PM forms committee to extend FBR’s new assessment model to all federal employees

ISLAMABAD: Encouraged by the Federal Board of Revenue’s (FBR) innovative performance management system for its officers, Prime Minister Shahbaz Sharif has constituted a high-level committee to replicate the model across the entire federal government.

The committee, headed by the finance minister, includes other cabinet members, relevant federal secretaries, Auditor General of Pakistan, and at least two human resource specialists from the corporate sector. It has been tasked with developing a phased rollout plan to implement the FBR’s performance evaluation model across all federal ministries, divisions, departments and civil service groups.

According to a notification issued on Tuesday, the committee has been directed to submit its recommendations within 30 days. Its terms of reference include:

1. Reviewing the performance evaluation model implemented by the FBR, including its framework, methodologies, assessment criteria and outcome.

2. Assessing the model’s applicability, adaptability and scalability across ministries and service groups, considering the diversity of functions and organisational structures.

3. Identifying legal and administrative changes required for implementation.

4. Formulating standardized evaluation templates, feedback mechanisms and performance indicators to ensure objectivity, transparency and accountability.

5. Recommending institutional arrangements, capacity-building requirements, digital platforms and safeguards necessary for the effective and confidential implementation of a 360-degree evaluation model.

6. Developing a phased rollout plan, including pilot testing in selected ministries and a timeline for full-scale adoption.

The News had earlier reported the introduction of this new system within the FBR for officers of Customs and Inland Revenue (Income Tax) services, replacing the long-criticised Annual Confidential Report (ACR) system.

Last week, Prime Minister Sharif approved the FBR’s scheme, which significantly changed performance ratings. Previously, 98 percent of officers were rated as “outstanding” or “very good,” and 99 percent were rated as having top integrity. Under the new model, only 40 percent have been rated in the top categories.

The new performance regime introduces merit-based compensation. Officers will be assessed every six months, and only those falling in higher performance categories would receive better financial rewards. In a departure from the past practices, when nearly all officers were rated highly (outstanding) regardless of actual performance or reputation, the new model introduces a graded evaluation system from “A” to “E,” with each category comprising 20 percent of officers. Assessments are conducted through a digitised system, emphasising integrity and work quality.

The reformed system is designed to be transparent, tamper-proof, and resistant to external influence. High-performing officers would now be rewarded in alignment with their performance and integrity.