Chandigarh administration has directed all departments, boards, and corporations to conduct a comprehensive performance review of employees working on deputation.
The directive, issued by the Personnel Department and signed by the UT Additional Secretary (Personnel), applies to deputed staff serving across various government offices and institutions.
The order has been formally communicated to all administrative secretaries, heads of departments, and institutional authorities.
It emphasizes the need for systematic evaluation of deputed personnel to ensure that their contributions align with departmental goals and service standards.
Annual Review Now Mandatory for Chandigarh Deputed Staff
As per the new guidelines, each department must prepare a detailed performance assessment of deputed employees for the current financial year and submit the report to the UT Administrator within 15 days.
Starting next year, these reviews will become an annual requirement, covering the period from April 1 to March 31.
Departments will forward the evaluation reports to the Administrator every April.
This shift marks a significant step toward institutionalizing performance monitoring for deputed staff, who often serve outside their parent departments.
The administration aims to ensure that such postings are both purposeful and productive.
Chandigarh Administration: Focus on Transparency and Service Delivery
The directive is part of a broader effort to improve transparency and service delivery across Chandigarh’s administrative framework.
By mandating regular performance reviews, the administration seeks to identify gaps in efficiency, recognize high-performing individuals, and take corrective action where necessary.
The administration instructed officials to include key performance indicators, attendance records, task completion rates, and feedback from reporting officers in their evaluations.
The goal is to create a standardized review process that can be replicated across departments.
Implications for Deputed Employees and Departments
The move will impact a significant number of employees currently serving on deputation in Chandigarh.
While deputation is a common practice in government service, experts and officials have raised concerns in recent years about oversight gaps and inconsistent performance standards.
Departments will now be held accountable for the output and conduct of deputed staff.
Employees may face reassignment or repatriation depending on their performance outcomes.
The administration has not yet indicated whether poor reviews will lead to disciplinary action, but officials suggest that the reports will inform future deployment decisions.
Administrative Response and Next Steps
The Personnel Department clarified that the review process does not aim to penalize employees.
Its purpose is to improve governance and ensure optimal utilization of human resources.
The administration has advised departments to treat the exercise as a constructive evaluation, not a punitive measure.
The UT Administrator will review the submitted reports and may issue further instructions based on the findings.
This initiative could pave the way for similar performance-based reviews in other categories of government service.
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