS! TAKE CARE OF YOUR PERFORMANCE REPORTS. AT THE SAME TIME, PL DO NOT TAKE TOO MUCH CARE AS IT WILL HAVE NEGATIVE EFFECT. YOUR REAL PERFORMANCE SHOULD DECIDE THE LEVEL OF PERFORMANCE APPRAISAL AND CONFIDENTIAL REPORT ALSO.
ALL THEBEST OF LUCK FOR THE COMING 31 March/1 April.