The Ministry of Land Management, Cooperatives, Federal Affairs and General Administration circulated the instruction on 16 July 2026 to the Office of the Prime Minister and Council of Ministers, provincial ministries and agencies, District Coordination Committee offices and all local governments. The circular reiterates earlier federal instructions on how annual performance evaluations should be completed for employees working at provincial and local levels, particularly those affected by Nepal’s employee-adjustment process.

Employees adjusted to provincial or local governments under the Employee Adjustment Act, 2075, as well as employees subsequently appointed under those governments, are to be evaluated according to the relevant provincial employee-administration laws. However, employees adjusted to province or local level who are eligible for and wish to compete for promotion in the federal civil service must have their appraisal handled under the Civil Service Regulations, 2050. Federal employees who have been assigned to work at provincial or local level must likewise be evaluated under the federal civil-service framework. Where a province has not yet enacted the required employee-administration law, evaluation is to follow the arrangements approved by the Council of Ministers on 1 August 2019.

The attached Cabinet framework requires appraisal to be based on an employee’s assigned responsibilities, job description, annual targets, actual progress and overall performance, rather than merely completing the form. It also provides mechanisms for review and reconsideration where required and applies the relevant provisions of the Civil Service Act and Regulations. Employees governed by other service-specific laws—including health and other government services—are to be evaluated under their respective legal frameworks, with the designated supervisor, reviewer and review committee determined accordingly.

For provincial and local-level employees, the annexes establish different supervisor, reviewer and review-committee arrangements according to the employee’s level and place of posting. They cover provincial ministries and offices as well as rural municipalities, municipalities, sub-metropolitan cities and metropolitan cities, assigning roles to officials such as chief administrative officers, district coordination officers, provincial chief secretaries and designated senior gazetted officials. The framework is intended to ensure that FY 2082/83 appraisals are completed consistently and through the legally authorized chain of evaluation.