Prime Minister Shahbaz Sharif has taken a groundbreaking step toward enhancing public sector accountability and performance by instructing the replication of the Federal Board of Revenue’s (FBR) new graded performance evaluation system across all federal government employees.
This bold initiative aims to overhaul the long-standing and widely criticized Annual Confidential Report (ACR) system and replace it with a more transparent, merit-based, and digital evaluation framework.
Formation of High-Level Committee for Nationwide Implementation
To ensure a smooth and effective implementation, a high-level committee has been formed under the leadership of the Finance Minister of Pakistan. The committee comprises:
- Cabinet members
- Relevant federal secretaries
- The Auditor General of Pakistan
- Two human resource experts from the corporate sector
The committee has been granted 30 days to submit a comprehensive, phased rollout plan for integrating the FBR’s evaluation model into all federal ministries, divisions, departments, and civil service groups.
The newly introduced FBR model is a biannual, digitized evaluation system that categorizes performance on a scale from “A” to “E”. This model replaces the outdated ACR mechanism, which for decades had allowed for inflated evaluations and poor differentiation between performers and underperformers.
- Biannual reviews for timely feedback and course correction
- Digitized records to ensure transparency and accessibility
- Merit and integrity-based evaluations, promoting ethical behavior and accountability
The FBR’s framework, though originally designed for a revenue collection agency, is being scrutinized for adaptability to other federal bodies. The committee will examine:
- Structural differences between departments
- Legal and regulatory changes needed to implement the new system
- Customization of performance metrics for different roles
- Development of uniform templates for assessment
- Integration of digital tools for monitoring, evaluation, and feedback
Legal and Administrative Reforms in the Pipeline
The introduction of this new system necessitates significant legal reforms, including amendments to civil service laws and regulations that previously entrenched the ACR system.
Additionally, government officials involved in performance assessment will be trained on objective scoring techniques, digital record-keeping, and conflict-of-interest policies to prevent misuse of the system.
The involvement of private sector HR experts is a particularly notable feature of this initiative.
- Benchmark against global best practices in performance management
- Introduce modern HR analytics
- Design incentive and reward structures that align with organizational goals
- Foster a culture of continuous professional development
By leveraging corporate sector methodologies, the government aims to elevate public sector standards and bridge the performance gap between private and government institutions.
Despite the ambitious nature of the reform, it has not been without its controversies. Junior staff of the FBR have staged strikes, voicing concerns over their exclusion from the performance scheme.
As part of the new evaluation regime, the government is preparing to deploy a suite of digital tools to manage:
- Performance dashboards
- Real-time reporting
- KPI tracking
- Peer and supervisory feedback
- Employee self-assessment features
This not only minimizes human error and bias but also empowers employees with real-time performance insights, encouraging self-improvement and career progression planning.
