Karnataka plans corporate-like appraisal for govt employees

BENGALURU: Karnataka may soon revamp its employee appraisal system, with a proposal to switch from seniority-based evaluations to a corporate-style, key performance indicators-based (KPI) model. The Karnataka State Policy and Planning Commission (KSPPC) has proposed the Karnataka Performance-Driven Governance and Civil Services Accountability Bill, 2026, to provide statutory backing for reforms while retaining safeguards under Articles 309 to 311 of the Constitution. If implemented, the move could mark a major change in the state's administrative culture, linking promotions and postings to measurable outcomes, real-time data and citizen feedback. The proposal recommends annual performance contracts for Group A and B officers, assigning 30-40% weightage to KPIs such as file disposal time, grievance redressal, and project delivery timelines. Citizen feedback would account for at least 20% of the appraisal. The proposal seeks to curb political interference by mandating minimum tenures of two to three years for key posts and introducing a transparent, digitally tracked transfer system. "Respect for bureaucracy must come from performance, not privilege. What is not measured cannot be governed," said Mohandas Hegde, member of the commission. In a blueprint titled ‘From salary-driven to performance-driven governance', the panel argues that existing systems based on seniority and tenure have not ensured efficiency. It notes that a fixed 9 am to 5 pm work culture continues, with performance often having limited impact on career advancement. The commission has also proposed setting up a Karnataka Civil Services Accountability Authority to audit performance, address delays and oversee disciplinary processes. A deemed approval mechanism has been suggested to ensure time-bound clearances. To bring in specialised expertise, the panel has recommended lateral entry for up to 30% of mid-level posts in areas such as urban planning, digital systems and climate policy, with fixed tenures and performance reviews. An incentive structure has also been outlined, offering faster promotions and leadership roles for high performers, while consistent underperformance could lead to adverse entries. The roadmap proposes a phased rollout, beginning with pilot projects in select departments within a year and scaling up across the state over three to five years. A state performance unit under the Chief Minister's Office is expected to monitor implementation. Merit shift: