ADVERSE ENTRY
Derived definition
 not capable of precise definition, its
reflections receive its connotation from
the context, in which it occurs
 its ambit to be construed with
reference to the subject-matter and the
regard being had to the purpose it
seeks to serve.
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CONFIDENTIAL REPORTS
Purpose and Importance


basic inputs on the basis of which assessment
about the efficiency and conduct of a Government
servant is made
Assessment of CRs is the main criteria for
Confirmation, Promotion
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ADVERSE ENTRY
Necessity
 Laxity in work erodes discipline in the
service causing serious effect in the
maintenance of proper work culture
 To enforce maintenance of absolute
integrity and devotion to duty
3
ADVERSE ENTRY
Circumstances under which it can be
awarded


dereliction of duty
misconduct
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ADVERSE ENTRY
-circumstantial definitions



if the reporting officer records along with
reasons against the column provided that
the self-appraisal contains too much of selfpraise
despite warning the officer has not
improved, R.O. criticizes the officer
adverse comments can be of a general
nature, as for example, inefficiency, delay,
lack of initiative, judgment
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ADVERSE ENTRY
-circumstantial definitions



if grading as ‘Fairly Good’ is remarked
against punctuality column it is taken as
adverse
Any grading below ‘Good’, may be in any
form like ‘Below Average’, ‘Fairly Good’ or
‘Substandard’ are referred as adverse entry
above list only illustrative and not exhaustive
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GUIDELINES
-Adverse entries in CRs

Communication of



adverse entries
All adverse entries CR, on performance as well as on basic
qualities and potential, should be communicated along with a
mention of good points within one month of their being
recorded by the officer recording them
Entries which are accepted by Reviewing
Officer, are to be communicated
Substance of the entire report including
what may have been stated in praise of the
officer should also be communicated
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CONFIDENTIAL REPORTS
Objectives
 to improve the performance of the
subordinate in his present job
 to assess his potentialities and provide
him appropriate feed back and
guidance for correcting his deficiencies
and improve his performance.
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GUIDELINES
-Adverse entries in CRs



Remarks about the physical defects not
be communicated
Forwarding memo communicating adverse
remark to be in language to show
constructive criticism
grading of the officer to be done on the
basis of the general remarks in the report In
cases of suspicion regarding integrity, entry
in the integrity column be made only after
definite and distinct articles of charges have
been framed.
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GUIDELINES
-Adverse entries in CRs

identity of the officer making the adverse
remarks


representation against adverse remarks
should be allowed


should not normally be disclosed
within one month of their communication
Representation against adverse remarks

before immediately superior to the countersigning authority
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GUIDELINES
-Adverse entries in CRs

Time limit for disposal of representation -
within three months


If remarks justified and the representation is
frivolous - note be made in the CR “that the
official did not take the corrections in good
spirit”.
If remark inspired by malice - competent
authority to score through the remarks under
intimation to all concerned
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GUIDELINES
-Adverse entries in CRs

If remarks toned down - necessary entry
separately with proper attestation at the
appropriate place of the report to be made

If penalty set aside on appeal or
review - adverse remarks recorded on the basis
of the penalty, should be expunged
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GUIDELINES
-Adverse entries in CRs



In case the adverse remarks are neither
diluted, toned down or expunged –
disciplinary action be initiated in the case
promotional opportunities cannot be denied
official is rewarded penalty - case will be considered for
promotion only with prospective effect and not
retrospectively as in the cases where the adverse remarks
are toned down or totally expunged
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GUIDELINES
-Adverse entries in CRs

Non-communication of adverse entry
– to be noted by the DPC while assessing the
suitability of the officer for confirmation or
promotion.

Time-limit for filing appeal against
rejection of representation - six months
after such rejection.
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GUIDELINES
-Adverse entries in CRs



Result/ Performance oriented
appraisal system
Every answer in the Report shall be
given in a narrative form
Words and phrases to be chosen
carefully to accurately reflect the
intention of the officer recording the
answer
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GUIDELINES
-Adverse entries in CRs



detailed facts be narrated to
substantiate the adverse remark
Reporting Officer to assign targets to
each of the officers so as to judge
performance at the end of the year
degree of stress and strain in any post
to be considered while writing report
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REMEDIAL AND IRREMEDIAL
ADVERSE ENTRIES

Remedial


Irremedial

Cases where the
adverse remarks are
toned down or totally
expunged by the
authorities, on fair and
proper appreciation of
the facts of the case
When, the explanation
offered by the official
against the ‘adverse
remarks’ is not
acceptable to the
specified authorities
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REMEDIAL AND IRREMEDIAL
ADVERSE ENTRIES
- in the context of promotions
From ACRs DPC ascertains



suitability of a Government servant for
consideration for promotion
capabilities and integrity of the officer
concerned
if in the column of ‘Integrity’ doubts
expressed by the Reporting or
Reviewing Authorities - treated as adverse
entry by the DPC
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REMEDIAL AND IRREMEDIAL
ADVERSE ENTRIES
- in the context of promotions


If, as a result of the follow-up action,
officer is exonerated and adverse
remarks are expungedhis integrity should be certified
not necessary that the grading be revised in all
cases
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REMEDIAL AND IRREMEDIAL
ADVERSE ENTRIES
- in the context of promotions



When adverse remarks toned down or
expunged subsequent to consideration by
the DPC, and DPC finds the officer fit for
promotion
The Government servant be placed in the relevant select
list for promotion
should be promoted immediately
pay should be fixed under Fundamental Rule 27 at the
stage it would have reached, had he been promoted but
no arrears would be admissible
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REMEDIAL AND IRREMEDIAL
ADVERSE ENTRIES
- in the context of promotions
Supreme Court in the case of Union of
India Vs. K.V. Janakiraman [1992 (1) ATJ
371]

Cases where disciplinary action is initiated and the
official is rewarded penalty, his case will be considered
for promotion only with prospective effect and not
retrospectively as in the cases where the adverse remarks
are toned down or totally expunged
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LETTERS OF
APPRECIATION
Circumstances
 in respect
of any
outstanding work done
 expressing
appreciation for a
Government servant
by name
 expressing
appreciation for
services rendered far
beyond the normal call
of duty
Authorities
 Secretary or Head of
Department
 special bodies or
Commissions or
Committees
 From
individual
non-officials or from
individual officials
(other than a
Secretary/ Head of
Department)
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