Jammu and Kashmir : 2 months on, govt employees decry monthly performance monitoring system

Jammu and Kashmir : 2 months on, govt employees decry monthly performance monitoring system


Jammu and Kashmir : 2 months on, govt employees decry monthly performance monitoring system


Two months after employees performance monitoring portal was launched to assess monthly performance of all government servants in Jammu and Kashmir, staffers have expressed resentment towards its “lack of accountability and transparency”

Two months after the employees performance monitoring (EPM) portal was launched to assess the monthly performance of all government servants in Jammu and Kashmir, the staffers have expressed resentment towards its “lack of accountability and transparency”.

Under the new policy, the government employees in UT will have to file monthly performance reports on the EPM portal which will be graded by their immediate bosses, apart from the annual performance report (APR). Their work will then be graded between 0 and 10 (lowest to highest).

The employees say that the policy is arbitrary and subjective, with no accountability and oversight of the grading officers. Besides, they say the portal has a particular format to fill in the details, which does not take into account the diversity and categories of employees. 

“ Everybody is disgusted and concerned over this policy as it is full of flaws. If the government is really serious, then they have to make the process transparent ” said Rafiq Rather, president of the Employees Joint Action Committee.

The portal was launched by chief secretary Arun Kumar Mehta on February 5 and the government had said that the monthly reporting system is likely to bring about “much needed accountability and service efficiency”.

Mehta had called the initiative path breaking in taking the good governance practices a notch higher in the UT.

However, the employees feel that the first casualty of the new system was accountability.

“ Under the present system, an employee’s grade depends completely on the mood of the immediate boss and there is no accountability. We have no recourse to challenge their decision,” Rather said. He added that there should be a mechanism to ascertain on what basis they have been graded.

“ Whether my boss is grading me fairly or involving his whims and fancies, it should be known. He can grade me unfairly low because I don’t keep him in good humour or vice versa,” he said.

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