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PROSPECTS OF PROMOTION

primary attraction for candidates seeking

employment

grant of promotion to the next higher grade gives a

fillip to his efficiency in service

fosters the appropriate attitude to grow for

achieving excellence in service

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PROMOTIONRULES

employee has no right to promotion

only a right to be considered forpromotion

employee is to have an unblemishedrecord.

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OBJECTIVE OF SESSIONInform the participants about

basic rules and regulations governing

promotions types of promotion and methods of

promotion

importance of Departmental Promotion

Committee and its functions in choosing anappropriate, eligible candidate forconsideration of promotion.

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PROMOTIONSPurpose of knowing Rules

have more or less a uniform code of

promotion eschew bias, prejudice, subjectivity and stand

scrutiny in any Court of Law for its justnessand fair play

rules of Government provide for promotion bymerit or on the basis of seniority, subject torejection of the unfit

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PROMOTIONDepends on

merit

where merit alone is the criterion forpromotion, seniority an important factor

Annual Confidential Report

selection the right candidate by DPC

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DEPARTMENTAL PROMOTION

COMMITTEESize and Composition

DPCs should be formed in each Ministry/

Department/ Office whenever an occasionarises for making promotions/ confirmations

In the cases of Group A & B

Members should be officers at least one stepabove the posts in which promotion/ confirmationto be made

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DEPARTMENTAL PROMOTION

COMMITTEE In case of Groups C & D

Chairman of the DPC an officer of a sufficiently

high level and one of the members from aDepartment not connected with the one in whichpromotions are considered

mandatory to have one member from SC/ST andone member belonging to minority community

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DPCFunctions suitability of the candidates for promotion be

considered in an objective and impartialmanner

shall judge the suitability of officers for promotions to selectionas well as non-selection

posts

confirmation in their respective grades/ posts assessment of the work and conduct of

probationers for the purpose of determiningsuitability for retention in service

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DPCFrequency of meetings

to be convened at regular annualintervals to draw panels to be utilizedon promotions against the vacanciesoccurring during the course a year

be convened every year if necessary ona fixed date

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GUIDELINES on promotions Promotion is earned by dint of hard

work, good conduct and result oriented

performance as reflected in CRs Averagemay not be taken as an

adverse remark, it cannot be regardedas complimentary to the officer

copy of seniority list to be circulated tothe persons concerned

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GUIDELINES on promotions No interview to be held by the Committee

unless provided for in Recruitment Rules for

the post. DPC Proceedings valid only if all members are

duly invited & majority including theChairman are present

To be ensured that regular meetings of DPCare held every year for each category ofposts

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GUIDELINES on promotions DPC proposals to the UPSC - all

Ministries/ Departments to attach

statement showing penalties imposedon officers

reservations and concessions to SCsand STs to be considered

SC/ST officer of appropriate level tobe associated as a member.

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GUIDELINES on promotions role of DPCs in various Ministries to be

periodically reviewed

members (including Chairman) of DPCshaving relatives on select panel beforeDPC not to take part in the deliberations

of the Committee

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DPCPapers to be put before DPC

Seniority list

Confidential Reports for at least 5 yrs

Recruitment Rules

List of eligible persons

Names of the officers who are on deputation Names of officers proceeding on study leave

Vigilance certificate

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Papers to be put before DPC

-contd. Seniors who have completed probation period

but not the required service Integrity certificate

The records of service of the following officers who are tobe considered for promotion/ confirmation in the gradehave been carefully scrutinized and it is certified thatthere is no doubt about their integrity

Year-wise break-up of vacancies Pro forma

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YEAR-WISE PANEL

steps to be followed

Determination of actual number of regular

vacancies that arose in each of the previousyear(s) on account of Vacancies due to death, voluntary retirement, new creations

Vacancies not intimated to the DPC

Deputation vacancies Persons refusing promotions

Preparation of a year-wise Select list

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METHODS OF PROMOTIONS

Selection Method

Selection-cum-Seniority

Selection by Merit, and

Non-Selection or

Seniority-cum-fitness Method

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SELECTION METHOD

for the purpose of determining thenumber of officers who will be

considered from out of those eligibleofficers in the feeder grade(s), restrictthe field of choice as

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SELECTION METHOD

No. of vacancies No. of officers to be

Considered

1 5

2 8

3 10

4 10 + twice thenumber of vacancies in

excess of three vacancies

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SELECTION METHOD

Therefore, the formula can be workedout as

2 x (a) + 4

where a stands for number ofvacancies.

This field of choice is referred aszone of consideration.

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SELECTION METHODwith reference to SC/ST officials

zone of consideration

with reference to the assessed

vacancies, prescribed with extendedzone for SCs/STs is five times thenumber of vacancies to ensure the

promotion chances against the reservedquota for them

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zone of consideration - forSC/ ST

No. of Normal zone Extended zone forVacancies consideration of SC/ST

1 5 52 8 103 10 154 12 20

5 and above Twice the number 5 times theof vacancies plus number of4 vacancies

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GUIDELINES FOR DPC-while considering cases under selection method

enjoy full discretion to devise their ownmethods and procedures, for objective

assessment of the suitability of candidates advancement in an officers career to be

earned by dint of hard work, good conductand result-oriented performance

performance above Average to entitle anofficer to recognition in the matter ofpromotion.

EVALUATION OF CONFIDENTIAL

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EVALUATION OF CONFIDENTIALREPORTS

-while considering cases under selection method

assessment of each officer to be made on fair, justand non-discriminatory evaluation of confidentialreports for 5 preceding years

DPC to make its own assessment of officers withoutbeing merely guided by the grading

Reviewing Officers remarks to be taken as Finalremarks

DPC to give final grading as outstanding, very good,good, average and unfit.

DPC to take note of non-communication of anyadverse remark in CRs

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OTHER METHODS OFPROMOTION

Selection-cum-Seniority

Selection by Merit

Having regard to the levels of the posts to whichpromotions are to be made, the nature and

importance of duties attached to the posts, a

benchmark grade would be determined for eachcategory of posts

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SELECTION-CUM-SENIORITYMETHOD

CategorySelection-cum-Seniority For all Gr B , C and A

posts (salary below Rs

12,000) Group A posts filled by

promotion from lowergroups

Selection by Merit Group A services/ posts

(salary Rs 12,000 andabove)

Benchmark

Good

Good

Very Good

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NON-SELECTION METHOD

DPC need not make a comparativeassessment of the records of officers and it

should categorize the officers as fit or notyet fit for promotion on the basis ofassessment of their service record

officers categorized as fit should be placed in

the panel in the order of their seniority in thegrade from which promotions are to be made

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TYPES OF PROMOTION-Other than Regular Promotions

Ad hocPromotionsPro formaPromotions

In SituPromotions

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TYPES OF PROMOTION-Other than Regular Promotions

Ad hocPromotions no candidate in the approved panel

injunction by Court/ Tribunal against fillingup the vacancy on regular basis and thepost cannot be kept vacant till the final

judgment

short term vacancies of more than 45 daysand there is no candidate in the approvedpanel

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TYPES OF PROMOTION-Other than Regular Promotions

Pro formaPromotions

An officer serving outside his regular cadree.g.,deputation, Training

Not admissible to an officer who is deputed

to hold a regularly constituted ex cadrepost abroad and whose pay is regulatedunder special orders

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TYPES OF PROMOTION-Other than Regular Promotions

In SituPromotions Posts having no avenue of promotion at all

as also to posts having inadequate avenueof promotion

Group D and Group C posts on theminimum of the relevant pay scale and not

promoted on a regular basis even afterdrawing the maximum of the pay scale formore than a year