PES University follows recommendations from UGC for performance appraisal like Academic Performance Index, and the performance appraisal policies and procedures have been documented and implemented in accordance with the UGC Guidelines
The University follows a self-appraisal system for both teaching and non-teaching staff members, on an annual basis. There is a prescribed format to be filled-in by each employee immaterial of rank and file for all designations; several parameters depicted in the format reflect the performance in that year.
The annual performance review committee is a committee constituted by the Vice Chancellor at the University level. It is a recommending body that will hold individual interviews where the faculty substantiates the claims and activities performed by him/her in the year of appraisal, providing documentary evidence wherever applicable. The committee also refers to the endorsement and observation points that include recommendations by the Chairperson during appraisal meetings. The committee grades after the interaction and also provides a comprehensive report of the individual as well as for the department from which the person appraised hails from. The committee specifies; (i) Grade Secured by the member (ii) salary raise (iii) annual increments (iv) promotions (v) Other observations recommending actions to improve the performance of both members as well as department in general. This report is submitted to the apex appraisal committee in which the Pro chancellor and Vice-Chancellor would review the recommendations and firm up and approve recommendations with modifications wherever necessary.
The Pro-chancellor also holds a general meeting after the appraisal process and gives inputs about the process followed for the clarifications, if any, from the part of employees. It is an open-policy where in all the parameters that count is well notified well in advance for all the employees, both technical (faculty members) and non-technical employees of the University